HR MANAGER

INTRODUCTION

Our client is currently involved in a merger process with the intention that they are the employing entity (New business).

As there will be new personnel being employed by the new business along with the current personnel this will involve a TUPE transfer.

SCOPE OF WORK

There are considered three scopes of work.

1. Setting up company as an employing entity
2. Set up Managed HR Service (payroll, pension etc)
3. Generalist HR Manager support

1. Setting up company as an employing entity

The following are considered the deliverables for this scope of work

Research with proposals/recommendations to the Management Team:

• Present to management team the roadmap of actions and deliverables to set up an employing entity - noting all the actions below and incorporating into a roadmap
• Complete a Market salary and benefit/rate review of the positions in the new business
• Obtain details of terms and conditions and benefits from current employing companies
• Propose Compensation & Benefit strategy (bonus, pay market rates, job evaluation, level of benefits) considering the employees transferring from current employing companies and new starts
• Propose a strategy of how to be attractive as an employer (marketing/Compensation & Benefit strategy)
• Propose terms and conditions (i.e. annual leave, maternity/paternity) (refer to current employing companies)
• Propose alternative strategy instead of providing shares (Share Save and SIP)
• Working with IT software, propose requirements of a HRIT system to automate employee/manager interactions (i.e. booking of leave, claiming expenses, claiming non-recurring payments if applicable etc) as well as encouraging employee self-service
• Present to management team the proposals (including all costs) as well as recommended benefit providers and payroll/HRIT systems

Initial set-up of employing entity:

• Set up Third parties service providers; including:
  • His Majesty’s Revenue & Customs
  • payroll provider
  • employer liability insurance
  • benefit providers
  • pension scheme
  • payroll/HRIT systems

• Provide HR processes and procedures for the employing entity; including.
  • Recruitment Strategy (advertising, selection methods, succession planning etc)
  • Training & Development (recommended CBT modules, leadership development etc)
  • Onboarding and Induction
  • Appraisal/Performance review process
  • Principles of working (hrs work, hybrid)

• Provide documentation applicable for employment - contract of employment, policies & procedures - provide advice on which policies are recommended.
• Establish employee well-being services/tools (occupational health service, Employee Assistance Programme etc)

Note the above list is not exhaustive and therefore the HR Manager can make recommendations if there are further deliverables in set up of the employing entity.

2. Generalist HR Manager support

This scope is for the delivery of a HR service for up to 40 employees, covering all aspects of HR activities.

• Assist management team in setting the Mission, Strategy & Objectives of the new business
• Assist management team in communication and any team-building or similar activities
• Develop any policies related to the Joint Venture (not just employees - Business Ethics, Expenses etc)
• Manage the TUPE transfer or personnel to the employing entity
• Assist managers in developing job descriptions for the new business if necessary.
• Assist the management team with all communication and employee relations
• Manage any recruitment activities, career management, training and development, compensation and benefits, employee relations/management
• Manage the HR administration including processing new starts/leavers, sickness and other absence management, all employee correspondence,
• Manage/administer the contracts with the benefit providers, HRIT system, payroll, recruitment agencies etc
• Employment law advice to Managers
• Updating policies, procedures and strategies to be in-line with legislation

Note the above list is not exhaustive and the HR Manager would be expected to provide support where required to the business and employees.

The HR Manager will be required to work closely with the management team and therefore expected to attend the office in London on a hybrid weekly working pattern of normally 3 days in the office, 2 days at home.

The HR Manager would be expected to work under the guidance and supervision of an HR committee represented by both businesses, and to take direction from Senior Management

SPECIFIC CANDIDATE REQUIREMENTS:

• Educated to Degree level and/ or full CIPD membership or other professional qualification in Human Resource Management.
• Significant relevant professional HR experience with exposure to strategic decision-making.
• Significant knowledge of employment legislation and HR practices, including best practice and current HR trends.
• Strong influencing and communication skills at all levels.
• Proven experience of TUPE transfer.
• C&B experience preferred.
• HRIT system experience.
• Experience of building, inspiring and leading teams.