JOB PURPOSE

The Senior HR Manager ensures a professional, proactive and commercially focused HR generalist service is provided to leaders and employees across the Our Group (Bailiwick of Guernsey, Jersey, Isle of Man, the Falkland Islands, St Helena, Ascension & Diego Garcia). The role plays a key role in fostering a positive and inclusive culture, strengthening leadership capability, driving employee engagement, and improving organisational effectiveness.

The role has end-to-end responsibility for the effective management and delivery of HR services, with accountability for HR delivery, people risk management and continuous improvement across the employee lifecycle. The Senior HR Manager also ensures compliance with all relevant local employment legislation, while providing high-quality strategic and operational people support aligned to business objectives.

MAIN DUTIES AND RESPONSIBILITIES
Leadership & HR Team Management

Manage and develop the HR team members, ensuring the effective delivery of HR services across the full employee lifecycle.

Drive alignment of HR standards, policies and practices across the The Group wherever practical, balancing local legislative requirements with consistency, efficiency and best practice.

Work collaboratively with HR colleagues to streamline HR processes, improve data quality and implement new HR initiatives.

Provide oversight and quality assurance of HR data input, ensuring accuracy, consistency and compliance.

Act as the initial escalation point for complex HR matters

Maintain awareness of external HR best practice, legislative developments and market trends, translating insight into practical improvements for the business.
Recruitment & Resourcing

Oversee and support the end-to-end recruitment process, ensuring high-quality, cost-effective hiring aligned to workforce plans and budgets.

Support workforce planning activities, ensuring resourcing, capability and succession plans align with business strategy and financial forecasts.

Support the management of recruitment agency relationships, including fee negotiation, enforcement of agreed terms and value-for-money delivery.

Support managers with selection, assessment and onboarding to ensure a positive candidate and new-starter experience.

Management Advice & Employee Relations

Provide expert advice, guidance and coaching to line managers and senior leaders on all people-related matters, balancing best practice, legal compliance and commercial realities.

Act as the primary owner of day-to-day and complex employee relations matters, including disciplinary, grievance, capability, absence and redundancy processes, ensuring fair and legally compliant outcomes.

Develop clear guidance materials and deliver training to managers and HR colleagues on HR policies, processes and people management capability.

Support the HR Director with organisational change initiatives, including consultation processes and changes to terms and conditions.

Monitor absence trends, advising managers on effective absence management and supporting employee wellbeing through welfare check-ins, reasonable adjustments and Occupational Health referrals where required.

Advise managers on employment terms, conditions and local employment legislation across multiple jurisdictions.

Support succession planning and talent management activity, identifying key risks and single points of failure and contributing to mitigation plans.

Support organisational design reviews, role clarity and structural changes to improve efficiency and effectiveness.

Engagement, Culture, DEI & EVP

Lead and oversee employee engagement, wellbeing and sustainability initiatives, including the annual Shine Awards.

Measure and evaluate the effectiveness of engagement and wellbeing initiatives, using insight to inform continuous improvement.

Lead and embed Diversity, Equity and Inclusion (DEI) initiatives, ensuring inclusive policies, practices and behaviours are integrated across the employee lifecycle.

Act as a subject matter lead for the Employee Value Proposition (EVP), supporting its development, articulation and alignment across recruitment, onboarding, reward, development and engagement activities.

Appraisal, Learning & Development

Oversee the bi-annual appraisal process, ensuring timely completion, consistency and fair application across the organisation.

Ensure performance and development frameworks support accountability, capability building and progression.

Provide analysis of appraisal outcomes, highlighting trends, performance concerns and inconsistencies to the HR Director.

Work with HR colleagues and line managers to identify learning and development needs arising from performance reviews and business priorities.

Review, maintain and continuously improve the Sure Academy Scheme, ensuring it remains aligned to evolving business needs, capability requirements and future skills.

Ensure learning solutions are relevant, timely and deliver a clear return on investment.

Reward, HR Operations & Risk

Govern the application of reward frameworks, ensuring decisions are consistent, market-aligned and compliant with equal pay principles.

Provide reward insight and recommendations to the HR Director to support attraction, retention, affordability and fairness.

Manage HR administration associated with salary review and bonus processes, including exceptional pay reviews, salary and bonus letters and benchmarking activity.

Support the HR Director in monitoring headcount and workforce data through FTE and management reporting.

Ensure the timely processing of housing and work permits

Ensure HR policies, processes and procedures remain compliant with local legislation and aligned to business needs.

Produce regular and ad hoc HR reports, including absence, reward, training and workforce data, to support informed decision-making.

Proactively identify and manage people-related risks, ensuring HR processes, documentation and controls are audit-ready.

Provide accurate and timely instructions to Payroll for monthly processing, ensuring changes to pay, allowances and deductions are correctly authorised and communicated.

Support internal and external audits and respond to regulatory or compliance reviews as required.

Own the effectiveness of HR systems and data management, driving automation, self-service, process efficiency and a positive employee experience.

In addition, the person will be required to

Understand and comply with the licence and other regulatory rules applying to the position.

Understand and comply with the Data Protection Law as it relates to the position

Understand and comply with the Health and Safety responsibilities relevant to the role as defined in the Sure Safety Policy

Work in accordance with the safety procedures and safe working policies of Sure

Undertake appropriate security awareness training covering information security, data protection, financial crime and payment card data and comply with their information security responsibilities. This awareness training includes understanding of the incident reporting process to be followed in the event of the employee suspecting, causing, or discovering an information security incident.
Due to the nature of this position, the postholder must hold a satisfactory Basic Police Disclosure. All disclosures of a criminal background are treated with the strictest confidence and checks will only be made in connection with suitability for a post and for no other purpose.
Convictions likely to be considered relevant to this post include dishonesty and those indicating a breach of trust, due to the security requirements of the role.

SKILL REQUIREMENTS

MCIPD qualified

Minimum of 5 years experience in a broad, generalist HR role within a fast-paced commercial environment

Strong working knowledge of employment legislation across multiple jurisdictions

Proven experience advising and coaching managers on complex people matters

Experience line managing and developing HR team members

Demonstrated ability to balance risk, commercial priorities and employee experience in complex environments.

Confident, credible and able to challenge constructively

Excellent written and verbal communication skills

Highly organised with the ability to manage competing priorities

Self-motivated and able to work independently and collaboratively

Strong IT and HR systems capability