Human Resources Manager, Eastbourne

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We have a fantastic opportunity to join our Semi Equipment division as HR Manager for our Eastbourne site in the UK. This role will provide you with the opportunity to make a great impact on the people journey. As a key contributor and business partner to the Eastbourne Management Team yoi will lead the development and implementation of strategic HR plans that underpin the PC business plans, ensuring provision of operational HR support as required.

You will contribute to the development of the Vacuum Technique wide People & Culture strategy, ensuring focus on continuous improvement in HR processes and procedures. Your responsibility will be to lead the HR Eastbourne people agenda and strategies in talent acquisition, managing, developing and retaining the employees the business needs to achieve current and future business objectives in a cost effective way.

Key accountabilities for this role include:

• Work in partnership with PC GM to understand future business objectives and develop local HR strategies, solutions and people plans that align with global HR strategy to meet such objectives.
• Ensure HR strategy, policies and processes are effectively implemented within budgets and timelines and that the sites comply with all relevant regulations, laws and business policies.
• Work with the site management team and line managers to deliver effective and timely performance management processes and creation of appropriate and relevant Competence Development Plans (CDPs) and Performance Improvement Plans (PIP's)
• Facilitate the Insights employee engagement programme and action planning. Conducting interim surveys and feedback as required.
• Work closely with the central Global Mobility team on local project assignments and international appointments ensuring strict adherence to immigration legislation.
• Ensure data compliance and integrity across the sites e.g. HR Link, Recruitment in HR Link, ezLM, Learning Link
• Produce and analyse people data and statistics to support both local entity and divisional objectives and actions.
• Contribute to divisional meetings such as the PCR/CRM by building and presenting the HR Metrics and key activity to senior leaders
• To lead on complex employee relation cases and to support at internal appeal meetings or extneral tribunals as required.
• To design and implement an Early Careers strategy for the site in order to address the skills gaps and build the future talent pipeline in order to 'future proof the business.
• To design an L&D strategy that is fit for purpose and to collaborate with leadership teams to develop a learning and development culture. To create a framework whereby managers can effectively identify skills / competence gaps and address them through the tools available. To source and partner with external training providers to deliver relevant training identified through people planning processes. To design and manage internal training programmes.
• To be the functional lead for both internal and external audit processes ensuring that any areas of risk are addressed.
• Work closely with business leaders and line managers, providing expert HR guidance on a variety of HR matters. In doing so, advise on compliance and risk management issues, providing an appropriate level of challenge where appropriate.
• Attend regular site management meetings and actively participate as a member of the management team as required in order to ensure provision of HR perspective and expertise to site discussions.
• Encourage and actively work with site management teams to develop an employee-oriented company culture that emphasizes quality, cost effectiveness, continuous improvement, and high performance.
• Ensure that there are communication forums in place at all sites and ensure the effectiveness of these forums through regular attendance and provision of support and guidance to the forum members and their leaders.
• Provide guidance and work closely with the GM in developing and executing strategic talent development plans, succession planning to critical and other identified roles and ensure that people plans reflect the company values and align to the Talent Framework. Support managers with sourcing and selecting high calibre candidates, advising on profiling and psychometric tools as appropriate. Ensure that Prokura process is followed.
• Ensure that the site management team are supported in their development to lead teams effectively including the senior leadership team at a strategic level
• Build a Talent Acquisition proposition that is agile, fair and supports the needs of the business, in attracting and retaining key talent
• Provide expertise in organizational design and development.
• Work closely with the UK Payroll Specialist to ensure that monthly payroll is processed in an accurate and timely manner, ensuring full resolution of any issues should they arise.
• Take the lead to ensure that cyclical HR activity (eg annual salary review, variable compensation, PPDR process) is executed effectively and efficiently within area of responsibility in the PC.
• Ensure that the business complies with all relevant regulations, laws and organisational policies and that all ER issues are proactively managed.
• Develop and continually improve time and attendance policies and health and wellbeing policies and practices, ensuring that the approach to these is co-ordinated UK wide
• Liaise regularly with HR Expertise teams (Compensation & Benefit and Talent, Learning & Development) as required to ensure that expertise activity can be effectively delivered at sites and that local needs are taken into account.
• To be involved in wider HR projects either relevant to the UK or more globally, as appropriate and as directed by the People & Culture VP/BP.
• To take a lead role in roll out of global HR projects to UK employees as required, in agreement with relevant stakeholders
• Establish and maintain links with external organisations local to PC sites, in order to support development of the Edwards / AC employer brand.
• Coach and develop team members to build and maximize capability to achieve operational excellence, ensure alignment across areas of responsibility as far as possible, and the sharing of best practice.
• Maintain a strong connection with employees at each site.

Key skills/experience/knowledge are:

• Educated to degree level or strong relevant professional work experience at HR partnering level
• Previous and relevant experience of working with psychochometric tools to help build development programmes and leadership capabilities
• Proven experience of working within a fast paced environment preferably in a manufacturing organisation with a global presence
• Up to date knowledge of appropriate employment legislation and evidence of putting employment law knowledge into practice
• Strong experience to work as a true business partner at a senior level
• Able to support and work within a continuously evolving environment
• Experience of supporting/delivering culture change projects
• Proven experience of developing and coaching a team of HR professionals in all disciplines of HR
• Shows resilience and motivation
• Can build and develop relationships with internal stakeholders and understands a global matrix organisation
• Ability to work independently, whilst also being able to judge when additional support is required.
• Ability to set own priorities, manage multiple tasks and reschedule work in a changing environment.
• Ability to set goals and consistently deliver timely and accurate results and services
• Excellent written and verbal communication skills
• Ability to deal with conflict - communication, negotiation, persuasion and influencing skills
• Numerate and computer literate and able to analyse HR data to provide relevant People and Culture metrics

Diverse by nature and inclusive by choice
Bright ideas come from all of us. The more unique perspectives we embrace, the more innovative we are. Together we build a culture where difference is valued and we share a deep sense of purpose and belonging.