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HR Manager

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Do you want to join a company that is growing and needs your expertise to attract key talent? Oxford Space Systems has a track record of innovation and delivery with multiple systems flown to date and 100% in-orbit deployment success, and we are looking for an experienced Human Resources Manager to support our diverse team of Engineers, Technicians, and Programme Managers, to name a few. Reporting to the CEO and working as a member of the management team, this role supports every function of the business providing expert guidance and advice ensuring that we remain compliant, but also that we ‘do the right thing’ for our people and live up to our values of respect, integrity, support, effectiveness & efficiency (RISEE). You need to be comfortable in a standalone role supporting a headcount of 50 and rising, prepared to get heavily involved in the day-to-day operation, but also work as part of the management team to drive and implement the people objectives. Initially your focus will be to attract and retain key talent, whilst improving and promoting equality and diversity, you will also continue to champion wellbeing with our mental health team. You will need a level 7 CIPD qualification or equivalent, along with experience in a similar role. You will also need experience of working in a smaller company and its environment. In return we offer flexibility to work from home up to 2 days a week and welcome applications from people who may want to work part time, a minimum of 30 hours per week is required. If you want to know more about the role or to apply then click on the application link.

Purpose 

To provide advice and guidance to the CEO and management on matters concerning our people, whilst also listening and supporting our employees. Working as part of the management team representing and advising on people initiatives and strategy. Supporting the mental health team and championing diversity through all people processes, procedures and interactions.

Summary of Main Activities/ Key Responsibilities

·  Form part of the management team to lead and advise on all things people, supporting the team to communicate and work effectively together.

·  Provide advice and guidance on people matters to the line managers, management team and CEO, understanding when to mentor and when to coach. Ensuring this complies with relevant employment law and best practice.

·  Work with hiring managers on their recruitment campaigns, providing advice about where to advertise and attending interviews. Being prepared to change direction and try something else if the current plan isn’t delivering results.

·  Support line Managers with leading and developing their teams for example, by

·  Development and delivery of appropriate HR workshops

·  Helping line managers develop their own management capabilities,

·  Supporting appropriate opportunities for learning and development for all employees

·  Responsible for the company training budget and sourcing external training providers where required.

·  Monitor sickness absence and staff turnover to identify any concerns, providing advice and guidance on possible solutions to managers\CEO

·  Oversee fair and affordable pay progression, benchmarking external salaries and benefits, proposing and implementing changes.

·  Conduct regular employee surveys or focus groups to understand what OSS is doing well and what needs improving, presenting findings to the management team and suggesting ways to improve.

·  Promote equality and diversity through leadership style, along with supporting applicable internal and external initiatives.

·  Review and update policies and procedures, including the handbook, in line with changes to employment law or company changes.

·  Champion wellness, work with the Mental Health team to co-ordinate a wellness agenda of topical talks and guest speakers.

·  Develop and give workshops on HR topics e.g. motivation and engagement, wellbeing etc.

 

Support to other business functions:

·  Collaborate with the Senior Manager Business Improvement concerning the Office Manager & HR & Office Administrator, who have a dotted line into the HR Manager role.

 

Required Qualifications, Skills & Experience

-   Must have worked in a similar generalist role and similar sized organisation, have good knowledge across HR topics.

-   A level 7 CIPD qualification or equivalent, alternatively significant experience and knowledge gained in the role of a HR Manager.

-   Confident and credible operating in a standalone role, able to work at both operational and strategic level

-   Comfortable working with Windows applications, including Outlook & Word, and applicant tracker systems (ATS) for recruitment for example Zoho.

-   Excellent English written/verbal communication and presentation skills

 

Personal skills

-   A practical and positive attitude to new and challenging situations.

-   Self-starter, responsive, acts as soon as issues get identified

-   Good interpersonal skills, with the ability to build effective relationships at all levels of the business.

-   Pragmatic approach to problem solving.

-   Seeks to understand and pro-actively support colleagues, with a willingness to learn and share knowledge with other members of the team.

-  Good judgement to make sound decisions balancing business need with that of individuals

-  An excellent team player, but equally comfortable working independently.

 

Desirable

-  Previous experience in an engineering environment would be an advantage.

-  An understanding of the Government Apprenticeship Scheme

 

Key Contacts & interactions:

 

External

-    Office Manager

-    HR & Office Administrator

-     Line Managers

-     Recruitment agencies

-     Occupational Health provider

-      Employment solicitor

 

Role Dimensions / Resource Responsibilities:

Budgetary/Financial                                                

Up to £50k training budget

People (in/direct)

No direct reports

Projects/Processes

Company handbook

HR policies

Strategic Responsibility & Decision Making

Responsible for driving and implementing the people strategy agreed with the management team.

Deciding the strategy for mental health and wellness, in collaboration with the mental health group.  

 

 

 

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