Senior Manager/Manager - Human Resources & Talent Management - NBFC

HR duties

- Develop and implement the HR strategy aligned to the business objectives and company HR initiatives.

- Support and coach the management team on all people leadership matters, including business change and transformation. Forming strong relationships with the management team to be able to challenge and coach in a high performance environment.

- Partner the management team to project manage organisational and procedural changes within the business area.

- Be responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues).

- Lead the work to regularly review the company's talent management processes within the business areas, including performance/potential management, resource planning and succession planning.

- Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programmes (e.g. changes to working practices, organisation changes and business excellence or lean programmes).

- Manage and develop a small HR department to ensure quality services and advice are provided across the company.

- Establish and maintain appropriate systems for measuring metrics that support the achievement of business goals, necessary aspects of HR and training and development.

- Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales

- Liaise with Directors and Managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy.

- To facilitate as a mediator when required to try and resolve employee grievances.

- To manage the long service rewards and ensures employees are notified of qualifying rewards in a timely and accurate manner.

- To deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement.

Recruitment duties

- Manage all recruitment needs for the company, including implementing and continually developing a robust recruitment process.

- Overseeing the day to day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CV, attending interviews and selecting candidates

- Creating and continually improving offer letters and contracts of employment, whilst managing the timely distribution of such documents.

- Managing the collation of references, DBS and security clearance as relevant to each role.

- Ensuring all relevant ID, certificates and employee documents are received on or before 1st day of employment.

Training duties

- Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.

- Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured and reported on.

- Manage and develop direct reports.

- Liaise with the finance department to ensure control of training and development expenditure within agreed budgets.

- Liaise with other managers to understand all necessary aspects of their learning and development needs, and to ensure they are fully informed of corporate learning and development objectives.

- Succession plan and ensure training is aligned to support the plan.

- Ensure training activities meet and integrate with company strategies and policies.

- Write and deliver training lessons to continue personal development of Line Managers throughout the company.

- Manage the organisation and delivery of company induction sessions, including writing and delivering the presentations.

General Management duties

- To be a pro-active member of the senior management team.

- To highlight and help resolve any issues/challenges/employee relations within the office.

- To assist and advise Company managers/directors on HR policy, practice, procedure and issues.

- To represent the company in a positive, professional manner at all times.

- To be prepared to support fellow managers in any meetings required.