Job Category:

Human Resources

Job Family:

Human Resources Generalists

Job Description:

The HR Supervisor leads the day-to-day human resources operation at the Stonehouse plant, making sure partners and their leaders receive consistent, timely and compliant HR service under UK employment law. The role leads the site HR team and delivers recruitment and selection, partner relations, personnel administration, payroll inputs, training, partner morale, health, safety and wellbeing support, policy administration and compliance with UK employment regulations. The Supervisor is the visible, hands-on HR presence on site, works closely with the HR Team Leader and plant leadership to execute HR programs, standardise HR work and implement Strategic Workforce Planning initiatives, and supports the HR Team Leader on day-to-day matters when required.

Role and responsibilities:

Lead the HR team

• Plan and prioritise the team’s daily work, assign tasks and set service standards to keep a steady workflow.

• Lead, direct and review the work of team members; coach and develop them and keep clear career paths.

• Provide primary input to hiring, performance, promotion and reward decisions for direct reports.

Partner service, employee relations and policy administration

• Act as the first point of reference for personnel policies and procedures; interpret and apply them consistently and fairly.

• Management of performance improvement, workplace investigations, disciplinary, grievance and capability processes in accordance with applicable UK employment law, the ACAS Code of Practice and company policies

• Advise and coach plant supervisors and managers on attendance, absence, performance, capability, probation, disciplinary and grievance matters, following the Code of Conduct and company policies; run investigations and prepare documentation for straightforward cases.

• Escalate complex or high-risk cases (for example tribunal risk, collective matters, restructures or redundancy) to the HR Manager and central HR support.

• Explain and communicate HR policies, pay and benefits so partners understand and value the total package.

• Implement actions to reduce turnover and absenteeism and to maintain partner morale through communication, engagement and leader support.

Partner representation and communication

• Maintain day-to-day, constructive communication with partner representatives or any employee forum or recognised trade union, where applicable, and prepare and attend meetings with the HR Manager.

• Support information and consultation activity and the application of site agreements, with the HR Manager and central HR support.

Recruitment, onboarding and internal mobility

• Run recruitment and selection for hourly, technical and intermediate positions with the Talent Acquisition team; manage agency and temporary labour requests and supplier performance.

• Carry out pre-employment and right to work checks and support UK visa sponsorship activity and sponsor licence compliance with central HR, where applicable.

• Coordinate onboarding, probation reviews and orientation of new hires.

• Administer the job bidding system and internal transfers; keep plant job descriptions up to date.

• Support local school, college and university relationships, apprenticeships, internships and summer hire programs with Talent Acquisition.

Workforce planning and administration

• Work with the HR Manager to implement Workforce Planning initiatives: shift structure, crew deployment, headcount and position design and classification.

• Prepare holiday plans and monitor staffing levels, overtime, absenteeism and agency labour as day-to-day budget items.

• Validate monthly payroll inputs (variable pay, overtime, shift allowances, statutory pay) and time and attendance data with the payroll provider; keep partner and position data accurate in HR systems.

• Report HR metrics (headcount, turnover, absenteeism, time to fill, overtime, agency use) to plant leadership.

Training, health, safety and compliance

• Coordinate partner training and onboarding programs with plant leaders.

• Ensure compliance with UK employment legislation, working time rules, equality law and UK Data Protection Act; keep HR policies and the employee handbook current.

• Support health, safety and wellbeing initiatives, occupational health referrals and reasonable workplace adjustments.

• Together with the leadership team, support compliance with Food Safety and Food Quality plans and customer requirements.

Continuous improvement

• Identify and implement minor to moderate improvements to HR processes, applying SPS principles, and standardise HR work with the HR Manager.

• Collaborate with the regional HR team to align policies, processes and the partner experience.

Key Ingredients:

• University degree in HR, Business, Labour Relations or a related field, or equivalent professional certification (CIPD Level 5 or equivalent is valued).

• About 3 years of relevant HR generalist or advisor experience (or equivalent); first experience leading or coordinating a small team is welcome. Food manufacturing, FMCG or other plant experience is a plus.

• Strong working knowledge of UK employment law and the confidence to manage everyday employee relations cases independently, including investigations, absence and performance.

• Practical knowledge of HR practices (recruitment, partner relations, payroll inputs, time and attendance, training); right to work and visa sponsorship knowledge is a plus.

• Experience working with employee representatives, forums or trade unions is valued.

• Fluent English required; an additional European language is a plus.

• Understanding of basic management approaches: work scheduling, prioritising, coaching and process execution.

• Strong communication skills: able to explain policies clearly and deliver understandable presentations.

• Problem solving and analytical skills, with the ability to evaluate the financial impact of labour deployment decisions.

• Customer service mindset, self-starter, able to work independently and as part of a team; forward thinking.

• Proficiency in Microsoft Office (especially Excel) and aptitude to master HR systems such as Workday and time and attendance tools.

We are committed to providing an inclusive and accessible recruitment process. If you require any reasonable adjustments during the application, interview or assessment process, please let us know. We will be happy to discuss how we can support you.

Schreiber Foods is an Equal Opportunity Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin and will not be discriminated against on the basis of disability.