People Manager

Who Are We:

Cardo Group is a trusted provider of building maintenance, refurbishment, and retrofit services for social housing and public sector buildings. We deliver a reliable end-to-end service that ensures homes and public spaces are safe, sustainable, and well-maintained.

We specialise in responsive repairs and voids, planned maintenance, energy-efficiency upgrades, compliance works, and major improvement programmes. Our approach combines quality workmanship, strong resident communication, and efficient project delivery to achieve the best outcomes for customers and communities.

Driven by ambitious growth plans, we continue to expand our capabilities and adapt to the evolving needs of our clients. Our reputation is built on consistent service delivery, trusted partnerships, and a commitment to doing things the right way. As we grow, so do the opportunities – for our people, our clients, and the communities we support.

Cardo Group is becoming one of the most forward-thinking maintenance and retrofit providers. As we continue to develop our footprint across the Republic and Northern Ireland, we are looking for team members to join us on our exciting journey. Do you want to be part of something great?

Role Overview:

The HR Manager is responsible for leading the day-to-day delivery of the People function, providing strong operational leadership, professional expertise and clear direction to ensure the business receives a consistent, effective and commercially focused HR service. Managing a small, multi-disciplinary team, the role combines people management with hands-on HR delivery. The postholder will be expected to provide guidance and support to the team, manage complex employee relations matters, resolve escalations and ensure that HR activities are delivered efficiently, accurately and in accordance with employment legislation and company policies.

A key priority is to develop the capability, confidence and accountability of the People team, establishing clear expectations, improving processes and ensuring managers across CCS receive practical, timely and consistent advice. Working closely with the Head of People & Governance, the HR Manager will translate wider people objectives into effective operational delivery, supporting the continued development of the HR function as the business evolves.

Key Responsibilities:

HR Leadership 

• Provide effective day-to-day leadership, direction and management to the People team, ensuring clear priorities, accountability and consistent service delivery.
• Oversee the activities of the People Partners, People Advisor, Talent Specialist and Training Coordinator, ensuring workloads are appropriately allocated and resources are effectively utilised.
• Act as the first point of escalation for the People team, providing timely advice, guidance and decisions on complex or sensitive matters.
• Develop the professional knowledge, confidence and capability of the team through coaching, mentoring, constructive feedback and practical support.
• Promote greater ownership and independent decision-making within the team, ensuring appropriate matters are resolved without unnecessary escalation.
• Remain actively involved in operational HR matters, providing direct support and taking ownership where required to maintain service standards

Employee Relations

• Act as the principal operational subject matter expert on employment law, employee relations and HR best practice, ensuring the business receives accurate, pragmatic and commercially appropriate advice.
• Take ownership of complex, sensitive or high-risk employee relations cases, including disciplinary matters, grievances, capability, absence management, dismissals, redundancies and organisational change.
• Provide guidance and oversight to the People Partners and People Advisor, ensuring cases are managed consistently, fairly and within appropriate timescales.
• Advise and support managers on the application of employment legislation, company policies and contractual obligations. · Identify potential employment risks and recommend proportionate, legally compliant solutions that balance employee rights with operational requirements.
• Oversee formal HR processes, ensuring appropriate investigations, documentation, consultation and decision-making.
• Support the management of employment disputes, ACAS Early Conciliation and Employment Tribunal matters, liaising with external legal advisers where necessary.
• Escalate significant legal, financial or reputational risks to the Head of People & Governance, with clear recommendations and proposed actions.

Operational HR Delivery

• Take overall responsibility for the effective day-to-day operation of the HR function, ensuring that core processes are delivered accurately, efficiently and consistently.
• Oversee the employee lifecycle, including recruitment, onboarding, probation, contractual changes, performance management, absence, development and offboarding.
• Ensure appropriate management of employee records, contracts, correspondence and HR documentation, maintaining high standards of accuracy and confidentiality.
• Oversee the effective use of HR systems, including Healthbox and Eploy, ensuring data integrity, process compliance and appropriate management information.
• Drive opportunities for automation, system integration and digitalisation to reduce unnecessary administration and improve efficiency.
• Ensure that managers take appropriate ownership of their people management responsibilities, with HR providing guidance, support and professional oversight rather than unnecessarily undertaking line management activities on their behalf.

Management Support

• Build effective working relationships with operational and departmental managers across CCS, developing a strong understanding of the business, its contracts, workforce and operational challenges.
• Provide credible, commercially aware HR advice that supports effective decision-making and business performance.· Support managers in addressing performance, conduct, attendance and employee engagement concerns promptly and appropriately.
• Challenge poor management practices, inconsistent decision-making and unnecessary reliance on HR, promoting greater management accountability.
• Support workforce planning, succession planning, organisational restructuring and changes to roles or reporting structures.
• Ensure the People Partners deliver a proactive, consistent and effective business partnering service across their allocated areas.
• Develop managers’ confidence and capability in handling routine people matters through coaching, guidance and targeted training.
• Work collaboratively with other central functions, including QHSE, Business Governance, Fleet & Logistics and operational management, to support wider business objectives.

Recruitment, Talent & Workforce Planning

• Oversee recruitment processes to ensure appropriate candidate assessment, selection, approvals and pre-employment compliance.
• Monitor recruitment performance, identifying opportunities to improve time to hire, candidate quality, recruitment costs and the candidate experience.
• Ensure recruitment and onboarding processes are aligned, providing a consistent and positive experience for new starters.
• Promote effective use of Eploy and integration with wider HR systems to improve efficiency and reduce manual administration.

Learning & Development

• Provide management oversight of the Training function, ensuring effective planning, administration and monitoring of employee training and development activities.
• Oversee the effective use of the company’s learning management system, Greenworkx, ensuring appropriate visibility of mandatory training compliance and completion.
• Support the continued development of induction, probation, appraisal and performance management processes.
• Ensure managers are appropriately supported in identifying development needs, setting objectives and addressing underperformance.
• Support the development of management and leadership capability across the business, with particular emphasis on people management skills and accountability.
• Monitor training effectiveness and ensure learning activities contribute to improved employee capability and business performance.

Compliance

• Ensure HR policies, procedures and processes remain legally compliant, practical and appropriate for the needs of CCS.
• Take operational ownership of the implementation and consistent application of HR policies across the business.
• Support compliance with employment legislation, right-to-work requirements, immigration sponsorship obligations and relevant statutory reporting.
• Ensure HR records and employee information are managed in accordance with data protection requirements and company procedures.
• Ensure that appropriate controls, approval processes and records are maintained for significant employment decisions. 
• Work with the Head of People & Governance on the implementation of legislative changes and improvements to the company’s HR governance framework.

Reporting

• Oversee the preparation and accuracy of regular HR management information, including headcount, employee turnover, absence, recruitment, employee relations and training data.
• Analyse workforce trends and identify emerging risks, recurring issues and opportunities for improvement.
• Provide the Head of People & Governance with meaningful insight, recommendations and updates on operational HR performance.
• Establish and monitor appropriate HR service standards and key performance indicators.
• Lead operational improvement projects within the People function, ensuring changes are effectively implemented and embedded.
• Support wider business transformation, integration and organisational development initiatives as required.
• Contribute to departmental planning, budget awareness and the effective utilisation of People team resources.

Essential Skills & Experience:

• CIPD Level 5 qualification or above, or equivalent demonstrable professional experience.
• Significant generalist HR experience, including experience in an HR management or senior HR advisory/business partnering role.
• Demonstrable experience of leading, coaching and developing HR professionals.
• Strong, current knowledge of UK employment law and its practical application in a commercial environment.
• Extensive experience managing complex employee relations cases, including disciplinary, grievance, capability, absence, redundancy and dismissal processes.
• Experience advising senior and operational managers.
• Proven ability to manage competing priorities and maintain high standards of service delivery within a busy HR function.
• Experience developing, reviewing and implementing HR policies, processes and procedures.
• Strong working knowledge of HR systems, management information and HR reporting.
• Experience supporting organisational change and continuous improvement initiatives.

Why Join Cardo Group?

At Cardo Group, we are growing, evolving, and building a stable foundation for long-term success. When you join us, you become part of a forward-thinking company that values innovation, integrity, and inclusivity.

We are dedicated to creating an inclusive workplace where everyone feels valued, respected, and empowered to succeed. We recognise that diverse perspectives strengthen our business, drive innovation, and help us better serve the communities we work with.

• ✅ Equity – We ensure fair opportunities for growth and success, removing barriers that may stand in the way.
• ✅ Diversity – We embrace different backgrounds, experiences, and viewpoints, knowing that diversity fuels creativity and progress.
• ✅ Inclusion – We foster a culture where every team member has a voice and feels a true sense of belonging.

At Cardo Group, EDI is more than a policy, it’s part of who we are. We actively promote an environment where all individuals, regardless of race, gender, age, ability, sexual orientation, or background, can thrive.

Join us and be part of a company that values you—exactly as you are.