HR Manager, part-time 20 hours per week

We are seeking an experienced HR Manager to work in a standalone role leading the full range of HR activities across the Firm.  Candidates should be experienced generalists and be able to work with limited supervision.  The role is 20 hours a week, and the working pattern is flexible, although must span a minimum of three days.  Hybrid working is available, with attendance at the Devizes office being required at least twice a week, or as required by work demands.  Candidates should have experience of working in matrix environment.  Experience in professional services or corporate functions is desirable but not essential.  The job description is below.  For further details, please contact recruitment@wansbroughs.com.

Overview of the Role:

The overall purpose of the Wansbroughs HR Manager role is to develop and deliver strategic and operational HR services across all Wansbroughs locations.

The role forms part of the Operational Management Team (alongside Managers in Finance, ICT and Marketing) and reports directly into the Managing Partner.  The role holder is supported by the HR Assistant.  The role holder also has full access to HR legal expertise / advice from the Wansbroughs employment lawyers as well as relevant HR law ‘toolkit’ websites when required.

In addition to HR responsibilities, the role holder will manage the Reception team and will work closely with the Lead Receptionist.  The role holder will be responsible for other aspects of the central team such as Facilities and those working on the archiving project.

This is a hands-on role in a thriving LLP of approximately 100 personnel.  The role holder requires a strong consultative style, yet authoritative and capable of establishing professional credibility quickly.

All Wansbroughs Managers are responsible for ensuring the success of the Firm in line with the overall business plan.

Specific Roles and Responsibilities:

Strategy and policy development:

• Continually developing and implementing processes and strategic solutions to improve the effectiveness of HR administration in line with the Business Strategy.
• Developing and monitoring the implementation of all HR polices in line with best practice and relevant Practice Management standards (e.g. Lexcel and other standards), Code of Conduct and legislative requirements – ensuring that the Firm achieves high standards in respect of its responsibilities as an employer.
• Attendance at monthly Management Board meetings and other partner meetings as required
• Participation in strategy workshops on an ad hoc basis

Employee Lifecycle:

• Operating and reviewing the Recruitment policy and annual recruitment plans in line with the Business Plan.
• Designing, developing and conducting the annual selection process for trainee solicitors alongside the Training Partner.
• Managing the rotation of trainees, considering preferences, skills, business needs etc including supporting the Training Partner’s role in the process.
• Advising and supporting managers and staff on HR policies such as flexible working, maternity/ paternity/ parental leave.
• Managing the end of training contracts through advertising and selection for NQ positions, or managing exits where necessary.
• Developing and reviewing job descriptions.
• Conducting advertising and selection activities, including effective cost management of recruitment costs, liaising with recruitment agencies when necessary.
• Developing and delivering an induction programme for new starters.
• Managing effective leavers’ processes.

 Employee Relations:

With support from the employment lawyers when required, the HR Manager will provide the Partners and Team Leads with advice and guidance on employee relations matters including:

• Developing policies for the range of employee relations issues and ensuring that they are reviewed and updated regularly in line with changes to employment legislation and best practice.
• Monitoring and managing absence.
• Managing dismissal and redundancy issues including conducting initial investigations and recommending appropriate action.
• Managing employee grievances including conducting initial investigations and recommending appropriate action.
• Maintaining a thorough understanding of employment law and HR best practice and keeping up to date on legislative changes and determining how these changes impact existing policies and procedures within the firm.

Pay and Reward:

• Benchmarking salary levels to provide input to the Management Board at annual salary reviews
• Modelling proposals for salary increases and exceptions
• Management of flexible benefits
• Continual review of benefits package including researching and proposing changes and enhancements

Performance Management:

• Operating and continually improving the annual Appraisals process and wider Performance Management procedures.
• Providing strategic direction for promotions and succession planning.

Learning and Development:

• Maintain an up-to-date knowledge of the SRA and other professional body (e.g. CILEX) requirements for trainee solicitors, solicitors, legal executives etc
• Designing and managing career development frameworks and associated development activities (e.g. Leadership Programme)
• Operating and continually improving the Training process and Annual Training plan in line with the Business Plan, liasing with the Finance & Admin Manager to ensure this is within budget.
• Providing direction to ensure staff have the appropriate skills and knowledge to perform their roles effectively and in accordance with Practice Management or other standards.
• Managing firmwide training requirements for compliance, including Anti-money laundering and Lexcel
• Identifying patterns in training need requirements and sourcing appropriate solutions

 Health and Safety:

• Operating the Health & Safety policy and implementing associated training (first aid, fire marshalls, mental health first aid) and communications.
• Documenting annual H&S Risk assessments and liasing with the Facilities Co-ordinator for any corrective measure.

 HR Administration:

• Involvement
• Ensuring that records are updated and maintained in accordance with the firm’s policies and all relevant and legislative and statutory requirements.
• Overseeing the management of leave records including cover, holidays, long-term sickness and monitoring TOFD and other leave types
• Producing monthly HR management reporting.

Miscellaneous:

• Involvement in firmwide projects such as premises, archiving etc
• Management of HR projects to progress the function e.g. system upgrades and maintenance
• Working closely with Lexcel partner on preparation for and running of annual Lexcel audits.
• Management of Reception with the support of the Lead Receptionist
• Co-ordination of Facilities contracts with the support of the team including maintenance, cleaning etc
• Working with partners on firmwide projects resourced from central admin e.g. archiving project

Person Specification:

 Experience and knowledge:

• Extensive HR experience, ideally with some experience in a professional services organisation.
• Understanding of the partnership structure, and proven experience of working within a complex partnership or matrix structure
• Proven evidence of influencing multiple senior stakeholders – tenacious but diplomatic.
• Practical understanding of the HR role within a business strategy whilst balancing the operational SME requirements of hand-on, practical delivery
• Strong knowledge and application of Employment law, HR policies, principles and procedures and HR best practice.
• Strong influencing and communication skills, including handling difficult situations.
• Excellent team working.
• Excellent attention to detail.
• Good IT skills.

 Professional Qualifications:

• Educated to degree level.
• CIPD qualified.
• Evidence of Continuing Professional Development.