The Assistant HR Manager supports the delivery of HR strategy across Guernsey and multiple jurisdictions. Working closely with the Senior HR Manager, the role is responsible for providing guidance across the full employee lifecycle, including employee relations, recruitment, learning and development, and HR operations.

The Assistant HR Manager will build strong relationships with key stakeholders and contribute to the development of HR initiatives that support business growth, employee engagement, and organisational change.

General Administration
Manage the full employee lifecycle including onboarding, probation,
performance management, learning and development, and offboarding etc.
Lead new joiner onboarding processes and develop tailored induction
programmes for a seamless integration into our workplace culture.
Maintain HR systems data ensuring timely updates and accurate reporting.

Employee Relations
Build strong relationships with employees and management and become
the first point of contact for general HR queries.
Provide guidance on employee relations matters, ensuring fair and
consistent processes are followed in line with Company policies and
procedures, and escalate complex matters to the Senior HR Manager.
Ensure compliance with employment legislation across the various
locations and remain up to date with any changes.
Draft, review, and update HR policies and procedures to ensure
consistency and compliance across Guernsey and other jurisdictions.
Workforce planning, talent and recruitment
Work closely with the Senior HR Manager to forecast talent needs based on
business growth, succession planning, and client needs.
Oversee end-to-end recruitment processes and ensure a positive candidate
experience throughout (i.e., timely feedback and offer approvals, seamless
interview processes).
Build strong and lasting relationships with recruitment agencies, ensuring
alignment with values and goals, to attract the best talent.
Learning and Development (L&D)
Support the L&D strategy by conducting learning needs analyses and assist
with annual budget forecasting.
Manage L&D costs in accordance with the allocated budget and arrange
bookings where necessary.
Arrange and deliver training initiatives across the various offices.
Promote the use of learning platforms and encourage a culture of
continuous learning and development.
Support leadership development and succession planning through tailored
learning and development pathways.
HR Systems & Reporting
Consider ways in which HR processes can be streamlined and improved to
add more value in other areas.
Provide HR systems training to new joiners as part of the onboarding
process.
Identify people related trends and risks through data analysis and reporting,
recommend new strategies and encourage data-driven decision making.
Payroll
Manage the monthly payroll processes for the various locations and
collaborating with the finance teams, and outsourced providers.
Ensure accurate and timely submission of payroll data, including new
joiners, leavers, and changes to terms.

Other
Support employee engagement initiatives, including surveys, action
planning, and cultural initiatives.
Supervise and coach junior HR team members to support team
development and knowledge sharing.
Support the performance management and reward cycles annually across
the various locations, including analysis of compensation data against
benchmarks, recommendations, performance trends etc.
Support organisational change initiatives and participate in HR projects
aligned to people strategy.