HR Officer

Employee Relations

• Provide appropriate HR advice on key issues such as disciplinary, grievance, and capability, in line with current employment law and company policies/procedures.
• Support managers in disciplinary, grievance, and appeal hearings, including involvement in investigations, guiding and advising the manager during the hearing, taking notes, and confirming the outcome.
• Ensure that managers are aware of company policies and procedures, applying them consistently and fairly while meeting business needs.
• Make recommendations for improvements in processes and practices.

Absence Management

• Ensure consistent and robust application of the attendance procedure in line with the Absence Policy.
• Provide effective advice and guidance on all absence management cases.
• Liaise with Occupational Health providers and specialists as required.
• Work with managers to meet their KPIs for reducing absence levels.

Headcount/Recruitment

• Collaborate with relevant department managers to manage headcount requirements, including actual vs. planned headcount, and identify vacancies.
• Partner with the Resourcing Team to ensure timely recruitment of colleagues according to headcount requirements.
• Assist with the recruitment of skilled and managerial roles alongside the Resourcing team.
• Ensure appropriate documentation is checked during recruitment, particularly regarding Right to Work in the UK.

Learning and Development

• Support the development and delivery of training programs for employees at all levels, with a focus on skills development, leadership, and career progression.
• Collaborate with the learning and development team to identify training needs and help tailor programs to meet business requirements and individual career aspirations.
• Partner with managers to identify development opportunities for their teams, fostering a continuous learning environment within the organization.
• Assist in the design of programs aimed at enhancing managerial capabilities, focusing on areas such as people management, communication, and performance management.
• Promote and support employee growth by facilitating mentorship and coaching opportunities.

Communication

• Produce and manage KPI information and report at relevant meetings.
• Act as the point of contact for colleague queries/issues, referring colleagues to the relevant processes where applicable.
• Participate in or facilitate the arrangement of all regular communication methods with colleagues (e.g., Employee Forum, Listening Groups, etc.).

• Up-to-date knowledge of employment law.
• CIPD qualified or part-qualified (Level 5).
• Experience of working within a manufacturing or fast-paced organization in an HR role.
• Understanding of learning and development strategies and a passion for driving employee growth.
• Excellent communication skills, with the ability to communicate effectively at all levels and work within a team.
• A relentless drive to improve performance and deliver outstanding results through new, innovative, and more effective ways of working.
• Up-to-date experience and confidence in using Microsoft Office and HR packages.
• Methodical with attention to detail while working at pace.
• Ability to build effective relationships with internal and external contacts.
• Ability to work under own initiative and manage conflict effectively.
• Strong time management skills with the ability to prioritize in a varied role.
• Ability to contribute to the development and implementation of learning and development initiatives.
• Highly motivated, flexible, and adaptable.
• Assertive, proactive, and forward-thinking.
• Ability to work under pressure and maintain confidentiality.
• Results-oriented with an emphasis on quality and teamwork.
• A high level of personal integrity, demonstrating respect and empathy for others while being consistent, open, and honest.

The HR Officer serves as a business partner and a key member of the Human Resources Team. This position works closely with HR team members, leadership, and employees to ensure that all people-related aspects of the workforce lifecycle are professionally delivered and compliant with legal and company policies. The HR Officer will also support the continuous development of employees and managers, helping foster a culture of learning and growth throughout the company.

Develop an effective working partnership with first-line managers and colleagues to ensure the provision of timely, professional, and effective HR-related advice within company policy and legal requirements. Additionally, support the design and delivery of learning and development initiatives aimed at enhancing employee and managerial capabilities.

Employee Relations

• Provide appropriate HR advice on key issues such as disciplinary, grievance, and capability, in line with current employment law and company policies/procedures.
• Support managers in disciplinary, grievance, and appeal hearings, including involvement in investigations, guiding and advising the manager during the hearing, taking notes, and confirming the outcome.
• Ensure that managers are aware of company policies and procedures, applying them consistently and fairly while meeting business needs.
• Make recommendations for improvements in processes and practices.

Absence Management

• Ensure consistent and robust application of the attendance procedure in line with the Absence Policy.
• Provide effective advice and guidance on all absence management cases.
• Liaise with Occupational Health providers and specialists as required.
• Work with managers to meet their KPIs for reducing absence levels.

Headcount/Recruitment

• Collaborate with relevant department managers to manage headcount requirements, including actual vs. planned headcount, and identify vacancies.
• Partner with the Resourcing Team to ensure timely recruitment of colleagues according to headcount requirements.
• Assist with the recruitment of skilled and managerial roles alongside the Resourcing team.
• Ensure appropriate documentation is checked during recruitment, particularly regarding Right to Work in the UK.

Learning and Development

• Support the development and delivery of training programs for employees at all levels, with a focus on skills development, leadership, and career progression.
• Collaborate with the learning and development team to identify training needs and help tailor programs to meet business requirements and individual career aspirations.
• Partner with managers to identify development opportunities for their teams, fostering a continuous learning environment within the organization.
• Assist in the design of programs aimed at enhancing managerial capabilities, focusing on areas such as people management, communication, and performance management.
• Promote and support employee growth by facilitating mentorship and coaching opportunities.

Communication

• Produce and manage KPI information and report at relevant meetings.
• Act as the point of contact for colleague queries/issues, referring colleagues to the relevant processes where applicable.
• Participate in or facilitate the arrangement of all regular communication methods with colleagues (e.g., Employee Forum, Listening Groups, etc.).