HR Manager (FTC)

Responsibilities

Management

• Support the chief people officer with day-to-day management of the wider HR team.

Recruitment

• Oversee and manage the recruitment process, ensuring CCLA’s recruitment policy and process remains up-to-date and fit for purpose.
• Ensure the delivery of an excellent recruitment service to CCLA managers, employees as well as applicants.
• Maintain strong relationships with agencies to ensure CCLA can attract and retain top talent and review CCLA’s PSL of agencies at least once every year to ensure the agencies are fit and proper and deliver value to CCLA.
• Ensure CCLA’s employment contracts are up-to-date with regulatory and employment law changes and are fit for purpose.
• Ensure CCLA’s background checking process is effective and efficient in order to minimise the risk of CCLA employing people that are not fit and proper for the role (per the FCA guidelines).

New starters / leavers

• Oversee the new joiner onboarding process to deliver a high-quality onboarding experience to new joiners and managers.
• Oversee the effective coordination of the onboarding process with other parts of the business.

Management information

• Ensure CCLA’s personnel files and HR systems (manual and electronic) are kept up-to-date and in line with internal policy as well as external regulatory requirements, including GDPR.
• Produce and oversee management information and KPI requirements for the chief people officer.
• Assist in the preparation of HR reports (i.e. Human Capital Management report, KPIs for the monthly HR report to executive directors, staff engagement survey results etc…).

Employee relations

• Support the chief people officer with employee relations issues, such as but not limited to:
  o    Manage the administration around employee relation matters.
  o    Lead and/or support disciplinary and grievances meetings.
  o    Engage with external (legal) counsel as necessary.
• Providing advice and support to employees and managers on CCLA HR policies, procedures and documentation.
• Manage the periodic review of the HR Policies and Procedures, including the CCLA Employee Handbook, to ensure these documents remain compliant with legal/regulatory changes and best practice.
• Support the chief people officer in the drafting, revision and implementation of any new HR policies and procedures in line with business needs and in accordance with legal and best practice requirements.

Learning & development

• Coordinate, develop and/or run annual HR training sessions across the business (for example, manager training, mental health training, EDI training, performance management training, etc.)
• Work with line managers to support employee training needs.
• Consider ways and deliver improvements to CCLA’s Manage Learning & Development initiatives.

Payroll

• Ensure adequate cover of payroll administration in the absence of the HR administrator.
• Work with finance and chief people officer to deliver the HR contribution to CCLA’s annual accounts.

Reward

• Support the chief people officer on the annual salary review process, bonus and pay benchmarking work.

Other

• Provide general support to the chief people officer.
• Other ad hoc duties as required.

Competencies

General

• Act with integrity at all times and retain the strictest confidentiality.
• Able to pick up existing processes and practices quickly and ensure smooth delivery of work.
• Work effectively and collaboratively with all other CCLA colleagues, customers and counterparties to nurture a positive work environment.

Knowledge

• Good understanding of UK labour laws, employment regulations, and compliance requirements and how they are translated into HR principles, policies, and practices.
• Up-to-date knowledge of promoting diversity, equity, and inclusion within the organisation.
• Fundamental knowledge of compensation structures, benefits and incentive programs, including benchmarking.
• Robust understanding how to handle employee grievances, conflicts, and disciplinary actions.
• Up-to-date knowledge of recruitment strategies, sourcing methods, interviewing techniques, and assessment tools.
• Understanding of performance management processes, goal-setting, feedback, and development plans.
• Fundamental understanding of organisational culture, change management, and employee engagement.
• Familiarity with HR metrics and using data to drive decisions.
• Awareness of workplace safety regulations, emergency protocols, and occupational health practices.
• Understanding HR software, applicant tracking systems, and data security.

Skills

• Excellent communication skills – both written and verbal.
• Able to actively listen.
• High EQ, being able to truly understand employee concerns and needs.
• Cultural awareness and sensitivity.
• Confident and able to advise employees, managers, and executives on HR matters.
• Work as part of a team, collaborating effectively with colleagues and other departments.
• Accurate with attention to detail.
• Able to multitask and prioritise work appropriately.
• Able to anticipate needs, identify trends, and stay ahead of developments and challenges.

Experience

• experience operating at a manager level
• five + years’ experience dealing with ER matters
• experience of HR processes and employment policies
• financial sector experience, specifically investment management

Preferable but not essential:

• Level 5 CIPD qualified