HR Manager

We are Wolves. Progressive, determined, bright, unified and humble. A pack that is hungry for success. Wolves is one of the fastest growing professional football clubs in the UK, and also boasts one of the richest histories in the beautiful game.

Formed in 1877, Wolves was a founder member of the Football League, and was one of the country’s most successful sides in the fifties and sixties. During a two decade spell the Black Country’s most decorated side won three First Division titles and one of its four FA Cups.

Fast forward 70 years and Wolves are back among football’s European elite, but this time we will compete as a sports and entertainment business across multiple brand verticals. As a challenger club, Wolves dare to be different, which is why creating world class propositions in esports, fashion
and music are all part of our ambitious plans.

At Wolves, we don’t simply look to the future, we seize it.

We take seriously our commitment to the safeguarding of children and adults at risk and to ensuring that Wolves is free from discrimination and harassment.

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Job purpose
This is a generalist role with responsibility for providing advice and support to senior managers on all aspects of Human Resources activity.

This is one of two HR Manager roles, with the HR Director making up the 3rd generalist business partner.

In addition to this, the role holder will also have the opportunity to work on HR and club-related projects to drive the club forward in achieving its strategy and business plan.

Acting as a business partner, the HR Manager will focus primarily upon specific departments but will be a support across all areas, if required.

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Key responsibilities
• Working closely with Heads of Department and their line managers to provide advice, guidance and support on all HR matters, ensuring practical and relevant solutions are provided in line with legislation and company policy. This includes (but is not limited to) supporting processes in line with sickness absence, holiday entitlement, employee relations
issues, performance appraisals, redundancy, contractual terms, probation review, disciplinary, grievance, changes of terms, family leave and performance management.
• To oversee recruitment activity for designated areas, in collaboration with the Recruitment and Onboarding Specialist including conducting interviews and sifting.
• To ensure the club’s EDI and sustainability strategy make progress in conjunction with the EDI Manager and Facilities Director.
• Contribute to the development and improvement of HR processes and policies by proactively keeping up to date with employment law and best practice.
• Demonstrate expertise in regard to appraisal processes by advising and coaching managers on performance calibration best practice.
• Drafting, peer checking and signing off on all HR-related correspondence, which includes employment contracts, offer letters, casual agreements, consultant agreements, third party supplier agreements, ad-hoc letters, maternity letters, return to work documentation and changes of terms.
• To understand and identify the different types of contract and ‘worker’ types applicable in different scenarios in order to advise managers on the correct employment relationship applicable.
• Keep up to date and accurate records on the central HR system as well as the respective trackers.
• Check all new starter, changes, leavers and overtime for designated areas before sending to payroll.
• Manage employee relations issues to ensure the best outcome, taking into account the needs of the business and the individual, in line with legislation and company policy.
• Provide guidance to managers on organisation structure and job design, including appropriate remuneration (with the support of the HR Director and Reward and Benefits Consultant) to ensure consistency across the organisation and against appropriate external benchmarks.
• This role carries a specific safeguarding responsibility – disclosure manager for the DBS service. This means that the post-holder is required to apply all relevant policies and uphold the club’s commitment to safeguarding children and adults at risk.
• Provide advice to managers on learning and development solutions, including sourcing and arranging appropriate external training, devising and delivering workshops on HR topics and delivering the induction of new staff.
• Contribute to the annual HR and payroll budget-setting.
• Lead on specific HR-related projects, either as project manager or member of a project team, as required.
• Be a role model for the club’s values and behaviours and EDI standards in order to preserve the One Pack culture.
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General responsibilities
• Compliance with club policies
• Compliance with the club’s health and safety procedures
• Compliance with the club’s safeguarding policies
• To promote the club’s values
• To work consistently to embed equality & diversity into the club
• To undertake such other duties as may be reasonably expected
• To maintain professional conduct at all times

Key relationships
• Heads of Department – there will be designated stakeholders for primary responsibility, however, will need to work across all departments and have a good working relationship with all Heads of Departments, to build trust and credibility when providing advice to assist them with decision making on people related matters.
• Line Managers – contact will range from advising to coaching depending upon the level and experience of the manager.
• Employee Population – this includes permanent employees as well as casual workforce, consultants, volunteers and bursary students.
• HR & Payroll Team – contributing to the overall development of the team and individualteam members.
• External training and recruitment partners.
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Scope of job

Complex workforce:
• Staff population circa 320 FTE / matchday casual workers circa 400, plus volunteers / consultants / bursary students.
• This role will support approx. 1/3 of this population, across numerous business areas across three campuses: football, non-football and warehousing.