Standalone HR Manager; Maternity Cover

Role Overview

We are currently seeking a part‑time, standalone HR Manager position to provide comprehensive HR support across the business during a period of maternity cover (12‑month period).

A key priority of the role will be developing management capability by providing practical guidance, coaching, and training to managers on employee relations matters and people management best practice. The successful candidate will support managers in handling disciplinary, grievance, performance, absence, capability, and wellbeing matters confidently, consistently, and in line with company policy and employment legislation.

The role will act as the primary HR contact for all employee relations issues, ensuring timely and pragmatic resolution of cases whilst minimising organisational risk. Alongside employee relations support, the postholder will be responsible for maintaining HR compliance, managing the employee lifecycle, supporting recruitment activities, and ensuring effective HR processes and documentation are in place.

The role requires an experienced HR professional who is comfortable working autonomously, building strong relationships with stakeholders, and influencing managers to develop strong people management practices across the business.

• Coach, mentor and develop managers to build confidence and capability in managing people‑related issues.
• Deliver training and guidance on HR policies, employment law and best practice people management.
• Partner with managers to proactively identify people‑related risks and opportunities within their teams.

• Act as the lead advisor on all employee relations matters across the business.
• Promote a proactive approach to employee relations, focusing on early intervention, consistency, employee wellbeing and risk mitigation.
• Support and guide managers through disciplinary, capability, absence management, performance, probation, flexible working and wellbeing cases.
• Ensure compliance with employment legislation and company policies.

• Manage end‑to‑end recruitment processes to attract and retain high‑quality talent.
• Support managers with workforce planning and recruitment activities.
• Co‑ordinate onboarding and induction processes to ensure a positive employee experience and effective integration into the business.
• Ensure all right‑to‑work and pre‑employment checks are completed.

• Manage day‑to‑day HR operations and the effective delivery of full employee lifecycle, including onboarding, training, contractual changes, and off‑boarding.
• Maintain accurate and confidential HR records, systems, policies, and documentation in line with legislative and organisational requirements.
• Produce monthly HR and absence dashboards, providing meaningful insights to support business decision‑making.
• Co‑ordinate monthly payroll information, ensuring all employee changes, absences and salary adjustments are communicated within required timelines.
• Manage and actively promote employee benefits programmes, ensuring employees understand and maximise available benefits.
• Oversee annual leave, sickness absence, family leave, and other employee leave processes, ensuring compliance and accurate record keeping.
• Coordinate, produce, and distribute the quarterly company newsletter.

• Maintain, review, and develop HR policies, procedures, and supporting documentation.
• Monitor legislative developments and ensure ongoing compliance with employment law and regulatory requirements.
• Contribute to ISO management systems and compliance activities.
• Ensure timely completion of ECNI Annual Return and other statutory reporting requirements.

• CIPD qualified or relevant experience.
• Proven experience in a standalone HR role or senior generalist HR role with broad responsibility.
• Strong employee relations experience, including managing disciplinary, grievance, performance, absence, and capability cases independently.
• Up‑to‑date knowledge of UK employment law and HR best practice.
• Experience advising, influencing and supporting managers at all levels.
• Experience managing the full employee lifecycle.
• Ability to work autonomously, prioritise workload, and manage competing demands in a fast‑paced environment.
• Strong communication and stakeholder management skills.

• Experience producing HR metrics, reports, and management information.
• Up‑to‑date knowledge of ROI employment law.
• Experience working within the telecoms or tech sector.