Senior HR Manager

Ten Health & Fitness: We are a premium, integrated wellness business. Ever heard of Circle of Care? Well Ten prides themselves on genuinely, deeply taking care of their clients. From injury to rehab, massage, strength/ conditioning and Reformer Pilates. They want to build the relationship and see you through every stage of your health and fitness journey.At Ten, it’s all about celebrating endorphins. We love the feeling you get at the end of a really good workout, and we love being able to see the benefits afterwards. For us, it’s not enough that we provide our clients with a dynamic, energising exercise programme that delivers results fast. It’s also important that we provide an experience that’s welcoming, positive and enjoyable. Everything we do at Ten is designed to help us achieve these goals. Purpose: To support the achievement of Ten’s goals through our people.  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. 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 opportunities. 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 administrative 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.  Essential skills and experience Gained through a combination of on-job experience and professional development, the core skills and experience requirements for the role include: Excellent planning and organisational skills –balances the competing demands of colleagues and clients, delivers long term plans and prioritises alongside the day-to-day.  Critical thinking skills – has the ability to manage and switch between strategic initiatives, tactical recruitment/engagement campaigns, and operational HR tasks. Effective leadership, influencing and interpersonal skills at all levels – demonstrates excellent organisational skills and role models positive people management behaviours. Confident to report to the Senior Leadership Team and demonstrates the ability to work independently. Leverages external HR specialist, legal and other suppliers/advisors. Managing at least one person and an entire HR FunctionNext stepsIf the role and TEN sound interesting to you please do apply for the role and if we believe you are suitable will be in touch to arrange an interview.Please note that due to an expected high number of applications, only those suitable will be contacted at this time.

Created: 2025-08-01