Help grow a safer, cleaner, healthier future for everyone, every day.

Advisory Support:

Create and maintain practical processes, policies, manager guides and templates for routine events in the employment life cycle, and signpost managers to these resources so they can transact and record changes themselves.
Advise managers on individual people matters, including parental leave, absence management, return-to-work processes and occupational health.
Provide expert advice to managers on non-routine people-management matters and help identify appropriate solutions that comply with country-specific employment law, liaising with Halma specialists and external legal advisers where required.
Support managers with employee relations cases, including contract changes, disciplinary matters and grievances. Provide template documents to support accurate record-keeping and, in exceptional circumstances, attend formal meetings where required.
Ensure the Managing Director, Finance Director and relevant Leadership Team members are informed promptly of serious employee relations issues.

Workday Support:

Ensure accurate setup and ongoing maintenance of our organisational structures and roles in Workday.
Working with the HR Administrator, ensure employee records are accurately created and maintained.
Develop and maintain Workday workflow functionality to automate routine processes wherever possible and enable employees and managers to complete events and changes easily and accurately.
Act as the primary interface with the Halma Workday team, leading the implementation of additional modules and upgrades, including Recruitment, Goal-Setting and Development.
With the HR Administrator, manage data integrity within Workday, liaising with managers and employees to achieve this.
With the HR Administrator, ensure that all appropriate people information is provided to Finance for the smooth-running of monthly payroll.
With the HR Administrator, be the experts at producing routine and one-off reports from Workday for the Leadership Team as and when required.

Organisational Change:

Working with the Managing Director and Finance Director, support due diligence and organisational change processes required during restructuring or mergers and acquisitions (M&A).

Training:

Identify people-management capability gaps and support the development and delivery of practical training for managers and employees.

Benefits and Suppliers:

Liaise with Halma on Nuvonic Group benefits schemes, ensuring eligible employees are enrolled, employees understand how the schemes work, and starter and leaver changes are communicated and actioned with support from the HR Administrator.
Develop and maintain relationships with key suppliers – e.g. recruitment agencies, occupational health providers, training providers, etc

People Projects:

Support annual people-management activity at the request of the Managing Director or Finance Director, including merit increases, bonus letters, annual leave reporting and management, and engagement survey activity.
Lead or support one-off people projects, including projects connected with DEI, M&A activity or wider organisational change.

Employee Experience and Culture:

Help shape and embed practical people initiatives that make Nuvonic a great place to work across all locations.
Work with managers to improve employee engagement, communication, feedback and follow-through from engagement survey activity.
Champion a positive, inclusive and values-led culture while ensuring people practices are consistent, fair and commercially practical.
Identify opportunities to simplify HR processes, improve the employee experience and make it easier for managers and employees to get the support they need.

Compliance and Governance:

Stay updated on employment law changes and, in collaboration with the Managing Director and Finance Director, ensure their implementation across the organisation.
Advise senior leaders and managers on maintaining compliance with HR policies and practices.

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HR Manager at Nuvonic (Slough)