Assistant Group HR Manager

The Assistant Group HR Manager will play a pivotal role in supporting the development and implementation of HR strategies aligned with the organization’s goals.

JOB SUMMARY:

The Assistant Group HR Manager will play a pivotal role in supporting the development and implementation of HR strategies aligned with the organization’s goals. This position will be responsible for overseeing the industrial relations and employee relations portfolio and leading on the HR metrics and reporting, talent acquisition and training initiatives, employee engagement, performance management and compensation and benefits. The Assistant Group HR Manager will also support the organizational development, and cultural initiatives while ensuring compliance with policies and procedures. This role involves hands-on collaboration with department leaders and union branches (local and executive) to foster an engaged, high-performing workforce.

KEY RESPONSIBILITIES:

HR Strategy Implementation 

• Support the Group HR Manager in implementing HR strategies that align with the overall business objectives.
• Provide data-driven insights and recommendations to inform strategic HR decisions.
• Monitor and report on HR trends and best practices to enhance the HR functions.

HR Metrics and Reporting:

• Lead the development and maintenance of HR and IR dashboards and reports to track key HR metrics.
• Analyze HR data to identify trends, risks, and opportunities for improvement.
• Ensure accurate and timely reporting to senior management on HR performance.

Employee Relations and Industrial Relations:

• Support the Group HR Manager in managing employee relations issues, including conflict resolution, disciplinary investigations, tribunals and other action.
• Assist in maintaining positive relationships with RMU and managing industrial relations matters, internal and external.
• Lead the coordination of collective bargaining negotiations, including drafting proposals and reviewing counterproposals during negotiation meetings.

Talent Acquisition and Recruitment:

• Lead on the recruitment and selection process for senior staff, ensuring a seamless candidate experience.
• Collaborate with department heads to understand staffing needs and develop job descriptions, devising organizational plans aligned with strategy.
• Oversee onboarding programs to integrate senior staff into the company effectively.

Training and Development:

• Lead the design and implementation of training programs actoss the group to enhance employee skills and competencies.
• Oversee the development and management of leadership development and succession planning programs.
• Evaluate the effectiveness of training programs and make recommendations for improvement.

Performance Management:

• Lead the development and execution of performance management processes, including performance and incentive reviews and development plans.
• Provide coaching and support to managers on performance-related issues.
• Monitor the completion and effectiveness of groupwide KPIs and performance appraisals.

Compensation and Benefits:

• Manage and oversee the administration of compensation and benefits for senior staff.
• Lead initiatives related to senior staff compensation, including annual salary reviews, payroll assessments, and leave management.
• Supervise the administration of group benefit programs, ensuring they remain competitive and compliant with regulations.

Organizational Development and Culture:

• Support initiatives aimed at enhancing organizational culture and employee engagement.
• Lead the implementation of programs that promote a positive and inclusive workplace environment.
• Recommend and execute input on organizational design and structure to optimize efficiency and collaboration.

Employee Engagement:

• Lead employee engagement initiatives, including surveys, focus groups, and recognition programs.
• Analyze employee engagement data and develop action plans to address areas of concern.
• Promote open communication and feedback channels across the organization.

Communication:

• Oversee the implementation of the Company's communication plan
• Lead Non crisis meetings with Local Branch of Union
• Lead Townhall meetings with Plant Management Team

Policy and Procedure Review:

• Oversee the development, review, and implementation of HR policies and procedures.
• Ensure that policies and procedures are up-to-date, compliant with legal requirements, and aligned with best practices.
• Communicate policy changes to employees and ensure understanding and adherence.

Other:

• Assist in monthly/annual stock taking as needed
• Develop, implement, and continuously update policies and procedures to ensure compliance with industry standards, regulatory requirements, and company objectives.
• Comply with all EIGL Policies
• Any other duties as required

QUALIFICATIONS & EXPERIENCE:

• Bachelor's degree in Human Resources, Business Administration, or a related field
• Masters in HR
• Industrial Relations Certification is required
• Minimum 5 - 7 years of experience in HR, with a focus on industrial relations, employee relations, performance management and organizational design.
• Minimum 5 years HR experience in a unionized environment 
• At least 5 years Supervisory experience 
• Minimum 5 years Collective Bargaining experience 
• Strong understanding of HR metrics and reporting
• Excellent supervisory, communication, and interpersonal skills
• Strong problem-solving and decision-making abilities
• Ability to manage multiple priorities and work effectively under pressure