JOB TITLE | Interim HR Lead |
DATE REVISED | August 2023 |
REPORTS TO | HR Director |
LINE REPORTING | Number and level of staff directly reporting to post holder: 1 |
JOB PURPOSE | To support the business to deliver people-related processes, vision and strategy across the company, aligned with the law. |
JOB CONTEXT | The role reports to the HR Director. The role is part of the Business Integration Squad and is integral in modelling the Company’s Values and Behaviours |
KEY ACCOUNTABILITIES & PERFORMANCE MEASURES | Assist and administer corporate plans for a variety of HR matters such as performance evaluation, compensation, benefits, talent planning, training, recruitment and development Assist with strategic planning of the recruitment approach to support workforce planning Coach line managers, HR coordinator and other relevant groups/communities in their approach to change leadership. Day to day responsibility for employment relations, including grievances and disciplinary matters Assess and regularly review adherence to internal policies and legal standards Assist with resolving any litigation risks |
COMPETENCIES | Knowledge, skills and experience Educated to first degree level CIPD Qualified to Level 5/ several years’ practical experience in an HR Manager role Line manager experience is desirable Experience in coaching line managers, managing upwards, liaising with stakeholders Complexity and creativity The role deals with many complex problems on a routine basis The role has a broad remit covering all HR-centric issues, overlaid with the particular complexities of the ecosystem in which the organisation sits. Judgements, decisions and advice The post holder gives regular advice to line managers across the business The post holder will refer the most complex issues to the HR Director before giving guidance, as they learn and grow in their role. 85-90% of the role is autonomous, only referring to the HR Director for the most challenging cases. The post holder helps to shape the strategy of the business and then their objectives flow out of this work The impacts on the business of judgements and decisions could be very material both reputationally and on the bottom line. Contacts and communications 80% internal/ 20% external communications Many of the contacts and regular communication is with decision makers, this post is required to bring HR best practice to decisions that need to be made. |
