Senior HR Manager

ICDS Group; Munster; On-site; EUR 70,000 - 90,000; Full time

Job summary

ICDS Group is seeking a Senior HR Manager for a large, unionised site in County Tipperary, Ireland. The role reports to the Operational Lead and partners with site management to drive HR strategy across recruitment, training, employee relations and safety oversight.

The successful candidate will manage HR operations for 400+ staff, support two satellite locations, and lead a small HR unit within a day shift framework.

Qualifications

• At least 5+ years in HR with minimum 3 years at management level.

Responsibilities

• Manage headcount and payroll/HR processes across the site and satellite locations.
• Lead recruitment efforts to meet operational requirements.
• Coach and mentor management and staff on people practices.

Skills

HR management

People coaching

Leadership experience

Job description

Job Description

Senior HR Manager- County Tipperary. Working within the group HR team structure this role will have a strong line to the operational partners and will work as a senior member of the site operational team, with reporting lines to the Operational Lead. As a Senior HR Manager you will have responsibility for over 400 people in a unionised environment, working a single shift, daytime operation (Mon Fri ). Managing all areas of the HR agenda including recruitment, training, employee relations and engagement with oversight of the health and safety function. The role will also provide HR support to two satellite locations. Working as part of the site management team and managing the HR support team.

Main Responsibilities and accountabilities

• 1. Management of headcount for site or locations. Daily headcount reporting and analysis. Control the attendance management policy. Management of the TMS system to ensure it accurately reflects current headcount.
• 2. Manage the recruitment process to ensure the correct numbers of employees are in place to serve operational requirements.
• 3. Manage local recruitment initiatives and refer a friend programmes. Liaise with agency partners to fulfil requirements, manage the cost of recruitment. Manage the permit application and renewal process
• 4. Manage the processes to ensure all employees are correctly set up and registered and on payroll and TMS. Complete PPS and other required registration processes.
• 5. Manage the induction process and policy. Ensure initial inductions for all employees are completed. Coordinate with Safety, Quality, Training and Operations to deliver a quality introduction to the organisation and their role
• 6. Manage the housing distribution and allocation. Review and analysis. Support the acquiring of new properties.
• 7. Support managers with their employee engagements. Coach, guide and train in correct people practices.
• 8. Support and review disciplinary and grievance processes to ensure standards are maintained and managers understand the process and deliver professionally. Ensure paperwork is recorded. Act as the specialist to provide advice and guidance. Ensure consistency of approach across departments and sites so as to ensure employees are treated fairly.
• 9. Support managers in carrying out reviews both probationary and developmental. Manage the tracking and notification process. Ensure that PDPs are carried out for all levels of the business down to levels required by Group policy
• 10. Support group communication activities, manage local communication including noticeboards, messaging and emails communications.
• 11. Monitor training activities and support the deployment of good training practices. Follow up on all training identified for all levels. Challenge and agree with the line managers the required training. Advise on appropriate, cost effective training interventions. Work with external organisations to obtain grant aid for training where appropriate. Manage the training budget for the site/client group and applications/ business cases for group training support. Ensure identified training for factory colleagues (e.g. language classes) is implemented effectively.
• 12. Provide people related reporting on a weekly and monthly basis, including starters, leavers, lost time, sick pay etc.
• 13. Collate and co-ordinate all employee relayed issues on site/ within client group. Review and feedback. Advise actions to improve and stop recurrence.
• 14. With the site team to review working hours, overtime and other people related metrics to ensure alignment to legislation and a fair distribution of hours. Highlight issues and act to solve.
• 15. Maintain an up to date knowledge on legislative changes. Communicate and train your client group. Input into policy development to ensure site needs are addressed. Where necessary liaise with 3rd party bodies on matters arising.
• 16. Ensure that all employee records at plant level are in place and properly maintained including Personnel Files and Training Databases.
• 17. Ensure that correct salary levels are set and maintained across the business for Management, Crafts, Production, Admin, Quality etc. Ensure the correct criteria for grading of jobs is implemented at Floor level. Input into grading and pay policy and practice.
• 18. Ensure that all statutory legislation is implemented across the sites as appropriate. Also ensure that all employment legislation is implemented fairly at plant level to avoid claims from employees under Equality, Payment of wages, Unfair Dismissal etc.
• 19. Build effective relationships with all the Trade Union Shop Stewards to ensure good communication at all times with employees and employee representatives.
• 20. Support and advise Plant Management on a daily basis on all employee related issues to include Attendance Management.
• 21. Report and advise of any impending issues identified across the various sites that could affect the business. Manage employee engagement and culture in line with organisation core values.
• 22. Work with Plant Management/Safety Co Coordinator and Group Risk Manager to follow up on all safety related issues and claims. Ensure relevant documentation is in place and recorded. Work with Safety Task Force to minimise loss and the LEAN team on continuous improvement activities.
• 23. Participate in HR group activities and team meetings. Ensure group policies are implemented at site level. Highlight deviations and develop actions plans to align (where appropriate).
• 24. Practically support change management programmes initiated to achieve strategic objectives.
• 25. Projects and initiatives to support business activities and people development.

Interested applicants should have

• At least 5 + years experience of working in HR with a minimum of 3 years' management level experience.
• Experience of working in a labour intensive single site environment, working with entry level and skilled colleagues.
• Manufacturing, retail or similar experience within a unionised environment.
• Hands-on role working closely with managers and supervisors, using experience and knowledge to coach and mentor the team.
• Experience of a busy operational environment where people are core to the business operation.
• This is an on-site role.
• Skills: hr manager human resources union TPBN1_IJ