HR Manager- TUPE

HR MANAGER

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INTRODUCTION

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Our client is currently involved in a merger process with the intention that they are the employing entity (New business).

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As there will be new personnel being employed by the new business along with the current personnel this will involve a TUPE transfer.

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SCOPE OF WORK

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There are considered three scopes of work.

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1.Setting up company as an employing entity

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2.Set up Managed HR Service (payroll, pension etc)

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3.Generalist HR Manager support

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1. Setting up company as an employing entity

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The following are considered the deliverables for this scope of work

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Research with proposals/recommendations to the Management Team:

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Present to management team the roadmap of actions and deliverables to set up an employing entity – noting all the actions below and incorporating into a roadmap

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Complete a Market salary and benefit/rate review of the positions in the new business

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Obtain details of terms and conditions and benefits from current employing companies

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Propose Compensation & Benefit strategy (bonus, pay market rates, job evaluation, level of benefits) considering the employees transferring from current employing companies and new starts

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Propose a strategy of how to be attractive as an employer (marketing/Compensation & Benefit strategy)

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Propose terms and conditions (i.e. annual leave, maternity/paternity) (refer to current employing companies)

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Propose alternative strategy instead of providing shares (Share Save and SIP)

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Working with IT software, propose requirements of a HRIT system to automate employee/manager interactions (i.e. booking of leave, claiming expenses, claiming non-recurring payments if applicable etc) as well as encouraging employee self-service

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Present to management team the proposals (including all costs) as well as recommended benefit providers and payroll/HRIT systems

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Initial set-up of employing entity:

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Set up Third parties service providers; including:

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oHis Majesty's Revenue & Customs

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opayroll provider

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oemployer liability insurance

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obenefit providers

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opension scheme

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opayroll/HRIT systems

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Provide HR processes and procedures for the employing entity; including.

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oRecruitment Strategy (advertising, selection methods, succession planning etc)

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oTraining & Development (recommended CBT modules, leadership development etc)

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oOnboarding and Induction

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oAppraisal/Performance review process

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oPrinciples of working (hrs work, hybrid)

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Provide documentation applicable for employment – contract of employment, policies & procedures – provide advice on which policies are recommended.

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Establish employee well-being services/tools (occupational health service, Employee Assistance Programme etc)

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Note the above list is not exhaustive and therefore the HR Manager can make recommendations if there are further deliverables in set up of the employing entity.

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2. Generalist HR Manager support

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This scope is for the delivery of a HR service for up to 40 employees, covering all aspects of HR activities.

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Assist management team in setting the Mission, Strategy & Objectives of the new business

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Assist management team in communication and any team-building or similar activities

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Develop any policies related to the Joint Venture (not just employees – Business Ethics, Expenses etc)

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Manage the TUPE transfer or personnel to the employing entity

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Assist managers in developing job descriptions for the new business if necessary.

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Assist the management team with all communication and employee relations

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Manage any recruitment activities, career management, training and development, compensation and benefits, employee relations/management

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Manage the HR administration including processing new starts/leavers, sickness and other absence management, all employee correspondence,

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Manage/administer the contracts with the benefit providers, HRIT system, payroll, recruitment agencies etc

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Employment law advice to Managers

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Updating policies, procedures and strategies to be in-line with legislation

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Note the above list is not exhaustive and the HR Manager would be expected to provide support where required to the business and employees.

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The HR Manager will be required to work closely with the management team and therefore expected to attend the office in London on a hybrid weekly working pattern of normally 3 days in the office, 2 days at home.

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The HR Manager would be expected to work under the guidance and supervision of an HR committee represented by both businesses, and to take direction from Senior Management

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SPECIFIC CANDIDATE REQUIREMENTS:

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Educated to Degree level and/ or full CIPD membership or other professional qualification in Human Resource Management.

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Significant relevant professional HR experience with exposure to strategic decision-making.

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Significant knowledge of employment legislation and HR practices, including best practice and current HR trends.

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Strong influencing and communication skills at all levels.

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Proven experience of TUPE transfer.

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C&B experience preferred.

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HRIT system experience.

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Experience of building, inspiring and leading teams.

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