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To plan and support the HR Business Partner and Group HR Director in managing the Human Resources function at all the London locations, to ensure that all people requirements within those locations and companies are met and that the company’s policies are both effective and appropriate.

Ensure compliance with current and updated legislation and in line with The Menu Partner’s Group Policies and strategy on HR.

Key summary of Activities & Responsibilities:

• Assist in the development and ensure the implementation of group strategy for HR management which will include recruitment and selection policy/practices, disciplinary procedures, grievance, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues is achieved.

• Work closely with all group companies and departments, assisting and supporting line managers to understand and implement policies and procedures.

• Recruit employees (Directly and indirectly) - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.

• Coach and advise on complex employment relations issues from start to completion.

• Provide best practice advice and guidance to line managers and employees.

• Build effective working relationships with key stakeholders across the business.

• Support and advise managers in the Performance Management process to enable them to manage all levels of performance effectively.

• Staff Training and development, assisting in the identification of organisation, team, and individual training needs. Help to develop a strategy for succession planning with Managers.

• Assist / source appropriate cost-effective training

• Support and assist in the implementation of cultural change together with the leadership team.

• Support managers in employee relations activity including performance management, probations, disciplinary and grievance cases, redundancies etc

• Proactively manage absence through monitoring absence levels, dealing with long and short-term sickness absence and ensuring appropriate Occupational Health referrals

• Continually seek ways of improving procedures and workflows to maximise effectiveness of the HR function.

• Support and advise managers in the Performance Management process to enable them to manage all levels of performance effectively.

• Contribute to the evaluation and development of HR strategy and performance in co-operation with the HR Management.

• Assist in the development of HR initiatives and help drive their implementation across the business.

• Ensure that any issues and trends that the role uncovers are fed into HR line management.

Key Attributes:

• Experienced operator in establishing, enhancing and maintaining employee development and appraisal programs. Able to guide and support decisions around resourcing, reporting structures and relationships.

• An outstanding communicator, used to working in a diverse workforce. Able to handle complex and difficult situations with thought, confidence and sincerity.

• An excellent communicator both written and verbal, an accomplished presenter who can persuade and influence their audience with credible business content.

• Able to problem solve both operational and strategic issues through a pragmatic and commercially sound approach.

• Intellectually strong, able to think strategically yet understand operational detail.

• Strong sense of personal responsibility and prepared to work the hours or locations to deliver this.

• Able to demonstrate exposure to the following: dealing with complex employee relations cases, absence management, stakeholder management, employee engagement, policy writing and updating existing policies.

• People oriented and results driven.

• Competence to build and effectively manage interpersonal relationships at all levels of the company.

• Ability to adapt to change in a fast-paced environment.

Education and Experience:

• CIPD or equivalent qualification essential

• Substantial experience working as an HR Advisor

• Strong working knowledge of employment law and current legislation and familiar with best practice on all Human Resource issues including redundancy, TUPE etc. Experienced in coaching managers through these processes and leading where necessary.

• Strong sense of personal responsibility
  

The role:

45 hours per week

£30,000 to £35,000 (dependent on experience)

This list is not exhaustive of all duties and responsibilities.