HR Manager

Role purpose

HR Manager is an integral role at the UK’s leading Social Enterprise Management Consultancy and B-Corp, joining our operations team to support wider productivity, business performance and social impact through our people.

This is a hands-on, standalone HR role responsible for shaping, embedding and continuously improving HR systems, processes, and culture across the organisation. The HR Manager will lead the full employee lifecycle, ensuring a high-quality, compliant, and values-driven people experience – from the workforce planning and recruitment through to development, retention and offboarding.

The HR Manager will act as a trusted advisor to mangers and staff, ensuring best practice in people management, strengthening organisation capability, and supporting sustainable growth at PPL.

This role is office-based, and requires flexibility in working hours to open and close PPL premises.

Key responsibilities

HR Management

• Support the SLT as they take the lead on strategic direction with regards to culture, leadership model and organisational design. Work with the SLT to develop and implement the organisation’s People Strategy, aligning workforce planning with business objectives and future growth.

• Translate the People Strategy into policy, process and day-to-day practice.

• Identify current and future talent needs, ensuring the organisation has the capacity and capability to deliver its strategic priorities.

• Lead on recruitment, retention, and succession planning across consulting and operational roles.

• Work with the SLT to embed a strong, inclusive, and values-led people culture across the organisation.

• Provide expert HR advice and guidance to managers and staff on policies, procedures, and best practice.

• Ensure all HR policies are up to date, legally compliant, and aligned with organisational values.

• Coach and support managers to confidently manage their teams, including performance, development, and employee relations.

• Contribute to organisational development priorities by supporting the implementation of learning and development frameworks and career pathways.

• Own the development and continuous improvement of workforce data, analytics, and reporting, ensuring accuracy, consistency, and accessibility of HR metrics (headcount, turnover, diversity, absence, performance).

• Translate HR data into meaningful insights, identifying trends, risks, and opportunities to inform strategy and workforce planning.

• Build and maintain dashboards and reporting frameworks that enable leaders to monitor key people indicators in real time.

• Proactively support SLT with evidence-based recommendations, using data to guide decision-making during periods of growth, change, and transformation.

HR Administration

• Own and manage all HR administrative processes across the employee lifecycle, ensuring accuracy, efficiency, and compliance.

• Maintain and continuously improve HR systems, integrating where possible, ensuring data integrity, accessibility, and effective reporting.

• Ensure all employee records are accurate, up to date, and compliant with statutory requirements (including right to work checks, BPSS checks, and GDPR).

• Prepare and issue employment documentation including contracts, offer letters, variation letters, and termination documentation.

• Manage employee data changes (e.g. promotions, salary changes, contract amendments) in a timely and accurate manner.

• Oversee payroll administration, including monthly data submissions, changes, and liaison with payroll provider.

• Produce regular HR reports and insights to inform decision-making.

• Administer benefits, pensions, and leave records, ensuring accurate tracking and communication.

• Monitor and manage absence, including sickness tracking, reporting, and return-to-work processes.

• Ensure compliance with employment law and internal policies, conducting regular audits where appropriate.

• Support and administer visa and sponsorship processes where applicable.

• Act as the first point of contact for HR queries, ensuring timely and professional responses.

Employee Relations and Performance

• Lead on all employee relations matters, including disciplinary procedures, grievances, investigations, and conflict resolution.

• Ensure a fair, consistent, and legally compliant approach to case management.

• Maintain accurate documentation and records of all employee relations cases.

• Manage and continuously improve the performance management and appraisal process.

• Support managers in setting objectives, conducting reviews, and addressing underperformance.

• Promote employee wellbeing initiatives and support a positive working environment.

• Plan and coordinate regular social events to promote employee engagement and a positive organisational culture.

HR Onboarding

• Manage end-to-end recruitment, including role design, advertising, selection, and offer management.

• Ensure a positive candidate experience aligned with organisational values.

• Develop and maintain structured onboarding and induction programmes for all new starters.

• Ensure all pre-employment checks are completed in line with legal and organisational requirements.

• Manage off-boarding processes, including exit interviews and insights to support retention strategies.

• Continuously improve onboarding and off-boarding processes to enhance employee experience.

Employee Experience

• Seek to continuously improve the employee experience across the full employee lifecycle, including onboarding, engagement, wellbeing, development, and off-boarding.

• Develop and implement initiatives that promote a positive, inclusive, and high-performing workplace culture, ensuring employees feel supported, valued, and connected to the organisation.

• Act as a trusted point of contact for employees and managers, providing guidance on employee relations matters and helping to resolve concerns in a fair and timely manner.

• Manage and coordinate employee engagement activities, recognition programmes, and wellbeing initiatives that strengthen morale and reinforce company values.

Core Competencies

Essential criteria

• CIPD Level 5 qualification (or equivalent experience).

• Proven experience in a generalist HR role, with responsibility for operational delivery across the employee lifecycle, and the ability to contribute to broader people initiatives.

• Experience managing and developing people, ideally within a small or growing organisation.

• Strong expertise in HR processes, systems, and best practice across the full employee lifecycle.

• Sound knowledge of UK employment law and HR compliance requirements.

• Experience of HR administration, payroll processes, and HR systems.

• Ability to develop, implement, and improve policies and processes.

• Strong interpersonal skills, with the ability to build effective relationships across all levels.

• Confident communicator with excellent written and verbal communication skills.

• High level of organisation, accuracy, and attention to detail.

• Experience operating in a standalone or highly independent end-to-end HR role, managing completing priorities with a high degree of autonomy.

• Strong IT skills, including HR systems and Microsoft Office tools.

• High level of discretion and understanding of confidentiality and GDPR principles.

Desirable criteria

• Experience working in a consultancy, social enterprise, or purpose-driven organisation.

• Experience supporting organisational growth and change.