HR Manager
About us CST Training is one of the UK’s leading training providers, delivering accredited construction, health & safety, management, and business qualifications to individuals and organisations nationwide. With over 9,000 5-star reviews and a reputation for high-quality training, we provide flexible online and classroom-based courses designed to help learners gain recognised qualifications and progress in their careers. Our expert tutors, dedicated support team, and commitment to customer service ensure a professional and supportive learning experience from enquiry through to certification. Job Purpose This is a new role, created to give CST a permanent, senior point of ownership for HR. The HR Manager runs the day-to-day people function: leading a small team, taking personal ownership of employee relations casework, and making sure our HR processes are consistent, legally sound and actually followed. The role reports to the Operations Director and line manages the HR Coordinator and the Talent Acquisition Manager. Longer-term strategic HR projects are supported by an external HR consultant, and the HR Manager works alongside — owning everything that sits in business as usual, and picking up delivery of strategic work as capacity allows. Key Responsibilities Employee relations Own employee relations casework end to end — disciplinary, grievance, capability, absence and flexible working — from the first conversation through to outcome and any appeal. Act as the first point of escalation for line managers dealing with conduct, performance or attendance concerns. Coach managers to handle straightforward matters themselves, so that only genuinely complex or high-risk cases come to HR. Keep clear, accurate and defensible records for every case, and know when a situation needs external legal advice. Track casework volumes and themes, and feed what they show back into policy, training or management capability. Leading the HR team Line manage the Senior HR Coordinator and the Talent Acquisition Resourcer/Coordinator, including objectives, one-to-ones, development and performance. Prioritise the team’s workload so that urgent casework does not permanently displace planned work. Build enough depth in the team that HR keeps running when one person is away. Identify where the team’s skills need to grow, and put the development in place. HR operations and compliance Own the employee lifecycle: offers, contracts, right to work checks, onboarding, contractual changes, leavers and exit interviews. Keep HR policies current, legally sound and written in plain English, and make sure staff know when something has changed. Own the HR system and employee data, working within CST’s data protection obligations and alongside our external DPO. Provide accurate and timely input to payroll. Report on the numbers that matter — turnover, absence, time to hire, casework volumes — and explain what they mean, not just what they are. Recruitment and resourcing Oversee the in-house recruitment function through the Talent Acquisition Manager, including hiring plans, pipeline health and time to hire. Work with the Operations Director and heads of department on workforce planning and headcount forecasting. Keep line managers capable and consistent in how they interview, assess and select. Own pay banding and offer decisions within agreed limits. Performance, development and engagement Run the performance review cycle, and make it something managers find useful rather than an annual formality. Support managers with probation reviews, objective setting and development plans. Improve management capability across CST, particularly among first-time managers. Own engagement and retention activity, and make sure something visibly changes as a result of what staff tell us. Person Specification Essential Substantial HR generalist experience at HR Advisor level or above, in an organisation of comparable size or larger. A track record of running employee relations casework personally, start to finish, including complex or contentious cases. Current, practical knowledge of UK employment law, and the judgement to know when a situation needs legal advice. Experience of line managing others, with clear evidence of developing them. CIPD Level 5, or equivalent experience. Able to work without close supervision, set priorities and make decisions. Confident working with HR data and producing reporting that means something. A clear, plain-spoken communicator who can hold a difficult conversation and be trusted with confidential information. Able to travel to and work from our Bexley office Desirable CIPD Level 7, or working towards it. Experience of managing or overseeing an in-house recruitment function. Experience in training, education, or another regulated or accredited environment. Experience of implementing or improving an HR system. Experience supporting a dispersed workforce, such as field-based or remote delivery staff. Experience of writing and rolling out HR policy. Pay: £35,000.00-£50,000.00 per year Benefits: Childcare Company events Company pension Cycle to work scheme Employee discount Financial planning services Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-09-14, источник — Indeed.