Job Description
About the job
n
n
Human Resources Director
n
Oldham – Fully Onsite (flexible start and finish times)
n
£80,000 – £100,000 + Bonus
n
Permanent
n
n
JGA are delighted to be partnering with a leading and growing manufacturing business located in Oldham.
n
n
The client is looking for an HR Director who can come in, stabilise the HR function, reset the leadership structure, and then build a more accountable, scalable people infrastructure around the business.
n
n
KEY RESPONSIBILITIES
n
Strategic HR Leadership
n
• Develop and implement the organisation’s people strategy
n
• Align HR strategy with business growth, operational performance and commercial objectives
n
• Provide strategic HR advice to the Managing Director, Board and Senior Leadership Team
n
• Act as the senior voice on workforce risk, organisational capability and people strategy
n
• Review existing HR strategy, policies, frameworks and processes
n
• Complete a full HR resourcing review and establish the appropriate HR structure and capability
n
• Ensure the HR function has the right balance of strategic and operational resource
n
• Establish effective Board-level HR reporting and governance
n
Employment Compliance & Risk
n
• Take overall responsibility for employment compliance across the organisation
n
• Complete a full HR compliance audit within the first 90 days
n
• Review employment contracts, right-to-work, working time, pay, pensions and employee records
n
• Ensure HR policies and procedures are legally robust and consistently applied
n
• Establish and maintain a formal HR risk register
n
• Provide regular compliance and risk reporting to the Board
n
• Provide senior oversight of employee relations, disciplinary, grievance, absence and performance matters
n
• Act as the escalation point for complex employee relations cases and employment disputes
n
• Work with external employment lawyers where required
n
• Ensure appropriate processes are followed during restructures and organisational change
n
Leadership & Organisational Transformation
n
• Lead a structured review of the Senior Leadership Team
n
• Assess leadership capability against business requirements, competency expectations and performance standards
n
• Identify leadership capability gaps and make evidence-based recommendations
n
• Lead recruitment of new senior leaders where required
n
• Design the future leadership structure alongside the Managing Director and Board
n
• Develop robust role specifications for every Senior Leadership Team position
n
• Establish clear responsibilities and accountabilities for each leadership role
n
• Create a 12-month roadmap for every SLT position
n
• Introduce clear decision-making rights across the leadership team
n
• Establish a RACI and escalation framework
n
• Ensure operational decisions are made at the appropriate management level
n
• Reduce unnecessary escalation to the Managing Director
n
• Support new and existing leaders through onboarding, coaching and development
n
• Track and report progress against the reduction in operational workload reaching the Managing Director
n
Talent, Performance & Capability
n
• Develop and implement a Group-wide recruitment framework
n
• Introduce consistent recruitment and selection processes
n
• Establish structured onboarding and induction
n
• Implement probation and appraisal frameworks
n
• Create clear performance expectations across the organisation
n
• Establish consistent performance management processes
n
• Develop competency frameworks across operational, technical, supervisory and management roles
n
• Develop career development frameworks where appropriate
n
• Identify and develop high-potential employees
n
• Establish succession plans for business-critical and leadership positions
n
• Build a culture of accountability, performance and continuous development
n
Employee Engagement, Culture & Morale
n
• Take ownership of employee engagement and morale as a Board-level priority
n
• Establish a clear baseline for employee engagement
n
• Introduce regular pulse surveys and full engagement surveys
n
• Establish employee listening groups and shop-floor feedback mechanisms
n
• Identify the key causes of low morale, disengagement and turnover
n
• Develop measurable action plans to address engagement issues
n
• Create transparent two-way communication between leadership and employees
n
• Introduce “you said, we did” initiatives
n
• Build stronger relationships between leadership, managers, supervisors and employees
n
• Create greater cohesion across departments, sites and shifts
n
• Introduce recognition initiatives and employee reward programmes
n
• Develop team-building and social activities
n
• Introduce milestone, achievement and long-service recognition
n
• Establish clear organisational values and expected leadership behaviours
n
• Embed values and behaviours throughout the organisation
n
• Coach managers and supervisors on people leadership and employee engagement
n
• Ensure responsibility for morale and engagement sits across the leadership team, not solely with HR
n
• Report engagement, morale, retention and workforce KPIs to the Board
n
Reward & HR Operations
n
• Develop and oversee reward and benefits strategy
n
• Conduct regular salary and market benchmarking
n
• Ensure internal pay equity and market competitiveness
n
• Review and improve reward structures
n
• Oversee HR systems, HR data and workforce reporting
n
• Improve HR data integrity and reporting capabilities
n
• Assess and implement HRIS improvements where appropriate
n
• Manage the HR budget
n
• Ensure HR resource remains appropriate as the organisation grows
n
• Develop a scalable HR operating model
n
Health & Safety Partnership
n
• Work closely with the Health & Safety function
n
• Ensure workforce-related H&S obligations are appropriately managed
n
• Maintain accurate training and competency records
n
• Support workforce compliance relating to relevant H&S requirements
n
• Ensure competency requirements are incorporated into recruitment, induction, training and performance management
n
• Ensure HR and Health & Safety processes work effectively together
n
n
Experience required:
n
- n
- Proven track record of building, developing and shaping HR functions from the ground up
- Experience establishing HR strategy, processes, policies and infrastructure
- Ability to develop a scalable HR function aligned to business growth
- Strong experience balancing strategic HR leadership with hands-on operational delivery
- Experience working within a Manufacturing environment
n
n
n
n
n
…