HR Manager (Employee Lifecycle)

Location:LHR - Head Office SL3 0HQDepartment: Human ResourcesReports to: Head of HR and Compliance Salary:£36,000 per annum Job Type: Full-Time, Permanent - 45 hours per week.

Job Summary:

Goldstar is seeking an experienced HR Manager to oversee all aspects of the employee lifecycle, excluding recruitment. The role focuses on employee onboarding, performance management, employee relations, development, and offboarding. The successful candidate will work closely with managers and employees to ensure HR processes support employee engagement, compliance, and organizational development.

Key Responsibilities:

1. Onboarding & Induction:

• Employee Onboarding: Manage the onboarding process, ensuring a smooth transition for new hires into the company by coordinating orientation sessions, induction programs, and ensuring all necessary documentation is completed.

• Employee Documentation: Ensure contracts, policies, and personal data for all employees are accurately maintained and updated.

• HRIS Management: Oversee the integration of new employees into the HR Information System (HRIS) and ensure data accuracy.

2. Performance Management:

• Performance Reviews: Coordinate the company’s performance appraisal processes, ensuring managers and employees have clear goals and provide timely feedback.

• Employee Development Plans: Support managers in identifying areas for development and implementing personal development plans (PDPs) for their teams.

• Probation Periods:Monitor the progress of employees in their probationary periods, supporting managers with reviews and necessary follow-ups.

3. Employee Relations:

• Conflict Resolution: Act as the first point of contact for employees and managers regarding workplace concerns and provide guidance on resolving issues amicably.

• Disciplinary & Grievance Management: Manage and resolve complex employee relations issues, ensuring compliance with employment laws and internal policies. Conduct investigations where required.

• Policy Implementation: Ensure that company policies are communicated effectively to employees and are consistently applied across the organization.

• Employee Engagement: Develop and lead initiatives aimed at improving employee engagement, satisfaction, and retention.

4. Learning & Development:

• Training Coordination: Work with department heads to identify training needs and develop internal training schedules. Assist in identifying external training opportunities where necessary.

• Career Development: Support career progression by ensuring employees have access to the right development resources and opportunities within the company.

• Mentorship & Coaching Programs: Implement and manage mentorship programs to foster a culture of continuous learning and support.

5. Compensation & Benefits:

• Compensation Reviews: Assist the Head of HR in managing the annual salary review process, ensuring alignment with company objectives and employee expectations.

• Benefits Administration: Manage employee benefits programs, including pensions, health insurance, and other perks. Ensure that employees are aware of and understand their benefits packages.

6. Offboarding & Exit Management:

• Exit Interviews: Conduct exit interviews for departing employees, gather feedback, and provide recommendations to management on potential improvements.

• Offboarding Process: Manage the offboarding process to ensure a smooth transition, including collecting company property, deactivating accounts, and ensuring final payments are processed accurately.

• Employee Turnover Analysis:Monitor employee turnover rates and work to develop strategies for retention and employee satisfaction.

7. Compliance & Reporting:

• Legal Compliance: Ensure all employee-related processes and documentation comply with UK employment laws, health and safety regulations, and company policies.

• HR Data Reporting: Provide regular reports on HR metrics, such as turnover rates, employee satisfaction, and performance management outcomes to senior management.

• Policy Updates: Regularly review and update employee policies to ensure they remain compliant with legal standards and industry best practices.

8. HR Systems & Process Improvement:

• HRIS Management: Oversee the use of the HR Information System (HRIS) to ensure accurate record-keeping and reporting.

• Process Improvement: Continuously assess and improve HR processes to ensure efficiency and alignment with organizational objectives.

• HR Best Practices: Stay informed of the latest HR trends and employment law changes to ensure Goldstar remains compliant and competitive.

Key Skills & Competencies:

• Strong Interpersonal Skills: Ability to build relationships with employees and managers across all levels of the organization.

• Problem-Solving Skills: Ability to handle employee relations issues sensitively and effectively, with a focus on resolution.

• Organizational Skills: Proven ability to manage multiple tasks, meet deadlines, and ensure accuracy in HR operations.

• Communication Skills: Excellent verbal and written communication skills, with the ability to explain HR policies and procedures clearly.

• Confidentiality: Ability to handle sensitive employee information discreetly and maintain confidentiality.

• Analytical Skills: Competency in analyzing HR data and producing actionable insights for management.

• Adaptability: Ability to work in a fast-paced, dynamic environment and adapt to changing priorities.