HR Manager

HR Manager – Part-Time

3 Days per Week | Hybrid/Flexible | South Aberdeenshire
£70K – £75K DOE (Full Time Equivalent)

An exciting opportunity has arisen for an experienced HR Manager to join a growing organisation at an important stage of its development.

This is not simply a role focused on maintaining existing HR processes. The successful candidate will have the opportunity to shape, build and embed the organisation’s people infrastructure, establishing robust HR foundations while helping create a scalable, high performing people function.

Working closely with senior leadership and supporting operations across the UK and Mexico, the HR Manager will combine strategic thinking with hands on delivery. They will introduce pragmatic HR frameworks covering recruitment, onboarding, performance, talent development, employee engagement and succession planning, while also coaching and developing the existing HR Administrator.

For an experienced HR professional who enjoys creating structure, improving how organisations manage and develop their people, and seeing the tangible impact of their work, this represents an excellent opportunity.

The Role

The HR Manager will act as a trusted people partner to the leadership team, assessing current HR practices and identifying opportunities to strengthen processes, capability and organisational performance.

Key responsibilities will include:

• Reviewing existing HR practices and establishing effective policies, procedures and employee guidelines.
• Creating consistent processes across recruitment, onboarding, performance management, development and employee relations.
• Ensuring HR practices remain compliant with UK employment legislation and recognised best practice.
• Developing recruitment processes, interview frameworks and hiring standards to improve candidate attraction and selection.
• Designing and implementing a structured employee onboarding programme.
• Building and launching a practical performance management framework, including goal setting, reviews and feedback.
• Establishing talent review, succession planning and career development processes.
• Identifying development needs and creating learning and development plans aligned with business objectives.
• Supporting leadership and management capability development.
• Strengthening employee engagement, retention and organisational culture.
• Introducing engagement measurement and associated improvement initiatives.
• Developing meaningful HR metrics and reporting to provide leadership with greater insight into workforce trends.
• Supporting workforce planning, organisational design and change initiatives.

Apprenticeships

Apprenticeships will remain an important element of the organisation’s approach to developing future talent.

The HR Manager will support the continued commitment to the four year apprenticeship programmes, ensuring robust apprentice selection processes and structured training plans are in place. They will work with apprentice trainers and education providers to ensure training requirements are met and appropriate succession plans exist for apprentice trainers.

Developing the HR Function

A particularly important part of this position will be developing the organisation’s internal HR capability.

The successful candidate will mentor and coach the existing HR Administrator, building their knowledge, confidence and credibility across employee relations, recruitment, performance management, talent development and day to day HR operations.

They will establish clear responsibilities, documented processes and measurable development objectives, transferring knowledge and reducing the organisation’s reliance on external HR support over time.

The longer term objective is to support the HR Administrator's progression towards an HR Manager position, making this an opportunity to leave a meaningful and sustainable legacy within the organisation.

What They’re Looking For

The successful candidate will be an experienced HR professional who is equally comfortable advising senior leaders and rolling up their sleeves to build processes from the ground up.

They are likely to bring:

• CIPD Level 5 or Level 7 qualification, or equivalent experience.
• Previous experience as an HR Manager, HR Business Partner or Senior HR Generalist.
• Demonstrable experience designing and implementing HR processes and frameworks.
• Strong working knowledge of UK employment law.
• Experience across talent management, performance management and organisational development.
• Strong stakeholder management, coaching and influencing skills.
• The confidence to challenge constructively and make sound people decisions.
• The ability to operate independently and prioritise effectively within a three day working week.

Experience within a growing SME or scaling organisation would be particularly valuable. Exposure to HR systems implementation, people technology, change management, coaching or leadership development would also be advantageous.

The Person

This opportunity will suit someone who is pragmatic, commercially minded and delivery focused.

They will be confident enough to make difficult decisions when required while remaining collaborative and approachable. They will enjoy solving problems, creating structure where it does not yet exist and influencing stakeholders at all levels.

Most importantly, they will be comfortable moving between strategic HR thinking and practical operational delivery.

The Opportunity

During the first 12 months, the HR Manager will have the opportunity to make a significant impact, including establishing core HR policies, standardising recruitment and onboarding, introducing performance and talent frameworks, developing learning and development processes, strengthening employee engagement measurement and implementing meaningful people reporting.

Success will ultimately be measured by more than the introduction of new processes. The organisation is looking for someone who can create a stronger internal HR capability, improve leadership confidence around people decisions, develop future talent and establish an effective partnership between leadership, managers and HR.

For an experienced HR professional looking for a high impact part-time opportunity with genuine scope to shape the people agenda, this is a particularly compelling role.