Senior HR Manager
Job Description and Person Specification

Summary

Job Title

Senior HR Manager

Service Area:

Human Resources

Reports to:

Reports to:

Heads of Service, Managers and Specialists

Direct Reports:

HR and Recruitment Assistant.

Key Relationships:

Studio Managers, Head of Operations, Heads of Service, Leadership Team

Base Location:

Ten Health & Fitness City Studio, Middlesex St, London E1 7JF

Flexibility:

70% office-based, 30% work from home

Working Pattern:

Role Purpose

This is a generalist HR role, requiring both strategic thinking and hands-on execution. The role involves overseeing HR policies, employee relations, and legal compliance, while managing the full employee lifecycle from recruitment to offboarding.

This role encompasses a variety of priorities, including: leading performance management initiatives, coordinating with payroll, and supporting workforce planning and recruitment strategy.

You’ll focus on enhancing engagement across a diverse range of directly employed and freelance colleague, and develop company culture. You’ll encourage and enable openness and transparency through internal communications, events, and employee satisfaction surveys; while maintaining employer branding and collaborating with external HR service providers to achieve your goals.

Location and Flexibility

This role is based primarily at Ten's City Office, near Liverpool Street station in London. You'll be expected and able to work flexibly from other Ten locations across London.There will be a 70:30 split between office-based and home-based work for this role:

• You'll benefit from collaboration and mutual support by being colocated with collegues on your office days.
• We know that time to 'get your head down' and work through your priorities will also be useful.

Our studio teams are your primary customer group and they are client-facing, working in studios 100% of their time.You'll need to be physically present to carry-out your line management duties and to offer responsive/in-person support to our studio teams.

• If you prefer not to work from home, you can choose to work 100% from an office.
• You will not be able to acheive the objectives of this role through 100% remote work, so unfortunately, we cannot offer 100% home-working for this role.

Your primary duties and responsibilities

The nature of our business means as we grow and develop, your tasks may change and adapt. Accordingly, this list of duties is not exhaustive and is likely to evolve.

HR Function

• Client First Approach : Ensure that all prospective, current and previous employees and freelancers receive exceptional service from the moment they contact HR.
• Feedback : Regularly gather and analyse colleague feedback to improve and adapt the services provided by your team. Identify continuous improvement opportunites. Address feedback and complaints promptly and professionally.
• Financial and Business Performance : Take accountability for the HR Budget and support future budgeting/forecasting activity. Align activities with broader business performance and adjust your plans accordingly.
• Reporting and Action Planning : Use financial and other business performance data to identify areas of success and make recommendations for improvement. Take actions in to improve the HR function’s performance and delivery.

People Engagement and Culture

• Colleague Communication : Take ownership of internal communications and engagement, using online tools and other channels. Create and deliver a calendar of activity, including wellbeing and other events.
• Colleague Feedback : Regularly gather and analyse colleague feedback to improve and adapt the way we engage, manage and support our teams.
• Colleague Retention : Monitor employee satisfaction and retention rates, and implement local initiatives to improve retention.
• Brand Induction, Onboarding and CPD : Work with Ten’s Marketing and Operations Teams to ensure our brand induction and internal engagement programmes are relevant. Utilise various channels, including Actimo (internal comms platform), internal email, Teams, knowledge base, etc. whilst complying with Ten’s brand standards.
• Build the Ten Community : Build a community of colleagues (both employed and freelance), hold regular events and add value through ‘Little Acts’ that make Ten memorable. Build relationships with local businesses, community organisations, and prominent community figures to promote Ten as an employer of choice.

People and Performance Management

• Share performance data : Share appropriate people data with colleagues to ensure they are aware of their performance, celebrate success and share good practice, and take action to improve areas of underperformance
• Operations and People Management : Support studio managers and other line managers with clear and concise policies, frameworks and procedures. Support managers with training to implement policies in a pragmatic, commercially viable, and above all, person-centred way.

Employee Relations and Employment Law

• Terms and Conditions : Oversee the range of Ts&Cs in use for both employed and freelance colleagues. Manage current and legacy Ts&Cs appropriately and support/advise managers to resolve any queries.
• Legal Compliance : Ensure compliance with relevant employment and contract law across our all HR practices.
• Payroll Compliance : Liaise with our Finance Team to ensure accurate payroll input and compliance.

Recruitment and Workforce Planning

• Attraction, Recruitment and Selection : Manage the end-to-end attraction, selection and recruitment processes. Take oversight and support of administratie processes and review our recruitment advertising for both compliance and brand voice.
• Pipeline Management: Provide regular reporting on recruitment metrics and progress.
• Workforce Planning: Collaborate with Chief of Staff and our Head of Operations, Heads of People. Manage, maintain and update our Workforce Plan with a balance of proactive activity, succession planning and talent development.
• Employer Brand: Proactively develop our online and offline recruitment practices to reflect our brand. Oversee the organisation's presence on Glassdoor and similar platforms. Take steps to respond to feedback and continually improve our ways of working.

Employee Lifecycle Management

• Tech-enabled processes: Ensure a seamless process through interviews, onboarding, check-ins, performance reviews, key meetings, changes, promotions, etc., by using our ATS, HRIS and other technology.
• End to end employee journey: Manage the full employee journey, from recruitment through onboarding to offboarding. Develop an alumni programme to encourage returners.
• Career Pathways : Develop and communicate career pathways in collaboration with the Head of Operations, Chief of Staff, and other functional leaders.

Person Specification

You’ll need to demonstrate and apply the following essential skills, experience and knowledge to be successful in this role.

• MinimumCIPD Level 5 qualificationand current membership with CIPD. CIPD Level 7 is an advantage.
• Proven experience in a standalone HR role or similar capacity, with the ability to work independently while leveraging external support where necessary (e.g., HR Consultancy. Legal Advisor, Background Checking service, Insurance, Tax Specialist).
• Strong generalist HR experience with excellent attention to detail.
• Critical thinker with the ability to manage both strategic initiatives and operational HR tasks.
• Passionate about talent acquisition and retention, with a clear understanding of best practices in recruitment.
• Effective communicator, capable of explaining HR policies and procedures to senior managers and stakeholders.
• Confident reporting to the Senior Leadership Team (SLT), including Chief Executive, Chief of Staff, Head of Operations, etc.
• Organised, agile, and results-oriented – a self-starter who sees tasks through to completion.
• Able to balance day-to-day delivery with long-term HR planning and development.

See the attached Job Description and Person Specification for full details: