HR Manager

Cumming Europe Limited (CEL); Greater London; On-site; GBP 60,000 - 85,000; Full time

Job summary

Cumming Group is seeking an experienced HR Manager to partner with senior leadership across the Greater London region. You will manage HR operations, policy updates, and employee relations while supporting payroll, benefits and workforce reporting.

Experience with Workday and CIPD qualifications are essential. You will drive continuous improvement in HR processes, coordinate annual pay reviews, and lead projects within budgets.

Qualifications

• Degree education required, ideally in a relevant field.
• 5+ years experience at HR Manager level CIPD / other equivalent qualifications are essential.
• Previous experience with Workday is essential.

Responsibilities

• Answer employee queries about HR issues and provide guidance to Directors and management.
• Assist Senior HR Director with project work and policy updates.
• Record absence, sickness and attendance; manage performance, disciplinary and grievance matters.
• Coordinate with payroll on starters/leavers, pay awards, and benefits; support Health & Wellbeing initiatives.
• Update HR documentation and contribute to HR system improvements; maintain records in Workday.
• Support recruitment, onboarding, appraisals, succession planning and training programs.

Skills

Attention to detail

Confidentiality

Leadership

Stakeholder management

Communication skills

Problem solving

High-pressure environment

Independent working

Team collaboration

Change management

Education

Degree in HR or related field

CIPD qualification or equivalent

Tools

Workday

Job description

Essential Duties & Responsibilities

General: Day to day - answer any employee queries about people or HR-related issues and help to resolve issues internally. Confidently provide guidance and support to the Directors and the wider Management Team. Assist the Senior HR Director in any project work, enabling you to build your own knowledge, skills and experience. Record absence and sickness, collecting 'return to work' forms in a timely manner and addressing any issues in regard to attendance. Handling performance, disciplinary and grievance matters. Review, revise, and update company policies and HR documentation ensuring conformity to legislation. Work alongside the payroll department by providing them with relevant information such as starters/leavers, pay awards, overtime, holiday purchasing, benefits and claw backs. Play a key part of the Health & Wellbeing Group and People Working Group, supporting initiatives that will improve the wider business. Thinking out of the box and taking a proactive approach to continuous improvement to HR systems, processes and documentation. Bring ideas to the table and then execute those ideas. Keep up to date on changes to employment law and best practice. Providing a listening ear to staff when they need to work through problems or offload issues and liaising with Directors on any concerns around an employee’s welfare. Attend meetings to update on HR topics where required. Arrange LOS awards for staff. Update HR related documentation as and when required - i.e. staff budget spreadsheet and organisational charts. Produce reports when required for Senior HR Directors and wider management team. (PTO, absence/sickness, FTE etc.). Co-ordinate staff exit interviews and provide feedback to management. Support in achieving and maintaining IIP status. Liaise with Senior Management regarding the annual pay reviews and bonuses, working within a given budget. Produce and issue letters. Attend and present HR Updates at monthly Business Review Meetings. Line manage the HR Administrator / Senior HR Administrator to ensure productivity and efficient working processes.

Workday: Manage and maintain personnel records within Workday to ensure updated and accurate information is held. Employee benefits enrolment via Workday on successful completion of probation. Ensuring any changes to benefits of current employees are accurately recorded and updated in Workday. Adding and terminating employees in Workday in a timely manner to ensure accuracy in Payroll. Manage employee annual leave and sickness in Workday. Pro-actively looking for improvements in processes regarding Workday. Liaising with the HRIS team to implement. Ensure that promotions and pay reviews are updated accordingly in Workday in a timely manner.

Recruitment & Onboarding: Support the recruitment team in ensuring offer letters and supporting documents are sent out accurately and in a timely manner. Ensure all new starters are issued with contracts of employment in a timely manner. Attend resource meetings to ensure accurate minutes are taken and distributed.

Training: Manage the annual Appraisal process, ensuring that Appraisal documents are sent out on time and tracking the return. Managing succession planning in line with the outcome of Appraisals. Manage the apprentice, graduate and associate/director schemes. Liaise with the HR Administrator in regard to business training needs and budget.

Knowledge & Skills Required

• A commitment to the company’s mission and values.
• Thorough attention to detail.
• Pro-actively taking a lead in project work and new initiatives.
• A drive to continually learn.
• Acting with confidentiality, integrity & discretion at all times.
• Personable, approachable and adaptable.
• Ability to function in a high-pressured environment working to deadlines.
• Comfortable working with minimal supervision and decision making.
• Ability to build and manage professional relationships with a variety of personality types including senior leadership and fellow colleagues.
• The ability to negotiate, influence and deliver results.
• Confidence in your own ability and ownership of the role, with a quite determination to succeed.

Preferred Education and Experience

• Degree education required, ideally in a relevant field.
• 5+ years experience at HR Manager level CIPD / other equivalent qualifications are essential.
• Previous experience with Workday is essential.
• Proven experience in a HR role.
• Strong oral and written communication skills.
• Strong interpersonal and team building skills.
• Strong organisational skills with the ability to prioritise workload and multitask to meet conflicting deadlines.
• Detail-oriented with a focus on accuracy in data management and record keeping.
• A good understanding of employment law and a keen interest in keeping up to date with new legislation.
• A strong work ethic including initiative and commitment to follow through to completion on all tasks.

Cumming Group is committed to creating a diverse workplace and is proud to be an equal opportunity employer. All job applicants will receive equal treatment without regard to age, sex, disability, sexual orientation, "race" (includes nationality, national / ethnic origin, colour), marriage & civil partnership, pregnancy & maternity, gender assignment, religion and belief.

Note for Recruitment Agencies: We prefer to hire directly, and we will be in touch with our PSL Agencies if this role is eligible for release.

At Cumming Group, we are passionate about helping our clients execute large-scale, complex projects on-time and within budget. Our project and cost-management services are specifically tailored to each client’s needs and add meaningful value at every step of a project’s development. Drawing on deep expertise in the communities and sectors we serve, we anticipate and solve problems, deliver solutions, and drive results. Since opening our doors in 1996, Cumming Group has grown to 50+ offices globally and is now home to more than 3,000+ team members – including many of the brightest minds in the industry.

Cumming Group is committed to providing Equal Employment Opportunities through its personnel policies and practices. It is Cumming Group’s policy to recruit, hire, train and promote Team Members and applicants for employment without regard to age, sex, race (including colour, nationality, ethnicity or national origin), religion or belief, gender reassignment, sexual orientation, disability, being married or in a civil partnership, being pregnant or on maternity leave or any other protected characteristic under UK and European law. All such decisions are based on (1) individual merit, qualifications, and competence as they relate to the particular position, and (2) promotion of the principle of equal employment opportunity.