HR Manager – 12 month ftc
Luton, United Kingdom
Tell the stories that put Electrolux at heart of homes around the world.
Electrolux is a successful international company, a leader in the home appliances markets with its headquarters in Stockholm. Our company is present in 60 countries and sells in more than 150 markets with 55,000 employees around the world. We have been around for more than 100 years and our success is attributed to the entrepreneurial spirit of our people. We believe in exposing individuals to challenging roles, offering them growth opportunities and empowering them to make the right decisions. Our innovative culture created through people with diverse backgrounds provides a framework for developing market-breaking products. Respect and Diversity; Ethics and Integrity; and Safety and Environmental awareness govern all that we do. Electrolux has a wide understanding of consumers’ needs and desires. Through our “Taste, Care and Well-being strategy”, we want to design and produce innovative products and services, that help our customers to reach the goals they desire.
For that, we employ great people from a wide variety of backgrounds – not just because it’s the right thing to do, but also because we believe that diverse perspectives make our business stronger and more innovative. If you share our values, come find your place in our global community. Meet us on @lifeatelectrolux and career.electroluxgroup.com to learn more.
Objectives of the Role:
As an integral part of your business unit(s), the HR Manager will proactively drive the people agenda, implementing the Electrolux People Plan and supporting the business transformation programmes. The HR Manager will provide HR support, advice and coaching to line managers across the full employee lifecycle from onboarding to end of employment.
As a true team player, the HR Manager will actively contribute to the objectives and plans of the UK HR team, and support the initiatives of the wider European HR function. In addition to the operational responsibilities listed below, the HR Manager will be expected to drive and own a small number of HR projects during the year.
·Provide HR advice, support and guidance to line managers in relation to annual HR processes, focusing on reward and recognition, performance management and talent development processes.
·Employee Relations – provide advice and expertise to line managers in the management of Employee Relations cases, taking a proactive approach to identify potential issues and tackling problems early on. For more complex Employee Relations cases, taking a lead role where appropriate
·Employee engagement – administration and coordination of Group ‘engagement surveys, promoting participation and following up on action plans.
·Culture and values – support line managers in engaging their employees around ‘our purpose’ and ‘our core competencies’ (behaviours we want to develop in our business).
·Employee retention – analyse attrition rates within your function(s) and provide recommendations to reduce attrition.
·Workforce planning – ensure your function stays within budgeted headcount and liaise with HR Coordinator to support on-boarding activity.
·Performance management – support line managers to ensure performance management processes are robust and ensure development plans are in place, and have value.
·Absence management – liaise with the HR Coordinator and line managers to ensure proactive handling of long term absence cases, and promote our health and wellbeing agenda.
·Compliance – ensure compliance with all aspects of employment legislation, Group and local policies, support the delivery of Company-wide initiatives.
·Talent management and development – work with line managers to identify employees with potential to grow and develop, and ensure action plans are in place to support their development.
·Support managers to assess capabilities, talent and leadership needs, and put actions in place accordingly.
·Be an advocate for change.
·Contribute towards the delivery of both business and HR projects such as Top Employers certification.
·Ability to build strong working relationships with key stakeholders.
·Strong influencer with excellent stakeholder management skills.
·Extremely well organised and strong prioritisation skills.
·Patient, calm, resilient and performs well under pressure.
·Demonstrates strong ethical decision-making skills and high levels of integrity.
·Provides a thoughtful, considered approach and has the ability to influence.
·Gains trust and be a sounding board for management team colleagues, enabling and facilitating an open and honest dialogue.
·Sound commercial and numerical competency.
·Degree in Human Resources/CIPD qualification desirable.
At Electrolux, we take responsibility for our development in a supportive environment where we embrace our differences and learn from each other. In a truly multicultural setting, we shape living for the better and create remarkable experiences for employees and consumers, all around the globe.
Find out more on: