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As the HR Supervisor reporting into the HR Manager, you will be based out of Poole, UK and will provide comprehensive HR support to BOFA International, a Donaldson company, and a world leader in fume extraction technology. This may include recruitment and onboarding, employee relations, payroll & compensation management, benefits administration, organization design and development, training, and special projects. You will act as a liaison between departments/divisions, all levels of management, other HR leaders, COEs, legal counsel, and outside service providers. You will manage and coach a team of 3, together you support approx. 105 office workers and 115 hourly workers.

Key Responsibilities:

- Recommend, develop, disseminate, and roll-out and/or implement HR policies and procedures.

- Provide and/or recommend a full range of generalist HR services, which may include talent management and succession planning, recruitment and selection, training and development, compensation and benefits, employee and industrial relations, resource planning, employee communication and payroll/pensions administration to ensure that the organization has the appropriate quantitative and qualitative workforce and HR processes in place to achieve its targets.

- You in turn will be the point of contact for all related HR matters.

RECRUITMENT & SELECTION – Support the EMEA Recruiting team/s for local offer approvals and collaborate with the COE. You will also overlook your local population by advising on effective recruitment strategy, the roll-out of policy and procedures to ensure that the business is well positioned to recruit required profiles, etc.

TRAINING & DEVELOPMENT – Together with the Training & Development team and your business partners, define the workforce training needs and develop and monitor the execution of training plans. Be an ambassador to advocate a lifetime learning culture.

PAYROLL – Ensure flawless execution of the Payroll and Benefit administration processes. This would include coordinating the end-to-end payroll process, and executing and monitoring the controls in close collaboration with the Payroll team as well as with the external payroll provider to ensure timely Payroll service delivery, etc. You will also provide reports when necessary, expertise, and support to colleagues and internal stakeholders, and employees. Coordinate and monitor activities performed by the payroll provider, perform in-depth consistency checks on data received, and check results before transferring them into the payroll system, in line with the payroll calendar, ...

COMPENSATION and BENEFITS – Manage in line with the strategies agreed with the EMEA central Comp and Ben team the reward management programs ensuring that the company maintains a competitive, modern, leading-edge reward practice, ensuring people are rewarded according to the contribution they make.

EMPLOYEE and INDUSTRIAL RELATIONS – Create, develop and maintain relationships with all employees and the appropriate employee representatives or internal bodies that support the corporate objectives. You will collaborate with the HR Lead on a wide range of collective/individual employment issues, using effective two-way communication arrangements such that there is minimum disruption for the business and maximum employee satisfaction. Ensure compliance with all relevant employment legislation.

EMPLOYEE COMMUNICATIONS – Ensure availability and easy accessibility for all employees to relevant company information. Lead, develop and maintain a culture of open dialogue such that the business can anticipate to potential communication needs or issues.

Basic Qualifications:
 

Bachelor’s degree in HR Social Sciences, Law, Economics, or equivalent. CIPD qualified.Minimum 5+ years of generalist HR management experience, ideally in a manufacturing environment.People management experience & skills is highly recommended.Fluent in English.
 

Preferred Qualifications:
 

Excellence in building relationships, communication, and people management skills.Ability to influence without authority (including at more senior levels of the organization).Proficiency in local employment, social security, and labor legislation.Good functional knowledge of the local business within the area of responsibility and how people can contribute to its success.Knowledge of HRIS management (Workday) is an asset.

Network Interaction:

Internal:
 

HR DirectorHR ManagerBusiness LeadersEmployeesManagersColleagues – Local & at EMEA level
 

External:
 

Government InstitutionsSocial Security/ InspectionsAuditsEmployer AssociationsEmployment & Recruitment AgenciesService ProvidersTrade UnionsProfessional Networks

Employment opportunities for positions in the United States may require use of information which is subject to the export control regulations of the United States. Hiring decisions for such positions are required by law to be made in compliance with these regulations. Applicants for employment opportunities in other countries must be able to meet the comparable export control requirements of that country and of the United States.

Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law.