HR Manager Job in Buckfastleigh TQ11 0JU, South West UK

We have grown to supply 40,000 homes per week nationwide from a network of four regional farms and box packing operations and are looking for a HR Manager to join our team. Riverford has a turnover of around £45 million and employs over 400 staff across the network.  This is a great opportunity to join a business that not only has a great product but is founded on a strong belief in the benefits and pleasures of fresh, seasonal organic food and a commitment to a fair deal for growers, customers and staff.  

 

This position will support the HR Director in delivering the HR vision and objectives across the network and covering a wide range of HR activities including recruitment, training and development, reward and employee relations.   This is very much a hands on HR role so will include giving advice and support and up-skilling our managers across our 4 sites but also including other Riverford businesses such as our restaurant, meatbox production operation and the farm shops.   

 

People are the key to success at Riverford and it is important that we ensure Riverford continues to be a happy and enjoyable place to work where people feel recognised and rewarded for their contributions and as HR manager you will have a strong role to play in this.  You will be involved in developing innovative people processes and policies that add value to the business and support the values and culture. 

 

Responsibilities

Alongside the generalist HR responsibilities that will include recruitment and selection, absence management, employee relations and case management, you will also be responsible for leading key projects covering learning and development and developing Riverford’s culture and values.

 

Strategic

·        Assisting the HR Director to drive the company vision and values and implement the HR strategy

·        Assist with HR processes that support the company growth and direction including restructures, mergers and acquisitions including TUPE.

Relations

·        Up-skilling and coaching managers on areas of people management

·        Continue to further develop appropriate policies and procedures that are innovative and not over bureaucratic.  They must work to support managers and promote fairness and not be seen as an HR tick box exercise

·        Providing an HR support to management across all sites on all aspects of HR including discipline and grievance, performance management, long term sickness and absence

·        Continue to provide a centralised HR department to assist managers with recruitment, job descriptions, contracts, terms and conditions, training and development

·        Policy development and supporting managers with employment legislation changes

·        Drive the annual appraisal process to ensure they are carried out and the relevant information captured

·        Monitor effectiveness of policies and work with Payroll as appropriate

·        Help to ensure that statutory requirements and future legislative developments are understood and acted upon, without the company becoming unduly bureaucratic or inflexible

·        Encourage managers to think about people and our values in all operational decisions

·        Helping the HR director to ensure effective communications throughout Riverford where objectives are communicated from the senior management team and fed down through the organisation

·        Assist with cultivating a productive and enjoyable environment in which employees at all levels and in all parts of the workforce (field, packing, and admin) have a sense of common purpose, understand their contribution, believe in the business, feel fairly rewarded, and see opportunities to develop both the business and themselves

·        Continue to maintain an effective staff consultation group that is valued across the business and helps inform decision making

Resourcing

·        Manage and review the recruitment process and ensure the best candidates are attracted and recruited

·        Sit in on interviews to ensure we put enough emphasis on recruiting the right people for the right roles

·        Assist the HR Director in succession planning and working with managers to manage and develop talent within the business

Learning and Development

·        Contribute to developing the human capital of the business and encouraging a culture of continuous learning and improvement

·        Help deliver the training and development plan

·        Design and deliver short in house training sessions to develop managers and team leaders skills and understanding of people management including, grievance and discipline, performance management, sickness etc

·        Research available funding and apply where necessary.  Ensure continued commitment to current training courses

Reward

For further details about the role you can contact Charlotte Tickle (HR Director) on 01803 762086