Job Description
Senior HR Manager - Maternity contract 9-12 Months\n\n£65-70,000 Per Annum - Hybrid working 3 days office based 2 days WFT\n\nHead office based in London Bridge\n\nThe Role\n\nWe’re looking for an experienced and proactive HR Manager to lead all aspects of the employee lifecycle, from recruitment and onboarding through to offboarding and performance management. You’ll serve as the go-to HR contact, supporting staff and coaching managers while ensuring compliance with UK employment law. This role covers everything from employee relations, payroll, and benefits to maternity/paternity leave management and HR reporting.
You’ll thrive in a fast-paced, high-growth environment, balancing strategic input with hands-on execution, and playing a key role in shaping a positive, inclusive and high-performing culture.\n\nKey Responsibilities\n\nYour tasks will include but not be limited to:\n\nDay-to-Day HR Contact\n\n * Act as the primary point of contact for all HR-related queries from staff and management.\n\n * Provide guidance and support on HR policies, procedures, and best practices.\n\n * Offer coaching to managers on people management, conflict resolution, and performance issues.\n\n * Respond to and resolve employee inquiries and concerns with discretion and professionalism.\n\n * Maintain visibility and accessibility to foster strong employee relationships and trust.\n\nEntire Employee Lifecycle Management\n\nRecruitment & Onboarding:\n\n * Partner with hiring managers to define job requirements and develop role profiles.\n\n * Liaise with recruiters and manage direct sourcing of candidates.\n\n * Oversee interview scheduling, offer letters, contracts, identification verification and onboarding plans.\n\n * Ensure a smooth induction process including office setup, IT, and team integration.\n\nProbation Period Management\n\n * Guide managers through performance assessments and documentation.\n\n * Manage unsuccessful probation outcomes with fairness and legal compliance.\n\nOffboarding:\n\n * Manage resignations, exit interviews, and handovers.\n\n * Ensure return of equipment and proper closure of accounts.\n\n * Prepare final documentation including P45s and reference letters.\n\nMaternity, Paternity & Family Leave Management\n\n * Policy & Compliance\n\n * Ensure policies for maternity, paternity, shared parental leave, adoption, and other family-related leave are up to date and compliant with UK employment law.\n\n * Regularly review leave entitlements and statutory obligations, and update internal handbooks and systems accordingly.\n\n * Educate managers and employees on their rights and responsibilities in relation to family leave.\n\nEmployee Support\n\n * Provide clear, empathetic guidance to employees on entitlements, timelines, and documentation required.\n\n * Schedule and conduct pre-leave planning meetings to discuss expected timelines, pay calculations, KIT/SPLIT days, and the return-to-work process.\n\n * Offer support in navigating government forms (e.g., MAT B1) and internal processes for requesting leave.\n\nManager Support\n\nAssist in workforce planning and temporary cover arrangements during employee absence.\n\nLeave Administration\n\nAccurately calculate and process maternity/paternity/shared parental/adoption pay.\n\nCoordinate with payroll to ensure payments and deductions are made on time.\n\nTrack leave dates, manage communications during absence, and monitor KIT/SPLIT day usage.\n\nReturn to Work Management\n\n * Arrange return-to-work check-ins and flexible working discussions where needed.\n\n * Facilitate phased returns or accommodations as appropriate.\n\n * Support reintegration into the team and discuss development opportunities post-leave.\n\nHoliday & Sick Leave Management\n\nPolicy & Planning\n\nAdministration\n\nReporting\n\nEmployee Relations Management\n\nProvide advice and support on disciplinary and grievance procedures.\n\nConduct investigations and recommend appropriate outcomes in line with company policy.\n\nMaintain up-to-date and legally compliant ER documentation and case records.\n\nAct as a mediator in employee disputes where necessary.\n\nPromote a positive and inclusive workplace culture.\n\nCompliance & Policy Management\n\nEnsure company policies are up-to-date and in line with UK employment law.\n\nRegularly review and revise the employee handbook and internal procedures.\n\nMonitor HR compliance with GDPR and other legal obligations.\n\nEducate staff and management on policy changes and legal developments.\n\nPrepare for and support with audits or regulatory inspections.\n\nCompensation and Benefit Management\n\nSupport annual salary review and bonus processes.\n\nLiaise with benefits providers (healthcare, insurance, etc.) and manage enrolments and renewals.\n\nCommunicate benefits offerings to staff and assist with queries.\n\nManage cycle-to-work, season ticket loans, and other employee perks.\n\nPayroll & Pension Management\n\nPrepare and validate monthly payroll data including variable pay, leave, deductions.\n\nWork with finance/payroll providers to ensure accurate and timely payments.\n\nEnsure correct administration of pension schemes, including enrolment and contributions.\n\nReconcile payroll reports and resolve discrepancies.\n\nMaintain confidentiality and accuracy in all payroll and pension records.\n\nPerformance Management\n\nCoach managers on setting objectives, giving feedback, and managing poor performance.\n\nSupport the implementation of performance improvement plans (PIPs).\n\nDatabase Management\n\nMaintain accurate and up-to-date records in HR system (Bamboo HR & Google Drive).\n\nEnsure all employee documentation is stored securely and compliantly.\n\nRun regular audits to ensure data integrity.\n\nTrain users on the HR system as needed.\n\nOversee digital and physical personnel files and document retention policies.\n\nReporting\n\nProduce regular HR reports for leadership (e.g., headcount, turnover, absence).\n\nAnalyze data to identify trends and provide insights for decision-making.\n\nSupport regulatory reporting such as gender pay gap, if applicable.\n\nProvide ad hoc reports to support strategic initiatives.\n\nUse metrics to track progress on HR goals and initiatives