People & Culture Manager Newry Permanent As the People & Culture Manager you will lead the development of an inclusive, values-driven, and high-performing workplace where our teams feel supported, trusted, and empowered to thrive. This role combines strategic leadership with hands-on HR delivery, working closely with managers and the Senior Management Team to attract and retain great talent, strengthen capability, champion wellbeing, and embed best practice across every stage of the employee experience. With a focus on collaboration, continuous improvement, and commercial awareness, you will help shape a culture that enables our people and our business to grow. Responsibilities: HR Best Practice Provide expert advice and guidance to senior management on all complex HR issues and coach, support, train and challenge managers in the application of HR policies and practices, considering current legislation and relevant codes of practice. Contribute to the ongoing development and delivery of the People, Development and Compliance strategy in support of client strategy. Report against key performance indicators to measure the effectiveness of the HR function and its initiatives, implementing suitable corrective actions as and when required. Develop and implement employee engagement activities to support overall business direction in collaboration with key stakeholders to address relevant business concerns. Design and deliver development workshops in areas of HR best practice to enhance knowledge and skills of the management team and to ensure they are suitably informed of legislative changes in a timely manner. Complete an in-depth review of the HR Policies and Procedures to ensure they are in line with HR best practice and maintain thereafter. Actively participate in audits to ensure that policies and procedures across all areas of the business are being implemented consistently and fairly. Undertake all duties in line with Data Protection and the utmost level of confidentiality. Undertake process reviews periodically to ensure that HR processes are being implemented properly. Demonstrate a process improvement mind-set to increase effectiveness and efficiency of the services offered. HR Management Information Manage and maintain HR information systems and develop standard documentation for all employees in relation to using Bamboo, securing user adoption and generating cost savings. Ensure the accurate and timely provision of a wide range of management information to reliably inform decision making at all levels Prepare monthly management information reports, as agreed with the CEO to support continuous improvement and review of performance e.g. turnover, staff surveys, absence, and recruitment. Analyse the trends in KPI data ensuring that appropriate and proportionate corrective actions are implemented in a timely manner. Oversee and support with the preparation of statutory reports in a timely and accurate manner e.g. Article 55. Ensure that the services provided by the HR function are customer focused, efficient and cost effective. Support with the management of budgets relevant to HR work streams and alignment, to ensure that value for money is achieved in its expenditure. Actively develop the HR Information System to support business requirements and increase the HR efficiency and reporting capability. Co-ordinate and undertake audits on all HR systems to ensure that all data is correct, ensuring you appropriately address concerns should they arise. Develop a standardised set of processes/system/databases to be used across the HR function. Regularly review to ensure consistent application. Strategic Planning Contribute to the development of the People, Development and Compliance operational plan ensuring it is in line with the client's strategic aims. Lead on departmental strategic projects in line with the operational plan. Use a proactive and forward-thinking approach to develop initiatives to support the aims and objectives of the operational plan. Identify changing sector requirements and implement actions as appropriate. Implement actions as necessary in line with the departmental risk register. Employee Relations Assist with employee relations issues such as grievance, discipline and other performance related matters and provide advice and guidance on complex HR issues to minimise risk and financial exposure whilst ensuring a fair and consistent organisational approach. Prepare, compile and manage documentation for Employment Relations cases up to and including tribunal cases. Promote good people management by ensuring employees are managed consistently and fairly. Participate on panels to support managers with employee relation issues, ensuring that best practice and legislation is adhered to. Participate on the management of employee relation cases relating to sickness absence. This includes making recommendations, giving advice and support to managers, liaising with occupational health, completing case review meetings, and implementing appropriate actions as required. Partner with CEO/SMT to maintain/improve an Employee Relations environment for the business. Line Management Provide direct line management to the HR Executives. Provide training on systems and processes as required. Coach, mentor and delegate responsibility and authority to staff as appropriate while retaining overall responsibility and accountability. Lead, support, and work with other members of the team on day-to-day priorities to ensure efficient delivery of HR services. Essential requirements: CIPD Level 5 Diploma in People Management or Third level qualification (or equivalent) in Human Resources or business-related discipline Minimum 5 years of broad generalist HR experience, including exposure to employee relations, performance management, recruitment, and policy development to include a minimum of 2 years contributing at Senior Management Level. Experience of using HR Software systems, metrics, analytics, and reporting. Familiarity with employment legislation relevant to the jurisdiction (UK / NI & ROI). Strategic thinking and ability to translate business objectives into people plans. Strong coaching and advisory skills - supporting managers confidently. Employee relations expertise, including investigations and case management. Change management capability. Data literacy - interpreting trends, turnover, absence, engagement data etc. Excellent communication and stakeholder management. Desirable requirements: CIPD Level 7 Advanced Diploma / Chartered Membership (Desirable) Coaching qualification (ILM/ICF etc.) DEI-related training or accreditation Knowledge and understanding of the IIP accreditation. Manufacturing / distribution & multi-site environment High-growth or transformation settings Benefits: 28 Days Annual Leave Stakeholder pension scheme Health benefit scheme Annual Bonus Scheme On-site parking Get the latest tech from Curry's, pay monthly, and save up to 12%! Cycle to work scheme Hours: Mon - Fri 9am - 5pm Salary: £45k - £55K Why use Staffline? This may not matter to you when you're looking for a new opportunity, but we just wanted to tell you a little bit about Staffline. We know that finding the right job can be challenging and we have the tools and resources to help you succeed. An established recruitment agency since 1983, we offer permanent and temporary job solutions to lots of different clients in multiple industry sectors in Northern Ireland and Republic of Ireland. For further information please apply with your up-to-date CV by clicking the button. Skills: CIPD level 5 coaching employment legislation