RETAIL HR MANAGER / Human Resources Manager

www.findapprenticeship.service.gov.uk - Jobboard; Watford; On-site; GBP 40,000 - 55,000; Full time

Job summary

A nonprofit organization based in Watford is seeking a Retail HR Manager to lead HR functions, oversee recruitment, and manage employee relations. The ideal candidate will have a strong HR background, ideally CIPD qualified, and proven experience in a retail environment. This role is vital for driving HR strategies aligned with the organization’s mission, ensuring compliance with UK employment legislation, and promoting a positive workplace culture.

Qualifications

• Proven experience in managing HR functions in a retail environment.
• Strong understanding of UK employment legislation.
• Demonstrated ability to lead and influence at a senior level.

Responsibilities

• Lead and manage the Human Resources function across the retail company.
• Oversee recruitment processes and employee relations strategies.
• Develop and implement HR policies aligned with legal standards.

Skills

Leadership

Employee Relations

Recruitment

Policy Development

Training & Development

Education

CIPD qualified

Job description

Job Title:
Retail HR Manager

Department:
Head Office

Location:
Head Office, Watford

Reporting to:
Chief Executive Officer (CEO)

Direct Reports:
• Assistant HR Manager
• HR Administrator

Job Purpose
To lead and manage the Human Resources function across the retail company, aligning HR strategies with the Charity’s mission and goals. This includes overseeing recruitment, employee relations, policy development, compliance, training, and organisational development. The role also contributes to broader strategic planning and decision-making as part of the Senior Leadership Team. You will be a key influencer of organisational culture and staff experience across all functions.

Key Responsibilities
1. Senior Management Duties
• Represent HR at Senior Leadership Team and Trustee Board meetings.
• Provide expert HR advice to the CEO, senior leaders, and Trustees.
• Produce written HR reports ahead of Trustee Board meetings.
• Participate in strategic decision-making for the Charity.
• Lead HR input into strategic projects such as organisational growth, change management and workforce planning.
• Authorise HR-related payments and supplier transactions as required.


2. Recruitment & Selection
• Lead and manage end-to-end recruitment processes to attract and retain high-calibre talent.
• Collaborate with Retail and Department Heads to identify staffing needs and develop workforce plans.
• Oversee effective candidate sourcing strategies including internal postings, job boards, shop signage, social media, recruitment agencies, and referrals.
• Promote inclusive, fair, and legally compliant recruitment practices.
• Coach managers and support staff in recruitment best practice.
• Maintain and enhance job descriptions, interview frameworks, and selection criteria.
• Monitor and report on recruitment metrics (e.g., time to hire, cost per hire, candidate quality).
• Oversee onboarding and induction processes to ensure smooth employee integration.
• Analyse turnover data to identify root causes and improve retention strategies.

3. Employee Relations
• Lead a positive, inclusive employee relations strategy across the organisation.
• Advise managers on performance, conduct, grievance, and disciplinary matters.
• Liaise with external Employment Law Advisors to ensure compliance with UK employment legislation.
• Ensure policies and procedures are legally compliant and applied consistently and fairly.
• Monitor absence trends and support effective management in collaboration with Payroll and Retail.
• Investigate complex complaints or allegations, proposing appropriate resolutions.
• Deliver training on topics such as effective management, absence procedures, and conflict resolution.
• Assess staff engagement levels and recommend initiatives to improve morale and retention.
• Promote a culture of open communication, psychological safety, and early intervention in people issues.

4. Compensation & Benefits
• Liaise with Payroll to ensure accurate and timely salary payments.
• Conduct salary benchmarking and salary reviews to ensure equity and competitiveness.
• Oversee employee benefits programmes (e.g., Employee Assistance Programme).
• Collaborate with the Finance team on annual budgeting for staffing costs.
• Monitor National Minimum Wage compliance and oversee salary surveys.

5. Policy Development
• Lead the development, review, and implementation of HR policies aligned with legal standards and organisational values.
• Oversee the regular update and distribution of the Employee Handbook.
• Ensure policies reflect current legislation and best practice.
• Participate in relevant national initiatives (e.g., Disability Confident).
• Collaborate with legal advisors and senior leaders to manage policy risk.
• Deliver staff training on policy awareness (e.g., sexual harassment prevention).

6. HR Administration
• Oversee core HR operations including record keeping, documentation, onboarding, and offboarding.
• Ensure accurate processing of employment-related changes and transactions.
• Maintain GDPR compliance and confidentiality across HR systems and processes.
• Manage holiday, sickness, and leave records in coordination with Payroll and Line Managers.
• Produce regular HR reports, metrics, and dashboards for leadership.
• Support internal audits and drive continuous improvement in HR administrative processes.

7. Training & Development
• Promote a culture of learning and development.
• Design and deliver learning and development initiatives aligned with organisational goals.
• Conduct training needs analyses to identify skill gaps and opportunities.
• Work with department heads to develop role-specific and leadership training programmes.
• Oversee consistent and engaging onboarding and induction programmes.
• Evaluate training outcomes and promote a culture of continuous development.

8. Health, Safety & Wellbeing
• Work closely with the Health & Safety Officer to ensure compliance with legislation and internal procedures.
• Champion employee wellbeing initiatives including mental health and homeworking risk assessments.
• Support the appointment and training of Mental Health First Aiders.

Desirable
Ideally CIPD qualified.
Ability to lead teams and build strong relationships across the charity.
Good level of understanding of the charity sector and its key drivers and motivators.