HR Manager

To partner with the leadership and management teams, supporting employee related matters. Managing and developing the Sun Nuclear HR team (3 direct reports and 1 dotted line report). Overseeing training programs, managing the company's quarterly appraisal process, monitoring employee performance processes, dealing with employee relations matters, ensuring annual processes (example, merit reviews, bonuses) are accurately and timely delivered.

ESSENTIAL DUTIES:

• Lead the HR Team (2 HR Business Partners and 1 HR Administrator) across two sites. Indirect reporting responsibility for International HR Business Partner.
• Support leaders, managers, and employees on HR related matters, including HR policies and procedures, employee wellbeing, organizational and employee development.
• Act as the main HR point of contact for the Division President & Senior Leaders. Participate actively on Operating Committee meetings.
• Provide HR leadership in areas such as performance management, benefit programs, hiring, absence management and employee relations.
• Ensure monthly headcount data is accurately recorded.
• Drive the on-boarding for all new starters, including the induction program.
• Support the recruitment process.
• Active member of committees and special projects, including the Strategic Deployment Process, Lean, Health & Safety Committee and Engagement Committee.
• Partner with and be an active member of the global HR team.
• Drive, deliver, and communicate HR excellence by developing and implementing people plans in line with the HR strategy and site business needs.
• Lead or participate in HR related projects, making recommendations as required.
• Deliver the engagement strategy focusing on areas such as engagement surveys and internal communication.
• Support change management processes.
• Management and support of the organizations policies and processes including the Performance Appraisal lifecycle, Organization & Talent management and other projects and initiatives.
• Develop and embed a high-performance culture, including training programs.

General Responsibilities

Compensation and Benefits

• Support the successful co-ordination of the annual merit review process.
• Support the successful co-ordination of the compensation and bonus schemes.
• Support the administration of the benefit programs, including healthcare.

Employee Relations

• Manage investigations and employee relations casework, including dispute resolution, disciplinary, grievances, short and long-term sickness, appeals, restructuring/lay-offs, absence management, and performance management.
• Support managers by providing advisory and consultative services on all aspects of employee relations ensuring compliance with best practice and employment law.

Training and Development

• Support the coordination and drive training programs.
• Ensure all approved training takes place and followed-up.

ESSENTIAL REQUIREMENTS:

• Results focused and committed to achieving targets.
• Team management experience.
• Strong communication, interpersonal and influencing skills.
• Excellent knowledge of HR policies, procedures and processes.
• Knowledge of current employment law and an awareness of HR best practice.
• Able to demonstrate a high level of integrity and professionalism.
• Adaptable to changing priorities.
• Ability to build relationships at all levels.
• Experience of coaching managers on HR issues.
• Mirion Technologies is a federal contractor and therefore are subject to the federal vaccine mandate requirements.

AMOUNT OF EXPEREINCE REQUIRED:

Minimum 8 years' HR generalist experience.

EDUCATIONAL REQUIREMENTS:

Relevant HR qualification/s.

Job Candidate Privacy Notice

• Minimum 8 years' HR generalist experience.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)