23 Management Roles jobs in Derbyshire

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About the Company

We are searching for a reliable, organised Management Trainee. The opportunity will allow you to gain both theoretical and practical experience in Business, Sales, People Management and Marketing. Training will be provided with the position so all candidates are welcome to apply.

About the Role

To be successful as a Management Trainee, you should have superb attention to detail and be able to promptly identify problems. Outstanding candidates will have great leadership, problem-solving, and interpersonal skills.

Responsibilities

• Completing all assigned tasks and assisting with day-to-day business operations.
• Participating in meetings, workshops, and other learning opportunities.
• Observing and learning from experienced team members.
• Gaining knowledge of company policies, protocols, and processes.
• Taking detailed notes on processes and liaising with Managers, Supervisors, and other senior staff.
• Supporting staff with sales targets.
• Travelling to different offices and participating in daily operations as required.

Qualifications

• Experience in a management or similar is preferred but not essential.

Required Skills

• Excellent verbal and interpersonal skills.
• Superb attention to detail.
• Strong leadership skills.
• A positive attitude and willingness to learn.
• A fantastic work ethic.
• Excellent time management skills.

Preferred Skills

• Experience in a management or similar is preferred but not essential.

Equal Opportunity Statement

We are an equal opportunities employer committed to creating a diverse and inclusive workplace. We believe that diversity in our workforce enhances creativity, innovation, and business success. We value and respect the unique perspectives, backgrounds, and abilities of all our employees and strive to provide an environment that promotes fairness, equal treatment, and equal opportunities for career growth and development. All employment decisions are based on merit, qualifications, and business needs.

• Developing and executing comprehensive talent management strategies, including succession planning, workforce planning, and talent acquisition alignment.
• Implementing and refining performance management processes to drive employee engagement and development.
• Designing and delivering leadership development programmes and coaching senior leaders on talent-related matters.
• Identifying high-potential employees and creating development pathways to foster career growth within the organisation.
• Partnering with business leaders to understand their talent needs and provide strategic HR guidance.
• Overseeing and enhancing employee engagement initiatives and cultural development programmes.
• Managing organisational design and change management initiatives related to talent.
• Utilising HR analytics to inform talent strategies and measure their effectiveness.
• Staying abreast of HR trends and best practices, particularly in talent management and employee development.

• Partner with business leaders to understand their strategic objectives and provide tailored HR solutions.
• Develop and implement effective talent management strategies, including succession planning, performance management, and leadership development.
• Advise on and manage employee relations issues, ensuring fair and consistent application of policies and procedures.
• Support recruitment and selection processes, working with hiring managers to attract and retain top talent.
• Develop and deliver HR initiatives that promote employee engagement, wellbeing, and a strong organisational culture.
• Manage compensation and benefits administration, ensuring competitiveness and compliance.
• Provide guidance and coaching to managers on HR best practices, legal compliance, and people management.
• Facilitate organizational change initiatives and support employees through transitions.
• Analyse HR data and metrics to identify trends and inform strategic decision-making.
• Ensure compliance with all employment legislation and regulatory requirements.

• Partner with business leaders to understand strategic objectives and translate them into effective HR initiatives, particularly in talent management and organizational design.
• Lead and support talent acquisition strategies, including workforce planning, recruitment, and selection processes.
• Develop and implement robust performance management systems, including goal setting, feedback mechanisms, and performance reviews.
• Oversee employee development programs, including training, career pathing, and succession planning.
• Drive employee engagement initiatives, conduct engagement surveys, and implement action plans to foster a positive workplace culture.
• Provide expert guidance and support on complex employee relations issues, conflict resolution, and disciplinary procedures.
• Advise on compensation and benefits strategies to ensure competitiveness and fairness.
• Ensure compliance with all employment laws and regulations.
• Act as a change agent, supporting organizational transformation and fostering a culture of continuous improvement.
• Analyze HR data and metrics to provide insights and recommendations to business leaders.
• Develop and deliver HR communications to employees and management.

• Bachelor's degree in Human Resources, Business Administration, or a related field. CIPD qualification is highly desirable.
• Minimum of 7 years of progressive HR experience, with a significant focus on HR Business Partnering and Talent Management.
• Demonstrated experience in developing and implementing talent acquisition, performance management, and succession planning strategies.
• Strong knowledge of employment law and HR best practices.
• Excellent interpersonal, communication, and influencing skills, with the ability to build credibility at all levels.
• Proven ability to manage complex employee relations issues effectively.
• Strong analytical and problem-solving skills, with experience using HRIS and data analytics.
• Ability to work autonomously and manage multiple priorities in a remote setting.
• Experience in change management is a significant advantage.
• This is a fully remote role, allowing for flexible working arrangements.

• Partner with business leaders to understand their strategic objectives and translate them into effective HR initiatives.
• Develop and implement talent management strategies, including workforce planning, succession planning, and talent development programs.
• Manage complex employee relations issues, providing guidance and support to both employees and managers.
• Oversee the performance management process, ensuring fair and effective evaluation and development.
• Advise on HR policies and procedures, ensuring compliance with employment law and best practices.
• Support organizational design and change management initiatives.
• Facilitate employee engagement surveys and develop action plans to improve employee satisfaction and retention.
• Collaborate with the HR team to ensure efficient delivery of HR services.
• Identify HR training needs and develop programs to support employee growth and development.
• Analyze HR metrics and provide insights to inform business decisions.
• Act as a trusted advisor and coach to employees and managers on a range of HR matters.

• Bachelor's degree in Human Resources, Business Administration, or a related field; CIPD qualification preferred.
• Minimum of 6 years of progressive HR experience, with at least 3 years in an HR Business Partner role.
• Proven experience in talent management, employee relations, and performance management.
• Strong understanding of employment law and HR best practices.
• Excellent communication, negotiation, and conflict resolution skills.
• Ability to build strong relationships and influence stakeholders at all levels.
• Strategic thinking and problem-solving capabilities.
• Proficiency in HRIS systems and MS Office Suite.
• Experience in a fast-paced or manufacturing environment is advantageous.

• Partner with senior leaders to understand business objectives and translate them into effective talent management strategies.
• Lead the design and implementation of talent acquisition, development, performance management, and succession planning initiatives.
• Develop and execute robust talent sourcing and recruitment strategies to attract high-caliber candidates.
• Oversee employee onboarding processes to ensure a positive and engaging new hire experience.
• Implement performance management systems that drive employee development and align with business outcomes.
• Develop and manage succession planning programs to identify and cultivate future leaders.
• Advise and coach managers on all aspects of HR, including employee relations, performance improvement, and career development.
• Analyze HR data and metrics to identify trends, measure the effectiveness of talent programs, and inform decision-making.
• Develop and implement employee engagement initiatives to foster a positive and productive work environment.
• Ensure compliance with employment law and HR best practices.
• Collaborate with the wider HR team on various projects and initiatives.
• Stay current with HR trends and best practices, particularly in talent management and organizational development.

• Act as a trusted advisor to business leaders on all talent management, employee relations, and organizational development matters.
• Develop and implement comprehensive talent acquisition and retention strategies.
• Oversee performance management processes, including goal setting, performance reviews, and development planning.
• Identify critical talent needs and implement succession planning initiatives to ensure leadership continuity.
• Partner with L&D teams to design and deliver relevant training and development programs.
• Analyze HR data and metrics to provide insights and recommendations for improving workforce effectiveness.
• Manage complex employee relations issues, ensuring fair and consistent application of policies and procedures.
• Support organizational change initiatives, providing HR guidance and support.
• Ensure compliance with UK employment law and HR best practices.
• Drive initiatives that promote employee engagement and a positive workplace culture.

• CIPD Level 5 or above qualification.
• Minimum of 5 years of progressive HR experience, with a significant focus on talent management and business partnering.
• Proven experience in developing and implementing talent strategies, performance management systems, and succession planning.
• Strong understanding of UK employment law and HR best practices.
• Excellent communication, influencing, and stakeholder management skills.
• Demonstrated ability to work effectively in a hybrid work environment.
• Strong analytical and problem-solving capabilities.
• Experience with HRIS systems and data analysis.
• Ability to handle sensitive information with discretion and professionalism.