People Manager

Job Purpose

The People Manager will lead on the development, implementation, and continuous improvement of People policies, ensuring the organisation maintains robust compliance with employment legislation, governance requirements, and best practice. The role will drive policy modernisation, strengthen HR frameworks, and ensure consistent, fair, and legally compliant People processes across all services.

Reporting to the Head of HR & Payroll, the postholder will also work under a dotted-line arrangement to the People Manager (Group), receiving direction, guidance, and support to ensure alignment with the People & OD Strategy and the operational needs of the People Team. Working closely with the People Manager (Group), the role will contribute to delivering a high-quality, customer-focused People & Organisational Development service by providing expert advice, enabling leaders to confidently manage people-related matters, and identifying opportunities for continuous improvement in organisational performance.

Dimensions

• 2 Direct Reports

• Support the Head of HR & Payroll in the definition, planning, delivery, and dissemination of aims, objectives and strategic direction for our People & OD Strategy and Annual Business Plans.
• To provide expert leadership, oversight and guidance to our People Systems and MI Analyst.
• Collaborate closely with the Senior Leadership Team, providing expert advice, coaching, mentoring, guidance, and support in all aspects of our people agenda and the delivery of strategic business objectives.
• To lead the People Core Services Team in the definition, delivery and governance of our transactional people support activities. This will include the effective management of our people systems, processes, workflows and core controls to ensure that a professional, responsive and compliant service is consistently delivered.
• To provide expert leadership, oversight and guidance to our HR Advisors in the delivery of advice, support and procedural guidance to operational managers in the delivery of people practices, the management of employee relations casework.
• To deliver a comprehensive and professional people partnering approach to senior operational managers ensuring high standards of advice and performance.
• To provide representation of the People & OD function on a range of governance groups, ensuring that the wider team re kept informed on relevant actions, updates or matters arising.
• To lead on the management of complex employee relations cases of processes.
• To develop collaborative relationships with the ICT Team ensuring continuous improvement, quality and compliance to our people systems, workflows and data.
• To manage and provide corporate oversight of any employment litigation, providing assurance to the Head of HR & Payroll and the Chief Operating Officer & Deputy Chief Executive on the effective handling of such claims. This will include the tendering of employment advice and the management of the relationships with legal advisors, ensuring value for money and high-quality service.
• Responsible for ensuring that the organisation is both aware and prepared for changes in legislation that affects employment practices, taking the necessary action and raise awareness with key stakeholders.
• To lead in the delivery of corporate change programmes – this may include organisational restructures / change processes, TUPE, mergers, or acquisitions.
• To lead on the review and the development of all HR policies ensuring they are in line with the policy review cycle.
• To deliver a comprehensive and professional HR partnering approach to corporate staff and leaders, ensuring high standards of advice and performance.
• Provide expert advice, guidance, or the assessment of risk, on complex employee relations issues, accessing external professional advice as and when necessary.
• Managing the contract and associated interface with suppliers for people related services – This will include the management of supplier relationships, contracts for services, value for money, and performance monitoring. Services may include, but are not limited to, the contract for our Occupational Health and Employee Wellbeing Services; contracts with Employment Advisory Services; Relationships with third party employee benefit providers.
• Supporting organisational internal audit processes.
• Support the Head of HR & Payroll with the management and oversight of the organisations job evaluation system, advising on job design, job descriptions and the correct grading of jobs.
• To undertake periodic equal pay audits to identify, highlight and mitigate any emerging risks.
• To lead on the organisations reporting responsibilities for gender pay reporting and survey responses to third parties such as The Office of National Statistics.
• To support the Employee Experience Manager, People Manager (Group) and Head of HR & Payroll in nurturing of relationships and the management of activities associated with our trade unions, AFG’s Staff Forum, or any elected employee councils.
• Operating within organisational frameworks and operating procedures at all times identifying risks and escalating where appropriate to the Head of People & Payroll.
• As a people professional, you will be expected to maintain your professional knowledge and competence within this field. You will influence and develop AFG policy, procedure, practice, information resources and communications on employee experience related activities.