The R&A St Andrews, Scotland, United Kingdom
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The R&A St Andrews, Scotland, United Kingdom
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To be accountable for the management of the HR operations team to provide an efficient professional service to all key stakeholders across the organisation. Provide counsel on the full employee lifecycle from pre-to-post employment and all the elements in between that the organisational People plan to drive organisational performance.
To manage the production of key management information across all HR metrics, systems, tactics and procedures that is used to leverage people KPI’s and organisational decision making.
Key Accountabilities
* Take the lead within the HR team to drive continuous improvement across the function, creating and revising policies, procedures and processes that enhance the employee and candidate life cycles.
* Lead on the provision HR and employee relations (ER) support and guide key stakeholders (up to including director level) on recruitment, absence management, performance management in line with current legislation and business objectives.
* Provide day-to-day HR support and advice to managers and employees on various HR matters such as equal opportunities, diversity, resourcing, recruitment, employee benefits, employee relations, absence management and disciplinary and grievance.
* Promoting and instilling a culture of consistency, equality, and fairness in our handling of employee relations matters, challenging stakeholders where appropriate
* Coaching and mentoring line managers to effectively manage their people autonomously whilst proactively support line managers with performance management of their team members, including development or robust performance improvement plans.
* Responsibility for the management, development and maintenance of the HR Systems, ensuring records are kept up to date and compliant with legislation.
* Lead all elements of the employee and candidate lifecycle processes, including, but not limited to, recruitment and selection processes, induction, probation, performance improvement, development and exit strategies.
* Partner with key stakeholders, up to director level, to support current and future business needs through the development, engagement, motivation and retention of employees.
* Drive the health and wellbeing of our employees by creating a supportive working environment, encouraging well-being practices and activities scheduled during work hours.
* Responsibility for the organisational engagement survey and ongoing relationship with the provider,managing the roll out and communication of results, and facilitating action plans with business leaders.
* Champion equality, diversity and inclusion, promoting and embedding policy and best practice.
* Implement and contribute to continual improvement and innovation ensuring the business is recognised for developing and delivering excellent people practices, and ensure all people processes are updated and legally compliant.
Resource
* Line manage the HR operations team
* Working within a pre-determined budget for all key people elements such recruitment/onboarding etc whilst proactively looking at ways to effectively control cost.
Expertise
* CIPD Level 5 or working towards CIPD level 7 or equivalent experience.
* Proven experience in complex employee relations case management.
* Track record of positively developing teams in a line manager capacity.
* Working knowledge of HR Systems and data metrics.
* Up to date knowledge of current employment legislation / best practice.
This job description is written as an indication of the nature and scope of duties and responsibilities. It is not intended as a fully descriptive or definitive list and jobholders will be expected to carry out other duties assigned which are appropriate to the position.
Seniority level
* Seniority level
Mid-Senior level
Employment type
* Employment type
Full-time
Job function
* Job function
Human Resources
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