Opportunities for permanent roles in a range of business sectors

HR Manager

DRW Ltd is a Life Sciences company based on the Chesterford Research Park. Due to rapid business growth over the last 9 months, DRW is now seeking to appoint an experienced part-time HR Manager to support its existing business and future plans.

This is a stand-alone role that would suit a dynamic, hard-working and hands-on HR professional with wide experience. The post-holder will need to build and maintain processes and procedures to support an existing workforce of 75 employees. The post-holder will have a positive, can-do attitude and will be able to demonstrate the ability to be effective within the context of a fast- growing Life Sciences environment.

The role is for 15-20 hours per week with flexibility over when and how this is worked. FTE salary of £40-45k based on a 37.5 hour week.

Job Title: HR Manager

Reports to: CEO

Hours: 15-20 hours per week

Salary: In the region of £40-45k per annum FTE (based on a 37.5 hour week)

Benefits: Include contributory pension scheme available after 6-month probation period (8% employer contributions)

Holiday Entitlement: 25 days plus Statutory Public and Bank Holidays (calculated pro-rata for part-time role)

1. Nature of the Post

DRW is a young and fast-growing life sciences company with offices on the Chesterford Research Park and in the US. Following a period of rapid expansion over the last 9 months, it now has around 75 employees in the UK and requires the support of a UK-based HR Manager to build and maintain an effective and compliant set of HR processes and procedures to support its business plan.

The post-holder will report directly to the CEO of DRW, and will be responsible for delivering a comprehensive HR service, including advice on best practice, case-work, day-to-day HR administration, recruitment, maintaining personnel files, maintaining and implementing HR policies and the Employee Handbook, co-ordinating and supporting an appraisal process, advising managers on employment-related issues, and advising on employment law.

The post-holder will be an experienced, fully CIPD qualified HR professional with exceptional interpersonal skills and able to work effectively within a fast-moving Life Sciences company. The post-holder will need to be a confident, resourceful self-starter who is comfortable taking responsibility for building HR processes from scratch. The post-holder should have experience of working with a range of different employees from a diverse set of backgrounds at different levels within an organisation.

The post-holder will provide advice to line managers, the CEO and other senior staff members and will work closely with the Finance Manager in relation to payroll activities. This is a stand-alone role and the post-holder will be expected to carry out the full range of activities required to provide the service, including all relevant administrative duties.

Normal hours of work are negotiable but the post-holder may have to work flexibly at times to meet the requirements of the role which will fluctuate depending on what is happening in the company.

2. Duties & Requirements Recruitment

Liaising with relevant line managers on recruitment needs and ensuring all procedures are adhered to and conducted in line with DRW's procedures and best practice.
In conjunction with relevant line managers, devising a workable timeline for each recruitment process and making the necessary practical arrangements

Coordinating the advertisement of all vacancies and liaising with agencies or advertising companies
Handling all responses to recruitment campaigns
Organising and attending interviews with relevant managers

Answering queries and providing feedback to candidates where required Taking up references for all potential new employees

Making job offers and preparing and issuing contracts for new employees
Taking overall responsibility for right to work checks before appointment commences and immigration issues, including for those on the points-based immigration system, and carrying out associated administration
Conducting induction of new employees

Employee Relations, Performance and Case Work

Co-ordinating Annual Appraisals
Organising investigations, grievances, capability and disciplinary procedures as required Managing and resolving changes to terms and conditions of employment, including holding consultation meetings
Advising staff on work-related problems and liaising pro-actively with line managers to resolve issues

HR Administration and Policies

Maintaining and managing all personnel records
Updating job descriptions and contracts of employment for current staff
Maintaining an organisational chart for DRW showing reporting lines for all staff
Liaising with line managers regarding confirmation or extension of the probationary periods Informing line managers of status changes for staff in relation to fixed-term contracts and salary increases, and preparing annual salary letters
Ensuring the retention of all previous employees’ personnel records and all applications for legally required timescales
Updating the Employee Handbook with changes in legislation and any new policies agreed by DRW
In due course, involvement with the possible implementation of an HR database system

Employment Law and Best Practice

Liaising with the external HR consultants on best practice policies and procedures in accordance with current employment law and updating all line managers accordingly
Organising and attending meetings with line managers in relation to legal issues relating to: Maternity, Paternity, Shared Parental Leave, Disciplinary and Grievances, Flexible Working Hours, Retirement. Ensuring all applications, requests and other matters are accurately recorded and best practice and procedures followed

Training

Liaising with line managers about upcoming training requirements, agreeing a training budget with the Finance Manager, and ensuring that a training programme is in place for all staff at DRW to meet identified and agreed needs
Maintaining training records
Booking training courses where required

Other Duties

A willingness to undertake other reasonable and relevant duties as and when required 3. Terms & conditions

The post is a part time permanent post with a six month probationary period
The poster-holder should be fully CIPD qualified and demonstrate significant experience of a wide range of HR matters