Reports to: COO Role Summary: The HR Partner is responsible for overseeing the entire HR function, developing and implementing HR strategies, ensuring compliance with employment laws and regulations. This role involves strategic planning, decision-making, line management responsibilities and maintaining a productive and efficient work environment. Key Responsibilities: 1. Strategic HR Planning: • Develop and implement HR strategies aligned with the company’s business objectives – e.g. recruitment, retention, training and development strategies, performance management improvements etc. • Identify HR priorities and create a roadmap for HR initiatives. 2. Recruitment and Talent Management: • Oversee the recruitment process, including job postings, interviewing, and selection. • Develop strategies for talent acquisition and retention. • Create and manage onboarding programs. 3. Performance Management: • Implement and manage performance appraisal systems. • Provide guidance on career development and training programs. • Manage addressing performance issues and developing improvement plans. • Manage Staff Absences: Oversee and analyse staff absence patterns, ensuring that absence management policies are adhered to and that any issues are addressed promptly. 4. Employee Relations: • Serve as a primary point of contact for employee concerns and conflicts. • Develop and implement policies that promote a positive work environment. • Design and manage staff welfare activities / get-togethers • Conduct exit interviews and create and analyse turnover data, delivering briefs as requested. 5. Compliance and Legal: • Ensure compliance with employment legislation and regulations. • Review, maintain and update the employee handbook, ensuring that it accurately cross-references with company policy documents and contracts, as well as current legislation. • Manage workplace investigations and disciplinary actions. • Deliver extensive support to ISO certifications and audits. 6. Compensation and Benefits: • Design and manage compensation structures and benefits programs. • Design and manage employee welfare programs to enhance job satisfaction and well-being. 7. HR Metrics and Reporting: • Track and analyse HR metrics (e.g., turnover rates, employee satisfaction, absences etc). • Prepare HR reports for senior management, as requested. 8. Supervision and Mentoring: • Line Management responsibility for staff within the HR department. • HR mentoring and advisory lead. 9. Office Management: Office Provider Coordination: • Serve as the primary point of contact for the office provider. • Ensure all services provided by the office provider meet the company’s needs and standards. Space Planning and Allocation: • Plan and allocate office space to optimise productivity and accommodate new hires. • Coordinate any office moves or reconfigurations with the office provider. Health and Safety: • Ensure compliance with health and safety regulations. • Conduct regular safety inspections and address any issues promptly. Personal Qualities & Attributes: • Leadership: Strong ability to lead, mentor, and inspire a team. • Integrity: Upholds high ethical standards and maintains confidentiality. • Empathy: Understands and responds to the needs and concerns of employees with compassion. • Adaptability: Thrives in a dynamic environment and handles change effectively. • Proactive: Anticipates issues and takes the initiative to solve problems before they arise. • Resilience: Able to remain calm and focused under pressure. • Attention to Detail: Meticulous in managing HR processes and ensuring accuracy. • Patience and Pragmatism: Demonstrates patience in handling complex issues and approaches situations with a practical, solution-oriented mindset. Core Competencies: • Strategic Thinking: Ability to develop and implement HR strategies that align with business goals. • Communication: Excellent verbal and written communication skills, able to articulate ideas clearly and persuasively. • Problem-Solving: Strong analytical skills to identify issues and develop practical solutions. • Employee Relations: Expertise in managing employee relations and fostering a positive workplace culture. • Conflict Management: Skilled in resolving conflicts in a fair, respectful, and constructive manner. • HR Knowledge: Deep understanding of HR practices, employment law, and regulations. • Project Management: Capable of managing multiple HR projects simultaneously and delivering results on time. • Office Management: Competence in overseeing office operations and maintaining a productive work environment. • Decision-Making: Ability to make informed and timely decisions in the best interests of the company and its employees. • Microsoft Office Proficiency: Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) for effective documentation, analysis, and communication. • Ability to Prioritise and Work Under Pressure: Demonstrates strong organisational skills and the ability to manage multiple tasks and deadlines in a fast-paced environment. • Coaching Ability: Skilled in coaching and developing employees at all levels, fostering growth and improving performance. Qualifications: Minimum CIPD Level 5 or equivalent. Location : London Area, United Kingdom