HR Manager (PART-TIME), Swansea/WFH, £30,000 pa pro-rata

Role Summary

  • Provide the Ospreys with strategic and operational direction across all human resources, payroll, remuneration and benefits, as well as effective and efficient internal partnering to the operation, drawing on best practice from outside the organisation, creating a culture of continuous improvement and development and contributing to the strategic mission, vision and values of the Ospreys.

  • The HR Manager will be tasked with providing strategic direction and operational implementation, with the aim of creating a high-performance environment. They should draw on best practice from outside the organisation to create a culture of continuous improvement and development.

  • The HR Manager will demonstrate an ability to develop a 'people and culture plan’ that is aligned to the strategic direction of the business and its current stage of evolution. The role will be focused on leading HR operations in a time of transformational change, implementing HR policies and a central people strategy to drive efficiency, consistency and a 'one team’ mentality.

  • The strategy will ensure an organisational culture of high-performance and equality. This will support the Management Team in their initiative to drive corporate governance, revenue generation and cost management across the business.

  • The HR Manager should be at ease in a commercial and fast moving business without an overly engineered HR approach. They will have to display the right balance between meeting the day-to-day needs of the business with more proactive, strategic requirements.

  • Ultimately, the HR Manager must be a strong cultural fit, with the ability to work with and between the business of rugby (commercial, operations and corporate activities) and technical aspects of the Franchise. Above all, they will have an intelligent, commercial and pragmatic approach and the ability to communicate and implement practical HR solutions through effective relationships in a fast-moving environment.

Key Responsibilities

  • Develop the People Strategy and People Initiatives which will underpin the successful delivery of the business and its strategic plan.
  • Work with the Management Team to develop and then champion the execution of a high-performance working culture.
  • Provide HR expertise and support across all business areas, partnering with Heads of Departments, in developing their people’s knowledge, skills and capability to implement and embed business policies and people programmes and initiatives consistently.
  • Implement internal controls and risk management strategies - ensure the integrity of operational delivery through augmenting the existing policies, procedures and systems.
  • Perform a salary, benefits and organisational structure review.
  • Provide expertise to the Management Team and other senior colleagues, utilising appropriate internal and external expertise, when required.
  • Lead all learning and development activities, ensuring that high quality and cost effective leadership, management development and skills development programmes are implemented in line with business needs.
  • Champion and lead all people change activities, including organisation redesign, re-structuring etc. and any associated change strategies.
  • Further develop and implement effective talent management and resourcing strategies, programmes and strategic supplier partnerships to build the skills and capability of the organisation in line with budget/ headcount requirements, to ensure cost effective solutions are delivered.
  • Maintain and communicate a strong understanding of compensation and benefits within the Welsh market and categories of employees/workers; working with senior colleagues to design and implement appropriate reward strategies across all operational areas of the business.
  • Create an Ospreys approach to remuneration and career development strategies.
  • Implement Ospreys performance management and appraisal processes which meet business needs and achieve business, operational and personal goals.
  • Develop and maintain an external profile and network to support the communication and advocacy of the Franchise’s strategy and work and to draw on and import best practice to the organisation, championing and leading change when, required.
  • Stay abreast of latest best practice and employment law developments, providing proactive expertise and advice to educate the organisation and ensuring HR policies and practices are relevant and up to date.
  • Leadership (and appropriate) management of all employee relations issues providing internal advice and guidance, whilst operating consistently and being mindful of any reputational issues.
  • Operate within departmental budgets and personal authorisation limits, securing maximum value for money in the most cost-effective manner at all times.
  • Work with the Management Team and owners to align newly acquired assets at an operational HR and cultural level with the Ospreys and / or the Group philosophy.
  • Become a brand ambassador and reflect Ospreys values with all operational and strategic matters. PERSON

Ideal Candidate

  • Educated to degree level (or equivalent) is preferable.
  • Specific qualifications in HR; either post-graduate qualification or a business-related degree with a substantial HR option.
  • Membership of the Chartered Institute of Personnel and Development (CIPD) or (SHRM) is preferential.
  • Experience within a professional sports club / league or high-profile sporting organisation is desired.
  • Business awareness and commercial acumen.
  • Must be able to inspire and engage others and generate positive energy.
  • Comfortable operating within an increasingly regulated industry with multiple stakeholders (Owners, Unions, Competition Entities, Sponsors etc).
  • Will be incisive and action oriented with a focus on outcomes. • Must demonstrate operational capability and an ability to outstanding execution.
  • A flexible and pragmatic approach to problem solving with effective decision making / critical thinking skills and consciousness of reputational issues and requirements.