HR Manager

Welland Medical brings to market the best and most innovative products that enhance the lives of people living with a stoma across the world. Investing in the most talented people, collaborating to create world‑class, ground‑breaking products and services devoted to improving peoples’ lives. We are passionate about making a difference in the world. Our reputation is based on a tradition of improvement, ethical leadership, and total commitment to quality and safety.

Welland Medical, established in 1988 is part of the CliniMed Group, and has over 250 colleagues committed to enhancing people’s lives.

Main Duties and Responsibilities

As an HR Manager, your main responsibilities and duties will include:

Team Management

• Plan, organise and lead on all activities of the HR service – providing coaching, leadership and communication for the direction for the HR team.
• Undertake all performance management, performance development reviews for the HR team, providing full guidance on objectives and performance standards for the HR team.
• Provide guidance and support to the HR team in their roles for providing support, advice and guidance on HR matters and the application of policies and procedures to all staff and managers with which they provide an HR service.

Human Resources Advice & Employment Law

• Provide advice, guidance and support to Directors and Senior Managers on all HR matters and the application of policy and procedure, coaching and advising on all people issues.
• Employee relations, including managing absence, disciplinary, grievance and sickness using company knowledge and evidencing appropriate decision‑making skills, providing coaching and advice to support the HR team colleagues on complex ER issues.
• Measure employee satisfaction and identifying areas that require improvement through the annual staff survey ensuring that an appropriate employee engagement strategy and policies are employed. Leading on the development and implementation of companywide action plans, post engagement surveys and conducting pulse surveys as and when required.
• Performance management: coaching managers on performance management issues and processes including the use of competency reviews.
• Represent the company at all complex HR employee relations matters, including potential dismissals or high‑profile conflict resolution issues, as required.
• In accordance with the company strategy, to be a champion for Great Place to Work engagement and employee trust index, supporting managers to improve business processes and performance, as agreed by the senior leadership team.

Learning & Development

• Support and guide the Learning & Development Advisor in the planning and delivery of internal and external training and development activities as required providing guidance on development for managers and their teams.
• To include support for the L & D Advisor and Group HR, in the creation and delivery of a management and leadership training programme to managers and future leaders, to support their career development and succession planning.
• Training: Implementing training and development policy and procedures; identify areas that need attention and improvement.

Recruitment & Selection

• Overall responsibility for recruitment & selection for the company; Working with the inhouse Recruitment Advisor and Senior HR / HR Advisor, to oversee all recruitment activity, managing talent and succession planning in liaison with Managing Director/Group Director of HR.
• Lead the HR team in the development and delivery of HR / Company induction for employees.
• Working with Managing Director and Group HR Director for the recruitment of Senior Leadership team members. Including carrying out psychometric assessments and providing feedback to the Managing Director, CEO, Group HR Director and the candidates as required.
• In conjunction with the Group Director of HR and wider group HR team, develop and implement employment policies and procedures in line with employment legislation and ensure that these policies and procedures are clearly documented and are available to all staff.
• Identify and interpret employment law legislation changes, to fully understand the risks and development areas for HR policies and procedures, to communicate all new government initiatives which may impact the company HR strategies.

Payroll and Management Information / Reporting

• Oversee and manage payroll, pensions and personnel data within CliniMed Group guidelines.
• Using the HR Information System provide monthly and quarterly reports to the Group HR Director and SLT, to input and guide on HR strategies, measuring progress against KPIs to
  support business strategy.
• Analyse exit interview, headcount, turnover, absence data to provide key trends to SLT for the management of engagement, identifying risks where appropriate.
• To contribute to the development and implementation of enhancements to the Group HR Information System in liaison with the Group HR Direction and group HR colleagues.
• Manage the annual Gender Pay Gap Reporting to the UK government, preparing the data and presentation for the Group Holdings Board / Managing Director and Group HR Director.

Budget management

• Working with the Managing Director / Finance Director, develop and manage the HR department budget, including central budgets for Occupational Health, companywide training, Health & Safety Training, employment engagement and wellbeing spends.
• Ensure that all recruitment and training requested by the company are within approved headcount or departmental budgets prior to resourcing or booking external training.
• To conduct salary & benefit benchmarking / surveys, using survey / market data to support the ongoing recruitment and retention of employees, making recommendations and cost analysis for budget preparation.

People Development

• To work as a coach for the HR team, enabling development opportunities to support the team’s individual and departmental professional development as Human Resource / Learning &
  Development / Payroll practitioners.
• Be responsible for ensuring one’s own continuing professional development and adhering to the recognized standards of the CIPD including updates on HR law and changes for the future.

Street Address City County / State / Region ZIP / Postal Code