Part time HR Manager (3 Days)

This is a generalist role, reporting to the Finance Director you will be responsible for all operational and strategic elements of HR including developing policies and procedures, providing advice to managers and the board on Generalist HR matters.

Client Details

A fast growing, dynamic Interior Design business based in Central London.


Detailed Responsibilities

Strategic HR Management

Understand and engage with senior management team and line managers. In consultation with the Executive Directors, prepare and implement an annual HR Plan to support the overall strategic aims and objectives of the Board.

Support organisational development and culture working with Management team. This will include advising on values, role clarity and develop methods to cultivate Modus's culture internationally.

Understanding and implementation of Talent management, to ensure alignment across the business. Supporting the management of succession planning, and implementation of development initiatives.


Manage Reward and appropriate incentives eg annual review, bonus, working with the FD.

Salary benchmarking - internal and external.

Review of benefits package, Introduction of new schemes.

Implementation and administration of benefits eg medical, pension, holidays. Manage benefits partners, and forward appropriate updated details eg new joiner, leavers, new salary etc.

Employee Relations

Building great working relationships, trust, and credibility with employees and management. Answer questions and support employees whenever appropriate and effectively manage queries and follow up action. Show and encourage an open helpful approach to working together.

Work closely with senior and line managers, providing guidance, coaching and support on the full range of HR activities in order to ensure a consistent, fair and legal approach to people management. Keep up to date with legal developments and manage compliance and risk factors

Review and implement relevant HR policies and practices to comply with best practice and legislation whilst maintaining a flexible, responsive performance culture within an international framework. Ensure that the staff handbook is comprehensive and up-to-date. Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively

Drive, manage and support performance management issues and decisions. Shares expertise, experience and judgment, and effective manages difficult situations, decisions and follow up action. Manages investigations, disciplinary and grievance matters in conjunction with the Executive Directors, and appropriate line managers.

Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of the Board's policies, best practice and employment legislation. Consult employment lawyer when required. Manage all matters with sensitivity and professionally.

Learning and Development

Monitor and review the system of performance appraisal and continually develop as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up. In consultation with line managers, follow up individual development needs and source external training provision when required. Manage training requirements within budget.

Administer the evaluation of all learning and development activities

Make recommendations on a cost-effective management development programme to support the Board's people management strategies

Organise training and development activities and budget, ensuring our talented people development needs are managed. Conduct and engage in development workshops and follow up actions.

Ad-hoc HR related projects. Progresses the department and engages with stakeholders. Introduces, persuades and implements new ideas and strategies.


  • Examples of adding value as both an individual contributor and active team member

  • Experience of dealing with senior and sometimes challenging individuals

  • Ability to build rapport and credibility quickly with key members of the Executive team

  • Ability to represent the Human Resource function as part of the bigger business picture

  • Confident directing HR and advising managers on all aspects of people management and development

  • Demonstrable experience in managing redundancy or other relevant HR projects

  • Standalone HR Manager experience

  • Strong understanding of employment law

  • Current CIPD qualification or working towards it.

  • A pragmatic and commercial approach to HR, who can work with the business needs and help it grow.

  • HR professional who has enjoyed working in a fast growing dynamic business, and tight team, with a business partner approach.

Job Offer

£45,000 - £55,000 (Pro rata) plus benefits

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