Job Posted: 16 October 2026

• Contract Term: Permanent
• Location: Newport, Isle of Wight
• Contract Type: Full time
• Salary: £38K - £40K
• Industries: Administration General Office

HR Manager

About WRS

WRS is an established, family-owned technology business providing point-of-sale systems, self-service kiosks and support services to customers across the UK and internationally.

Our people are central to our success. As we continue to grow, we’re looking for an experienced and qualified HR Manager to strengthen our HR function, support our managers and help make WRS a great place to work.

About the role

This is a hands-on role with responsibility for managing day-to-day HR activity while helping develop the policies, processes and people initiatives needed to support a growing business.

Working closely with the senior leadership team and departmental managers, you’ll provide clear, practical advice on a wide range of employment matters. You’ll be a trusted point of contact for employees, balancing a supportive and approachable manner with the confidence to handle challenging conversations and make sound recommendations.

You’ll also help managers develop their people management skills, ensuring that employee matters are addressed fairly, consistently and promptly.

This role is based at our Newport office on the Isle of Wight, with regular in-person interaction across the business.

Key responsibilities

Employee relations and management support

• Manage employee relations matters, including disciplinary investigations, grievances, absence, capability and performance concerns.

• Support managers through sensitive conversations, providing practical guidance and clear documentation.

• Advise on flexible working requests, family leave and other employment matters.

• Work with external employment advisers where specialist advice is required.

• Help resolve workplace concerns promptly and professionally, maintaining confidentiality throughout.

Recruitment and the employee journey

• Work with managers to identify recruitment needs and prepare clear job descriptions and person specifications.

• Coordinate recruitment activity alongside relevant colleagues, supporting shortlisting, interviews and offers.

• Oversee pre-employment checks, employment documentation and onboarding.

• Ensure probation reviews take place on time and that managers set clear expectations for new starters.

• Manage contractual changes, internal moves and leaver processes, including exit interviews.

Policies, procedures and HR records

• Review, maintain and communicate HR policies and procedures so they remain clear, practical and appropriate for the business.

• Keep employment contracts, letters and employee records accurate and up to date.

• Monitor developments in employment law and recommend changes with support from external advisers where appropriate.

• Ensure employee information is handled securely and confidentially.

• Develop consistent HR processes that managers and employees can understand and follow.

Performance, training and development

• Support a consistent approach to performance reviews, objectives and development plans.

• Coach managers to give constructive feedback, recognise good performance and address concerns early.

• Work with department heads to identify training needs and maintain training records.

• Support internal progression, succession planning and leadership development.

• Help employees understand the development opportunities available within WRS.

Employee engagement and wellbeing

• Build positive working relationships across all departments.

• Provide an approachable point of contact for employees seeking guidance or raising concerns.

• Support employee feedback initiatives and work with leadership to turn feedback into practical actions.

• Help communicate business updates, policy changes and people initiatives clearly.

• Promote awareness of the wellbeing support available to employees.

HR systems, reporting and payroll support

• Oversee the accuracy of HR system records, including absence, holiday and contractual information.

• Coordinate accurate and timely information for payroll, including starters, leavers and changes to pay or hours.

• Produce useful HR reporting to help leadership understand trends in absence, turnover, recruitment and training.

• Identify opportunities to improve HR administration and make better use of systems.

About you

You’ll be an experienced HR professional who enjoys taking ownership and working closely with people at every level of a business. You’ll be comfortable moving between everyday HR administration, complex employee matters and longer-term improvement projects.

You’ll understand the importance of being visible and accessible, while maintaining professional boundaries and handling confidential information with care.

Essential experience and qualifications

• A recognised HR qualification, such as CIPD Level 5 or above, or an equivalent qualification.

• Proven experience in an HR Manager role, or substantial senior HR advisory experience with responsibility for managing a broad range of HR matters.

• Strong working knowledge of UK employment law and its practical application.

• Experience managing employee relations cases, including disciplinary, grievance, absence and performance processes.

• Experience advising and coaching managers on people matters.

• A strong understanding of recruitment, onboarding, employment documentation and the wider employee lifecycle.

• Experience using HR systems and maintaining accurate, confidential employee records.

• Excellent written and verbal communication skills.

• Strong organisational skills, with the ability to prioritise competing demands and follow matters through to completion.

• The confidence to constructively challenge decisions and recommend a fair, practical way forward.

Desirable experience

• Experience working in a growing, privately owned or family-run business.

• Experience developing or improving HR policies and processes.

• Involvement in employee engagement, management development or organisational change.

• Experience introducing or improving HR systems.

• CIPD membership and evidence of continued professional development.

Why Join WRS 

This is an opportunity to take ownership of an important function within an ambitious family business. You’ll work directly with senior leadership, have the opportunity to influence how we support and develop our people, and see the impact of your work across the company.

As WRS grows, you’ll help build the foundations for a consistent, supportive and effective approach to people management.