HR Manager - FULL TIME - ON-SITE

HR Manager \- JD

ABM Alliance is a rapidly growing global B2B executive events business, delivering high\-level, invitation\-only experiences for senior business and technology leaders across the UK, Europe, North America and beyond.

Since launching in 2020, ABM Alliance has grown into a substantial international organisation, working with some of the world's leading technology and business brands and delivering a high volume of executive events, meetings and experiences globally.

We are ambitious, entrepreneurial and highly performance\-driven, with significant growth plans across the business over the coming years.

Our people are at the heart of that growth. As the organisation continues to scale, we are looking for an experienced HR Manager to take ownership of our HR function and play a key role in shaping our culture, developing our people and maintaining the standards that underpin the business.

This is a commercially focused HR role for someone who understands that great HR is about more than policies and processes. It is about building an exceptional business through exceptional people.

The Role

The HR Manager will have overall responsibility for the HR function across ABM Alliance, reporting directly to the Chief Operating Officer (COO) and working closely with the CEO's, senior leadership team and management across the organisation.

The role will have a particular focus on culture, performance, talent, employee relations and organisational effectiveness.

You will be responsible for ensuring ABM has the right people, in the right roles, operating to the right standards and within a culture that supports high performance and continued growth.

The successful candidate will act as a trusted adviser to the COO and wider leadership team, providing commercially minded, pragmatic and confident HR advice.

You will be expected to challenge where appropriate, identify issues before they become problems and ensure that people\-related decisions support the long\-term interests and objectives of ABM Alliance.

Above all, you will be a guardian of the ABM culture and standards.

Key Responsibilities

Culture will be at the heart of this role.

• Work closely with the COO and senior leadership team to define, embed and continually strengthen ABM's culture and values.


• Protect the culture and standards of the organisation as ABM continues to grow.


• Ensure culture is reflected throughout the employee lifecycle \- from recruitment and onboarding through to development, promotion and exit.


• Build an environment where ambitious, high\-performing people can thrive.


• Ensure expectations around performance, attitude, professionalism, accountability and behaviour are clearly understood.


• Identify behaviours or practices that are inconsistent with ABM's culture and work with management to address them.


• Provide the COO and leadership team with an honest and objective view of the organisation's culture and people.


• Develop initiatives that improve engagement, retention, recognition and organisational effectiveness.


• Ensure continued growth does not dilute the standards, ambition or culture that have contributed to ABM's success.

HR Strategy \& Business Partnership

• Develop and execute an HR strategy aligned with ABM's commercial and operational objectives.


• Report directly to the COO on all HR and people matters.


• Act as a key HR adviser to the COO, CEO and senior leadership team.


• Provide pragmatic, commercially focused advice on organisational, performance and employee matters.


• Support organisational design, workforce planning and future hiring requirements.


• Identify people\-related risks and opportunities that could impact the performance of the business.


• Ensure HR is a proactive business function rather than an administrative service.


• Support the leadership team through periods of growth, organisational change and development.

Recruitment \& Talent Acquisition

• Own the recruitment process across ABM Alliance.


• Work closely with department heads and hiring managers to understand current and future talent requirements.


• Ensure ABM consistently attracts high\-calibre candidates who align with both the role and our culture.


• Assess cultural alignment, ambition, attitude and work ethic alongside skills and experience.


• Review and continually improve recruitment processes, channels and assessment methods.


• Ensure recruitment is efficient, commercially sensible and delivers high\-quality hires.


• Develop a strong employer proposition and candidate experience.


• Ensure new starters receive a structured and effective onboarding experience.


• Monitor the quality and retention of new hires and provide insight to the leadership team.

Performance Management

• Establish and maintain a high\-performance culture across ABM.


• Develop clear and consistent performance management processes.


• Work with managers to establish clear objectives, expectations and standards.


• Coach managers on effective performance management and difficult conversations.


• Ensure underperformance is identified and addressed promptly.


• Support managers in managing performance issues rather than allowing them to drift.


• Ensure high performance is recognised and appropriately rewarded.


• Support probation, performance reviews, objectives and career progression.


• Provide the COO and senior leadership team with visibility of significant performance issues and trends.

Employee Relations

The HR Manager will provide expert advice on employee relations, ensuring matters are handled fairly, professionally and consistently while protecting the interests and standards of ABM Alliance.

Responsibilities include:

• Advising managers on disciplinary, grievance, capability and performance matters.


• Supporting and managing formal investigations and processes.


• Advising on sickness and absence.


• Supporting managers in resolving workplace issues effectively.


• Ensuring employment matters are handled in accordance with UK employment legislation and ABM policies.


• Ensuring managers are appropriately equipped to manage their teams.


• Identifying recurring employee relations issues and addressing their underlying causes.


• Working with external employment law advisers where appropriate.

Talent Development \& Career Progression

• Identify high\-potential employees and support the development of future leaders.


• Work with managers to establish meaningful career development pathways.


• Identify organisational skills gaps and recommend appropriate development initiatives.


• Develop training and development programmes aligned with business requirements.


• Support succession planning for key positions.


• Ensure development investment is targeted towards improving individual and organisational performance.


• Support managers in creating development plans for their teams.

Policies, Procedures \& Compliance

• Own and maintain ABM's HR policies, procedures and employee documentation.


• Ensure HR policies are commercially practical, consistently applied and legally compliant.


• Keep the COO and leadership team informed of relevant changes to UK employment legislation.


• Ensure appropriate employment contracts, processes and documentation are maintained.


• Maintain accurate and confidential employee records.


• Manage relationships with external HR, employment law and specialist advisers.


• Regularly review HR processes and identify opportunities for improvement.

HR Reporting \& People Analytics

• Produce regular HR reporting for the COO and senior leadership team.


• Monitor key people metrics including headcount, turnover, retention, absence, recruitment and performance.


• Identify trends and provide actionable insight.


• Provide the COO with an accurate and objective view of the organisation's people and culture.


• Identify potential people\-related risks before they become significant business issues.


• Use data to inform recruitment, retention, organisational design and workforce planning decisions.

Reporting Structure

Reports to: Chief Operating Officer (COO)

Key stakeholders: CEO, COO, Senior Leadership Team, Department Heads and Managers

The HR Manager will work closely with the wider leadership team but will have clear accountability to the COO for the effective operation and development of the HR function.

Person Specification

• Proven experience in a broad generalist HR role.


• Strong knowledge of UK employment law.


• Proven experience managing employee relations, including disciplinary, grievance, capability and performance matters.


• Strong recruitment and talent acquisition experience.


• Experience developing and implementing HR policies and processes.


• Experience partnering with senior leadership and management teams.


• Experience operating within a fast\-paced, commercially driven organisation.


• Experience coaching managers on performance and people management.


• Experience developing performance management and employee development processes.


• Strong understanding of culture, employee engagement and retention.

Desirable Experience

• CIPD qualification or equivalent professional experience.


• Experience within a high\-growth business or scale\-up.


• Experience supporting an organisation through significant growth or change.


• Experience developing or significantly improving an established HR function.


• Experience with HRIS and people analytics.


• Experience in organisational design and workforce planning.


• Experience developing company culture and values within a growing organisation.

Personal Competencies \& Skills

Understands that HR exists to support the performance, growth and long\-term success of the business.

Culture Focused

Passionate about creating, protecting and strengthening a high\-performance culture.

Confident

Comfortable challenging employees, managers and senior leadership when required.

Pragmatic

Able to balance people considerations, commercial requirem

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