HR Manager

As an HR Manager at GXO, you will be tasked with providing dedicated HR support for the Ollerton site within the GXO Direct Business Unit. Key responsibilities include implementing talent identification processes, managing succession planning, building employee relations agendas, and facilitating effective communication with trade unions. Supporting training programs to meet identified needs and driving the site HR People plan to align with business goals are also essential duties for this role.

To be a successful HR Manager at GXO, candidates should possess demonstrable experience in a similar fast-paced HR role. It is important to be well-versed in dealing with trade unions and collective agreements. Strong people management skills, a proven track record in change management, and the ability to build and maintain professional relationships at all organizational levels are crucial qualifications for this position.

HR Managers at GXO can anticipate an exceptional benefits package that includes a competitive salary of up to £55,000, 25 days of annual leave plus bank holidays, and a company-sponsored pension scheme. Additional benefits encompass private medical and dental insurance, a 24/7 online GP service, life assurance, and access to our MyBenefits platform for numerous high street discounts and perks.

In the role of HR Manager at GXO, you will play a pivotal part in supporting employee development by delivering on-site training programs, identifying training needs, and fostering a proactive learning culture. Implementing the Learning & Development strategy is vital to ensure that team members receive the guidance and skills development required for both their personal and professional growth.

The work schedule for an HR Manager at GXO is typically Monday to Friday, with flexible start and finish times. This arrangement allows you to balance your personal commitments while delivering effective support and managing HR initiatives within the Ollerton site, making it manageable and conducive to a healthy work-life balance.

In answering this question, you should provide specific examples that showcase your ability to build trust and rapport with employees, your strategies for resolving conflicts, and how you've navigated complex situations with trade unions or other stakeholders.

Demonstrate your systematic approach to talent identification by outlining the tools and methods you've used. Discuss ways you've worked closely with senior leadership to identify high-potential employees and ensure a strong succession pipeline.

Share specific examples of change initiatives you've led. Highlight how you communicated changes to your team, engaged them in the process, and measured the impacts of the changes on both individual performance and organizational success.

Talk about your understanding of core HR competencies such as conflict resolution, strategic thinking, effective communication, and relationship building. Relate how these skills have impacted your success in previous roles.

Emphasize the importance of continuous learning and professional development. Discuss the resources you use, such as webinars, HR associations, and continuing education courses, to ensure your knowledge remains up-to-date and relevant.

Mention various metrics and KPIs that can be used to measure HR initiatives' success, such as employee engagement scores, retention rates, and training effectiveness metrics. Be prepared to discuss specific initiatives and their outcomes.

Provide a detailed response that outlines the challenge, your approach to understanding the issue, and the steps you implemented to address it, focusing on your problem-solving and critical thinking skills.

Discuss specific initiatives and programs you've implemented that have contributed to a positive culture. This could include team-building exercises, recognition programs, or communication enhancements. Highlight the impact of these initiatives on morale and productivity.

Explain your approach to data-driven decision-making and provide examples where analytical insights have influenced HR policies or practices. Discuss any HR systems or tools you’ve utilized to gather and analyze data.

Address this question by detailing your process for identifying underperformance, gathering feedback, setting expectations, and providing support. Highlight the importance of documentation and follow-up to ensure constructive outcomes.