HR & Recruitment

Senior HR Manager

Not Specified

Site HR Manager – Food Manufacturing

Location: Derbyshire

Salary: £50-65,000 + car allowance + benefits

As one of the world’s largest food companies in their market, we are excited about recruiting for this influential role within a 1000 + employee site based in Derbyshire

Working in collaboration with the Site Director and the group HR function, the Site HR Manager is responsible for the strategy and delivery through a team of HR professionals.

You will be responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, organisational design & effectiveness, Learning & Development, performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives.

This role must be able to proactively manage a broad scope of initiatives & interactions from handling escalated employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage organisation-wide, people-related change initiatives.

The role:

Organisation Development & Effectiveness

Continually scans the organisation for opportunities to enhance capabilities and productivity, and acts as “hands-on consultant” to management in addressing opportunities for improvement

Assists client groups in identifying and defining resourcing requirements

Partners with business leaders to drive all aspects of organisation restructurings to achieve business goals (e.g. confirming goals, evaluating various organisation designs, defining job requirements, facilitating employee selection, developing internal communications, etc.)

Coordinates human resources integration activities

Tracks, analyses, and utilises appropriate workforce data from HRIS and other sources to make fact-based organisation and people decisions

Talent Acquisition

Partners with leadership to confirm organisation needs, job requirements, and reviews and approves internal/external job postings

Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal/external recruiting resources

Monitors progress of the employment process including tracking and filling open positions, developing and implementing recruitment strategies, and making hiring recommendations in line with overall staffing plans

Plays a critical role in talent assessment to ensure we hire the best talent for the job and high potentials for the future.

Assists in onboarding key talent to ensure new hires become productive quickly

Performance Management & Talent Development

Provides input and implements core processes to improve employee performance and build organisation capabilities

Facilitates performance assessment & calibration and individual development planning processes; ensures appropriate documentation and follow-up

Coaches people-managers at various levels to be effective leaders and team members

Ensures appropriate succession plans are in place for key positions and talent

May develop and/or deliver leadership or employee training through the L&D team

Creating meaningful coaching plans for the senior leadership team

Total Rewards

Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to client groups & governance as required

Provides consultation to client groups and assists in administering the compensation and benefits changes associated with personnel transactions including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence; ensures compliance with current practices

Industrial Relations

Acts as the company representative for the associated Union

Provides the manufacturing facility with a partnership model with the unions

Develops and maintains good working relationships (informal and formal) with the recognised union and serve as the lead on negotiations

Manages and coordinates the grievance process

The Person:

Degree educated or equivalent

Relevant experience in Human Resources Leadership role in a manufacturing or logistics environment required

Experience working for a large organisation is essential, minimum previous responsibility of 600+ headcount

Food manufacturing industry or non-durable consumer products background, preferred

Direct people-management experience required

Must be able establish credible, “consultancy-based” relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions

Ability to effectively connect with employees at all levels and across functions accurately reading different cultures/work styles and adapting his/her approach to maximise impact

Excellent oral and written communication skills are essential

Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions

Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information

Ability to develop and present compelling people-related business cases and recommendations

Ability to integrate data from interviews, reports, and other data sources to make appropriate employment and other decisions

Excellent organisational and project management skills

Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems

Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate multiple priorities

Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness

Broad perspective from working in various industries, functions, or business situations

Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities

Effective coaching, negotiation, conflict-management, and mediation skills

Excellent judge of talent and character

Takes calculated risks

Proactively identifies, initiates, and drives necessary business-change within or across functions

Ability to balance the need to think strategically and act with urgency to “get things done”


Recognises different organisation cultures and the need to “seek first to understand” before making changes

To apply for this influential role please email your CV

Employment Type Permanent

Advertiser Type Agency