People Manager

As a People Manager at DEPT®, your primary responsibilities revolve around collaborating with leadership to implement our vision for various people-related initiatives, managing employee relations while ensuring compliance, and enhancing the performance development cycle for all employees. You'll also devise and roll out learning and development programs, provide analytics for informed decision-making, and oversee onboarding for new hires, all while contributing to our people KPIs.

To be considered for the People Manager role at DEPT®, candidates should have experience as a People Advisor or Manager, ideally within a digital agency or tech industry. A strong understanding of UK and Irish labour laws, policies, and best practices is also essential. Additionally, emotional intelligence, confidentiality, and a passion for developing people are crucial traits we seek in an ideal candidate.

At DEPT®, we are committed to fostering employees' career development, especially in the People Manager role. You will have the opportunity to implement company-wide learning and development programs, ensuring each employee has a personalized career plan and the necessary tools for growth. Additionally, by collaborating with the leadership team, you can help outline clear paths for progression within our agency.

DEPT® provides a robust framework of training and support for its People Managers. You can expect comprehensive learning opportunities aimed at enhancing your skills and knowledge in HR practices and leadership. Alongside training, you will be offered resources for professional development, including certifications tailored to your career goals.

As a People Manager at DEPT®, you can enjoy a hybrid working model that provides flexibility. While we ask for at least two days a week in our Manchester office, you will also have the freedom to work remotely according to your preferences and our core working hours, allowing for a balanced work-life environment.

In answering this question, highlight specific experiences where you've effectively navigated employee relations issues. Discuss your strategies for maintaining compliance with regulations, resolving conflicts, and fostering open communication channels. Quantify your success when possible, such as reduced grievances or enhanced employee satisfaction.

When discussing the implementation of a learning and development program, outline a clear strategy. Start by assessing the needs of your team, then develop a structured plan that aligns with business objectives. Talk about how you would seek feedback and adapt the program to ensure it meets the evolving needs of employees, demonstrating a commitment to continuous improvement.

Share your philosophy on performance management, emphasizing the significance of regular feedback and goal setting. Discuss examples of how you've successfully led performance reviews and ensured that employees were equipped with clear objectives and a pathway for progression. Emphasize your belief in a supportive approach rather than a punitive one.

To ensure a positive company culture, discuss strategies you've used to promote engagement and inclusivity. Provide concrete examples of initiatives you've led or participated in, such as team-building activities, feedback mechanisms, or wellness programs. Highlight the importance of communication and alignment with the company's values.

Explain your strategies for enhancing employee engagement, such as conducting surveys to gauge satisfaction levels, fostering open lines of communication, and implementing recognition programs. Share successes from previous roles to illustrate how your initiatives have positively impacted organizational morale and retention.

In your response, provide specific examples of how you've utilized analytics to inform HR decisions. Discuss metrics you've tracked, such as employee turnover rates or engagement scores, and how you translated those insights into actionable strategies that improved workforce performance and satisfaction.

Talk about your conflict resolution techniques, focusing on your ability to maintain neutrality and facilitate discussion. Provide an example of a conflict you helped resolve successfully, emphasizing communication and mediation skills, and how you worked towards a solution that benefited both parties.

When answering this question, detail your approach to refining onboarding processes, such as gathering feedback from recent hires or conducting a review of current practices. Emphasize the importance of making new employees feel welcomed and prepared, and give examples of initiatives that have improved integration for new team members.

Discuss your commitment to staying current on HR trends and legal requirements. Visit websites, attend workshops, or participate in HR communities or conferences to maintain knowledge of best practices. Mention specific sources or networks you engage with that encourage your continuous learning in HR.

Here, share your long-term vision for the People Manager role, focusing on how you would contribute to DEPT®'s objectives for employee engagement, development, and retention. Emphasize innovative approaches to people management and building a culture of collaboration and diversity that aligns with the company's core values.