We have a great Human Resources Manager client for our client, innovating in clinical trial technology.

They are at a critical stage in their growth, moving from start up to scale up. They have grown from 35-50 employees during 2022 and grown 75% in YOY sales and revenues. They are forecasting another strong year of growth in 2023 and expects to be hiring an additional 10-15 resources into the business.

Currently HR management and administration is split between various leadership and line management roles, and they recognise that in order to recruit and retain the best talent that a dedicated, experience HR manager will need to be in place to support the forecast growth and to make them a great place to work.

This role will commence in a standalone capacity where you will be given the freedom to review the existing structure, with a view to optimising this in any areas that can increase employee performance, manage business risk and assist with efficiencies and decisive HR activity. As they continues to scale, the HR manager will be expected to make recommendations for any additional hires in the HR function in order to maintain sufficient HR coverage for all employees and the business as whole.

The role will report directly to the CEO, but will also liaise closely with CFO, COO and CTPO roles who will be the key hiring managers during 2023 and beyond. You will need to get to their Cambridge office or other locations for meetings, but working from home / hybrid working is available. 

Duties may include (but are unlikely to be limited to):

• Review and assess existing HR framework and systems
• Advise on existing HR strategies and policies
• Develop existing or apply new HR policies as you deem relevant
• Be responsible for the oversight & management of all HR matters within the group
• Regular ongoing reviews of HR policies and principles
• Assist Senior Management & Leadership via HR guidance and training
• Guide the CEO and COO on HR strategy
• Assist with the management of staff recruitment and staff onboarding
• Liaise with preferred external recruitment partners to deliver required talent effectively
• Assist with the development of role profiles and job descriptions
• Undertake important employment background checks and references for new members of staff
• Oversight of staff leavers process and interviews
• Manage talent development plans and oversee appraisal calendars
• Administrate all internal appraisal and performance documentation
• Ownership of HR files
• Create a culture of diversity & inclusivity through recruitment & retention
• Support the cultural shift from professional services company to SaaS technology company
• Identify and implement staff training plans where required
• Take responsibility for pay review, promotions and statutory entitlements
• Own & track the company holiday allowance and track allocation
• Own the company sickness and absence log and manage in line with HR policy
• Advise on employee related matters, such as employment law and ACAS
• Be alert to changes in employment law or requirements
• Oversee the company disciplinary and grievance policies
• Regularly review and advise on employment contracts and staff handbook
• Develop a framework of recommendations for employee benefits
• Identify and liaise with benefits providers to implement benefits options for employees
• Support CFO in cost management of employee benefits providers
• Maintain and update company benefits package
• Bonus calculations and reporting
• Conduct or oversee health and safety assessments for TRI office facilities and employee home office facilities

The working environment is both fast paced and dynamic, though this is largely driven by the sector they are in and their high net worth client needs. The business is very proactive in its approach and addresses challenges with a can do attitude. Departments work extremely collaboratively, so the culture described transcends divisions, which is key to harmonic success. HR will play a key role in this area, so the ideal individual will be commercially minded and ready to drive this forward, in an environment that lacks the usual red tape and bureaucracy associated with larger, more cumbersome organisations.

Our client is also willing to consider a range of experience for this role. This may include long term HR Managers with high CIPD qualifications but will also include individuals who may have some HR leadership under their belt, and that are currently sitting their CIPD exams. The right person is the most critical aspect of this appointment.

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