Hydro Group manufactures bespoke subsea cable and connector assembly engineering for the oil and gas, marine renewable energy and defence industries.

We are certified to ISO 9001 and 14001:2015 to design and manufacture subsea electrical and optical connectors, electrical pressure hull penetrators, associated subsea electrical cable terminations, installation of electrical and optical connectors, specialist underwater and harsh environment electrical and optical composite cables, tethers and umbilicals. Our products are precision-engineered to withstand the harshest environmental conditions.

Position Summary

*This role is offered on a part-time basis of 3 days per week, with flexibility available for the right candidate*

The Human Resources Manager will provide strategic and operational HR leadership across the organisation on a maternity cover basis, ensuring the business has the people, processes, systems, and support required to achieve its objectives. Working closely with managers and employees across all functions, the role is responsible for delivering a professional, responsive, and commercially focused HR service that supports organisational effectiveness, employee engagement, workforce development, and compliance with employment legislation and company policies.

This role requires a proactive and adaptable HR professional who can balance strategic priorities with day-to-day operational demands in a fast-paced manufacturing environment. Acting as a trusted adviser to managers and employees, the Human Resources Manager will build strong working relationships across the business, provide practical solutions to people-related challenges, and contribute to a positive, high-performing workplace culture.

What’s the actual job to be done?

The Human Resources Manager is responsible for leading and delivering all aspects of the employee lifecycle, ensuring the organisation attracts, develops, engages, and retains a skilled and capable workforce. The role combines strategic HR planning with hands-on operational delivery, supporting both business performance and employee wellbeing.

Key areas of responsibility include recruitment and workforce planning, onboarding and induction, employee relations, performance management, learning and development, compensation and benefits administration, absence management, payroll support, HR systems administration, and employee engagement initiatives. The role also ensures compliance with UK employment legislation and company policies, provides guidance and support to managers on people matters, and contributes to organisational development and continuous improvement activities.

Success in the role will be measured by the effective delivery of HR services, strong employee and management support, compliant and efficient people processes, and the creation of a workplace environment that enables individuals and teams to perform at their best while supporting the organisation's operational and strategic goals.

What’s the intended impact?

Provide strategic and operational HR leadership that supports business objectives and workforce growth.
Drive a positive, high-performing culture through effective people practices, employee engagement, and leadership support.
Ensure HR policies, processes, and initiatives are compliant, scalable, and aligned with organisational goals.
Partner with leaders to attract, develop, retain, and support talent across the business.

What type of person are we looking for?

Strategic thinker with strong operational HR capability.
Confident advisor who can influence, coach, and support leaders at all levels.
Proactive, solutions-focused, and comfortable managing change in a dynamic environment.
Strong relationship builder with excellent communication and stakeholder management skills.
Commercially minded with a people-first approach.

What does success look like?

Success in this role will be measured by the ability to:

Build trusted partnerships with leaders and provide effective people solutions.
Drive employee engagement, retention, and performance across the business.
Ensure HR policies, processes, and compliance requirements are effectively managed.
Deliver people initiatives and projects that support organisational growth and culture.
Develop and maintain an efficient, scalable HR function that meets current and future business needs.

What does this person care about?

This person cares about:

Creating a positive employee experience and strong organisational culture.
Developing people, teams, and leadership capability.
Driving continuous improvement in HR practices and processes.
Balancing business objectives with employee wellbeing and engagement.
Ensuring compliance, fairness, and consistency in people decisions.

What skillsets is this person using?

Strategic HR partnering and workforce planning.
Employee relations and performance management.
Leadership coaching and stakeholder management.
Talent acquisition, development, and succession planning.
HR compliance, policy development, and risk management.
HR analytics, reporting, and people insights.
Change management and organisational development.

Minimum Qualifications

Education:

Bachelor’s degree in Human Resources Management, Business Administration, Psychology, or a related discipline preferred.
Master's degree in Human Resources Management, Business Administration, Organisational Development, or a related field highly desirable.
CIPD Level 5 qualification required; CIPD Level 7 qualification or equivalent professional accreditation desirable.

Experience:

Minimum of 5 years' experience in a Human Resources Manager, HR Business Partner, Senior HR Advisor, or similar role.
Demonstrated experience providing strategic and operational HR support within a growing and dynamic organisation.
Proven experience managing employee relations matters, performance management processes, and organisational change initiatives.
Experience partnering with senior leaders to develop and implement people strategies aligned with business objectives.
Experience leading HR projects and driving continuous improvement initiatives.

Knowledge:

Strong knowledge of employment law, HR best practices, and employee relations principles.
Sound understanding of talent management, workforce planning, performance management, and employee engagement.
Knowledge of compensation, benefits, payroll processes, and reward frameworks.
Understanding of HR compliance, governance, and audit requirements.
Familiarity with change management and organisational development principles.

Skills:

Strong leadership, coaching, and stakeholder management skills.
Excellent interpersonal, written, and verbal communication skills.
Ability to influence, advise, and build credibility with leaders at all levels of the organisation.
Strong analytical and problem-solving skills with the ability to interpret people data and provide actionable insights.
Proficiency in HRIS platforms and Microsoft Office Suite.
Excellent organisational skills with the ability to manage multiple priorities in a fast-paced environment.
High level of discretion and professionalism when handling confidential and sensitive matters.
Commercially minded with a proactive, continuous improvement approach.

Job Responsibilities

Workforce Development & Employee Relations:

Act as a trusted advisor to managers and employees on people-related matters, ensuring alignment with company policies and UK employment legislation.
Lead and support employee relations cases, including disciplinary, grievance, capability, absence management, and flexible working matters.
Facilitate investigations, hearings, and formal meetings, ensuring fair, consistent, and legally compliant outcomes.
Partner with managers to resolve workplace issues and promote positive employee relations.
Develop and implement employee engagement, wellbeing, and retention initiatives.
Support managers in performance management processes, including objective setting, performance reviews, development planning, and performance improvement processes.
Identify learning and development needs and coordinate training initiatives to support organisational capability and employee growth.
Monitor employee feedback and engagement metrics, recommending actions to improve employee experience and organisational culture.

Talent Acquisition & Onboarding:

Develop and deliver recruitment strategies aligned with workforce planning and business objectives.
Partner with hiring managers to define role requirements, create job descriptions, and manage recruitment activity.
Manage end-to-end recruitment processes, including sourcing, screening, interviewing, selection, and offer management.
Build and maintain talent pipelines to support current and future hiring needs.
Ensure recruitment practices promote diversity, equity, and inclusion.
Manage pre-employment checks, including right-to-work verification, references, and background screening where applicable.
Oversee onboarding and probation processes to ensure a positive and effective new starter experience.

HR Operations & Systems:

Maintain accurate employee records and ensure HR systems are effectively managed and regularly updated.
Act as the primary contact for HR systems administration and reporting.
Produce people metrics and reports to support business decision-making.
Ensure HR documentation, contracts, policies, and records are maintained in accordance with legal and organisational requirements.
Support payroll processes by ensuring accurate employee data, contractual changes, and absence information are provided within agreed deadlines.

Reward & Recognition:

Support the development and implementation of reward and recognition programmes aligned with organisational objectives.
Conduct salary benchmarking and market reviews to ensure competitive and equitable remuneration practices.
Provide guidance to managers and employees on pay, benefits, and reward-related matters.
Support annual salary review and bonus processes where applicable.

Benefits & Wellbeing:

Manage employee benefits administration, ensuring employees understand and can access available benefits and wellbeing resources.
Act as a liaison between employees and benefits providers to resolve queries and support enrolment activities.
Promote employee wellbeing initiatives and support the delivery of wellbeing programmes across the organisation.
Monitor benefits utilisation and make recommendations to enhance the employee value proposition.

Absence Management:

Provide guidance and support to managers and employees regarding sickness absence, family leave, and other statutory and contractual leave arrangements.
Manage absence cases, including long-term sickness, occupational health referrals, and return-to-work processes.
Support the implementation of reasonable adjustments in line with the Equality Act 2010.
Monitor absence trends and provide recommendations to support attendance and employee wellbeing.

Health, Safety & Wellbeing:

Work in partnership with operational leaders and the HSE Lead to promote a safe and healthy working environment.
Support investigations into workplace incidents and ensure appropriate documentation and follow-up actions are completed.
Contribute to wellbeing, risk reduction, and workplace health initiatives.
Ensure managers understand their responsibilities regarding employee wellbeing and workplace safety.

HR Compliance & Governance:

Ensure HR policies, procedures, and practices comply with UK employment legislation and organisational standards.
Maintain compliance with data protection requirements, including GDPR.
Support internal and external audits and ensure HR records are accurate and audit-ready.
Monitor legislative developments and recommend policy or process updates as required.
Contribute to HR projects and continuous improvement initiatives that enhance organisational effectiveness and employee experience.
Escalate complex employee relations, legal, or compliance matters where appropriate and provide recommendations for resolution.

Other responsibilities, initiatives and ad-hoc projects as required.

Trexon

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