Senior HR Manager
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Job purpose
The purpose of this job is to manage the HR team of four, using your knowledge and experience to lead the way on excellent HR service delivery. You would manage the day-to-day operations of the HR team and act as a key point of contact for senior stakeholders across the business.
This would mean developing a good understanding of our HR team and their priorities, and ensuring the efficient running of HR operations.
You will be the team's go-to advice on all employee relations issues, performance management, absence, talent acquisition, benefit provision and payroll - all operational matters with support provided from the HR Director.
To enable insight into the running of the business, you will also manage the delivery of a comprehensive HR service to the Tax teams ensuring the provision of high-quality HR expertise and advice and the effective implementation of HR processes and procedures to them.
You will work closely with the HR Director on strategic HR initiatives, helping design and implement them. This means working with business leaders to ensure the skills, objectives and outputs of employees are aligned to the strategic objectives of the business.
Responsibilities
Management
Manages the HR team via the HR Manager, therefore indirectly the Early Talent team, and through them, ensuring that we have the delivery of graduate and apprentice recruitment, onboarding, and professional study
Directly manages the HR Operations Administrator
Facilitates the appropriate management of employees in the Tax client groups and develops and assesses management capabilities of those in charge of those departments
Works with Partners and Managers to get the best out of their departments through effective organisational design and management skills
Manages upwards to the HR Director building confidence that you escalate key information, enabling alignment between the Firm's HR operations and HR strategy
HR Operations
Ensures integrity of HR data recorded in the Firm's systems.
Supports the HR Director to complete HR reporting as required e.g. monthly SSR, and other annual submissions
Works with the HR Director, and the HR Manager to establish HR KPIs and implement regular reporting. Monitors retention, attrition, growth and highlight key indicators, including DEI metrics to business leaders.
Takes responsibility for delivering effective HR processes and procedures e.g. joiner, mover, leaver processes
Ensures effective and insightful absence management processes are in place and develop as needed
Supports the HR Director and HR team with the co-ordination of the provision of the Firm's employee benefits and ensures the team provides appropriate first line advice to employees and managers
Ensures HR process and procedures operate in-line with the principles of the Data Protection legislation
Develops compliant HR policy and procedures to drive performance and mitigate disputes
Attends the monthly payroll change meeting and coordinates with the Finance team where necessary, ensuring integrity of data entered by the HR team
Manages the annual salary benchmarking processes for client groups and complete any ad hoc benchmarking as required
Resourcing and Onboarding
Adopts a business partnering approach, uses business and HR knowledge to support and shape resource decision-making.
Proactively oversees the recruitment and retention processes are recruiting top talent
Works with the HR Manager to ensure that graduate and school leaver recruitment is a success
Ensures that our client groups feel supported by their HR Teams to identify staffing needs and succession planning
Ensures recruitment and onboarding processes, systems and templates are well defined, documented, fit for purpose and used appropriately
Ensures integrity of recruitment data recorded in the Firm's systems
Works with business leaders to provide advice on recruitment process and strategies and enhances their experience of the recruitment and onboarding process, with a focus on efficiency and suitability
Provides hands-on support for recruitment processes where required such as screen candidates and interview as appropriate
Carries out new starter inductions where required for senior employees
Works with the HR Manager to develop recruitment KPIs to report on recruitment activity and enable management decision-making
Assesses the employee/candidate experience of the Firm's recruitment processes and recommends improvements
HR Business Partnering and Employee Relations
Acts as a trusted and credible business advisor to designated client groups drawing upon HR and business knowledge and experience, evidencing appropriate decision-making skills
Proactively develops in-depth knowledge of the people challenges in client groups and their HR KPIs, to enhance the quality of advice and possible solutions
Develops a forward-looking HR action plan for their own, and the team's client groups which aligns with business objectives
Provides advice regarding employment law matters to client group, and cross referencing with HR Director to check decision making in this regard
Advises and guides managers on employee terms and conditions of employment and Firm HR Policy, and knowledge shares best practice with them
Delivers effective resolution of employee relations issues in line with the firm's formal and informal processes and procedures
Manages complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement and redundancy and communicates and escalates to HR Director when appropriate
Manages the DEI and Wellbeing calendar of activities, working with the HR Director, HR team and other internal stakeholders to continually update and enhance the offering of activities and events
Talent Management
Ensures effective Performance Management via the annual Personal Strategy Review (appraisal) process
Oversees the process for own client groups and drives the process on behalf of the HR team for the firm during the Spring each year
Identifies under performers across the firm with the help of the HR team, and ensures plans are in place to manage this
Works with the Learning and Development Senior Managers (Tax and Audit) to ensure everyone has an active 'People Passport' in place for their development
Identifies high performing and high potential talent, ensuring a suitable development plan is in place
Identifies succession risks and work with business leaders to ensure risks are mitigated
HR Projects
Supports the HR Director to identify and deliver strategic HR projects and initiatives including change management processes or retention programmes as required
Delivers cyclical HR projects such as the annual compensation review and appraisal process
Supports the implementation of, and actions relating to, the annual Employee Opinion Survey
Looks at ways to foster an even more positive work environment promoting employee engagement and productivity.
Looks at ways to tackle the changing employee landscape e.g. AI
Skills, Knowledge and Experience
Degree qualified or equivalent experience with CIPD level 7 qualification
Previously has been responsible for an HR team and HR operations in a medium sized business
Very strong employee relations experience is essential, with demonstrable evidence of being capable and confident to resolve more complex and challenging cases
A strong business partnering approach, able to use HR and business knowledge to develop employee and organisational capabilities. Demonstrable evidence of this will be required.
Exceptional organisational and communication skills are required together with proven management and leadership capabilities
Ability to build strong working relationships and rapport at all levels of seniority
Demonstrates a strong work ethic, and willing to be hands-on and flexible about managing shifting priorities and a varied workload
Experienced knowledge of employment legislation and its application
A proactive team player with strong customer service and problem-solving skills
Experienced in developing and supporting line managers through change
An ability to maintain confidentiality and act with professionalism, discretion and diplomacy is crucial
Self-motivated and able to work under own autonomy with minimal guidance, and as part of a team
A consultative method of decision making is required within the strong organisational culture
Strong analytical skills and the ability to use data to identify issues and solutions
Values and behaviours
Our Values and behaviours are based on:
We really want to attract and retain individuals who share our Values:
Together
The firm with the family feel. Express gratitude. Smile. Be humble and confident. Have fun.
Resilient
Change is imminent, and business is imperfect. Be open minded & agile. Assume positive intent and exercise the power of positive thinking.
Understanding
Each individual matters and will be heard and respected. Honesty, integrity, empathy and kindness are fundamental.
Supportive
We support what is important to you and show kindness in our behaviour to each other. We encourage each other to realise our potential.
Thrive!
We strive to be the best, innovate and always do exceptional work. That's who we are and what our clients deserve.
Mercer & Hole is committed to cultivating and preserving a culture of diversity, equity and inclusion (DEI).
Our people are our most valuable asset. We bring our life experiences, knowledge, creativity, and talents together at Mercer & Hole making it a unique place to work where all can safely thrive.