Purpose of the Role

Trafford Centre is an exciting and dynamic environment with so much changing on the malls every day. Our unique scheme offers a vibrant place to be and we are proud of our team, celebrating our 3 values:

- We are here for each other

- We love who we are

- We dare to be different

This role offers a chance to be part of something special, playing a key role in transformational change and setting the people agenda in a time when the centre plan for growth has never been bolder.

This is a site-based HR Business Partner role providing an integrated HR service to The Centre Director, Operations Director, Line Managers, and all site-based employees. The role will be integrated and supported by the wider Savills HR SMR team.

You will ultimately be responsible for the people strategy from recruitment & onboarding, through to career development to driving talent pipeline. You will be the ambassador for positive people culture and making the Centre a desirable & great place to work with positive reputation, high moral standards, and robust people centric policy, promoting a positive culture of equality, diversity, and inclusion.

This role also has line management responsibility for one HR Administrator based on site.

Key Responsibilities

Advisory - Employee Relations

• Advise on policies, procedures, employee relations issues in line with company policy.

• Manage a high volume and varied employee relations case load, supporting and advising line managers with the interpretation and implementation of policies and procedures, including disciplinary, grievance, performance/capability, sickness absence etc.

• Attend employee relations meetings as required, (e.g., disciplinary, grievance, capability, absence, flexible working etc.). Compile and issue all appropriate HR documentation required within employee relations cases.

• Facilitate complex exit strategies when required including settlement agreement negotiations.

• Discuss any restructure proposals with the Line Manager to agree the business/HR strategy to move forward with facilitating this process and manage any potential redundancy situations arising because of restructure proposals.

TUPE

• Manage the process of the transfer of employees (both in and out), ensuring the Company complies with TUPE regulations and that any transition of employees is smooth and professional with the least disruption to the employee.

Procedures

• Keep abreast of changes in relevant employment law legislation and ensure that the Company complies.

• Attend seminars / training programs to enhance knowledge.

• Assist in reviewing existing policies, procedures, and HR documentation as well as developing new progressive policies across the Centre.

Record Keeping & Analytics

• Ensure all completed case work is securely stored electronically, on paper records within personnel files and up to date on the Company’s online HR system, Cascade.

• Ensure all paperwork arising from general HR queries is stored electronically and/or on employee personnel files as appropriate.

• Ensure employee confidentiality is always maintained and data protection legislation is adhered to.

• Provide a monthly KPI report for the department and utilize the findings to prepare reports and proposals for consideration.

Recruitment & Selection

• Assist the Centre Director with the development of a full cycle recruitment plan to deliver staffing objectives as well as the overall business objectives.

• Provide Line Managers with general advice on following a fair and consistent recruitment process.

• Assist the HR Operations team where necessary to ensure the job description and person specifications are complete for all roles being recruited to.

• Attend interviews when appropriate.

Learning and Development

• Support the Centre Director with the development and delivery of a Centre wide L&D plan.

• Ensuring that critical compliance training is always up to date.

• Reporting on training across departments as part of the monthly KPI reporting.

• Supporting Departmental Managers in the design and delivery of all departmental training.

• Assisting the Centre Director with the training and development of the Centres leadership team.

Payroll

• Ensuring accurate and timely submission of the monthly timesheets in order for them to be processed centrally.

General

• Hold full responsibility for case management on site, with support from Head of HR Advisory.

• Liaise with the HR Operations team to arrange for new starters documentation to be issued where appropriate and review prepared employment contracts.

• The post holder will be commercial, and people focused.

• Liaise with the HR Operations Team to keep records up to date and ensure standard letters are issued in a timely manner.

• Ensure efficient communications within internal teams and to appropriate third parties, where applicable.

• Liaise with the Operations Support Team on issues such as TUPE, Health and Safety and Security.

• Liaise with the Pathways Training team on the training needs of employees and assist with Inductions, where appropriate.

• Work together with other team members on the implementation of the Human Resources Business Plan including working on ad hoc HR projects.

• Attend scheduled meetings within the department to ensure that all members are aware of all key issues.

Skills, Knowledge and Experience

Knowledge and Experience for this People Partner role

• CIPD level 5 or equivalent level experience.

• Thorough, practical, and proven experience in a HR generalist role including employee relations.

• Excellent understanding of UK employment legislation.

• Ability to advise on a broad range of HR topics.

• Strong communication skills to work effectively with stakeholders and partners.

• Ability to effectively manage, priorities and adapt to a busy and changing workload.

Salary - Full Time 5 days – Flexible Working options considered

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Please see our Benefits Booklet for more information.