Are you a HR generalist that is looking for their next opportunity? Would you like to work with a global brand that is always looking to develop? Look no further, this is a great opportunity.

Whilst this is a maternity leave role, you will be encouraged to develop your career, either through engaging with a range of different HR Projects, cross-functional work and your own CPD. You will be involved in:
* Delivering key change projects at the site, from leading the implementation of our technology skills development training on site, delivering a new handbook, sick policy, and well being support program.
* Working closely with the Union representatives to build and maintain a constructive relationship with Unite and local site union reps.
* Supporting culture change to ensure the commercial targets and objectives are met.
* Represent the Stamford Plant at a national level with wider business stakeholders
* Management of the Occupational Health contract

You will be a natural people person, looking to empathise and build relationships across all levels of the site and wider organisation. You will thrive in change environment, supporting groups and individuals to embrace different approaches and ways of working whilst instilling continuity of a great working culture. …

3 must haves for the role:
– Union experience + dealing with negotiations
– strong generalist HR skills
– previous experience in a HR business partner or senior line HR generalist role

If you would like to apply, send your CV to us via the link – Alternatively give Connor a call on 01489 560132

Randstad CPE values diversity and promotes equality. No terminology in this advert is intended to discriminate against any of the protected characteristics that fall under the Equality Act 2010. We encourage and welcome applications from all sections of society and are more than happy to discuss reasonable adjustments and/or additional arrangements as required to support your application.

Candidates must be eligible to live and work in the UK.

For the purposes of the Conduct Regulations 2003, when advertising permanent vacancies we are acting as an Employment Agency, and when advertising temporary/contract vacancies we are acting as an Employment Business.

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