HR Manager – E-Commerce

Are you an experienced HR professional ready to make a real impact in a fast-moving, operational environment? We have an exciting opportunity for an HR Manager to join our highly committed Human Resources team, supporting our growing E-Commerce operation at Glasgow Prestwick Airport.

This is a hands-on role, ideal for someone who thrives in a 24/7 operational setting, enjoys variety, and wants to be at the heart of a business that’s evolving at pace.

As HR Manager – E-Commerce, you’ll provide first-line HR advice and support across the full employee lifecycle, working closely with managers to deliver practical, people-focused solutions. You’ll play a key role in ensuring best-practice HR is embedded across the operation, using clear policies, robust processes, and a commercial mindset.

Reporting directly to the HR Business Partner, you’ll be a trusted advisor to stakeholders, supporting a dynamic workforce in a fast-paced environment where no two days are the same.

Owned by the Scottish Government, Glasgow Prestwick Airport directly employs around 500 people and supports over 4,000 jobs across Scotland’s aerospace cluster. Located at the heart of Scotland’s aviation and aerospace industry, we deliver a wide range of in-house aviation services, providing vital connections to the rest of the world.

Key responsibilities:

Employee Relations (ER)

• Provide professional advice, guidance, and facilitate / enable managers to deal with ER cases fairly, consistently and in line with current procedures and employment legislation.
• Deal with complex and multifaceted ER cases, escalating to HRBP when appropriate.
• Coach managers as required to upskill on HR related matters.
• Respond to people requests / queries as necessary.
• Partner with HR management and stakeholders to review HR policies and processes to ensure best practice and legal compliance.
• Establish and maintain meaningful relationships with Trade Union Representatives.
• Support the HRBP / DPO in ensuring compliance under Data Protection Legislation.

Occupational Health & Wellbeing:

• Proactively manage absence through the effective implementation of relevant company policies and procedures.
• Become the owner of the absence caseload, ensuring welfare meetings are carried out timely and support given, highlighting trends and complex cases.
• Ensure the health and wellbeing of our people through the effective delivery of initiatives.
• Draft and submit medical and occupational health assessment referrals in accordance with their role and / or on a case-by-case basis.
• Undertake relevant Drugs and Alcohol (D&A) related training and administer D&A tests – this requires being on an out of hours on-call roster, reacting to test results as required.

Employee Engagement & Development:

• Support and advise on performance development reviews (PDR’s) and training.
• Assist with the design, co-ordination, and delivery of training as required.
• Ensure managers are supported with drafting / issuing job descriptions.
• Aid the delivery of fit for purpose engagement initiatives in conjunction with HRBP.
• Work collaboratively with other departments to ensure effective and relevant people communication.

Compensation & Benefits

• Work closely with the finance / payroll department to advise on people related pay e.g. sick pay, maternity, paternity etc.
• Support with annual salary review processes and implementation.
• Actively promote benefits and monitor / influence uptake and improvements.
• Assist HR management with supplier / service contract renewals and related processes.

Policy and Procedure Development and Management

• Assist in developing and Implementing HR Policies: design, draft, and update HR policies in line with current legislation, best practices, and organisational needs.
• Ensure Compliance: Ensure all HR policies and procedures comply with local, state, and national employment laws, and are regularly reviewed and updated to reflect legal and regulatory changes.
• Support Policy Rollout: Manage the communication and implementation of new and revised policies and procedures across the organisation, ensuring clarity and consistency in application.
• Policy Consultation: Act as a point of contact for managers and employees regarding the interpretation and application of HR policies, providing expert advice and guidance, seeking advice from HRBP where required.
• Continuous Improvement: Monitor the effectiveness of HR policies and procedures, soliciting feedback from employees and stakeholders, and recommending improvements to enhance operational efficiency and employee satisfaction.
• Policy Training and Education: Develop and deliver training sessions or resources to ensure that staff are informed and understand the application of key HR policies.
• Record Management: Maintain and organise up-to-date policy documentation, ensuring ease of access for all employees. 

Recruitment & Retention

• Proactively support the continuous improvement of recruitment, selection, and retention, taking account of relevant regulations and driving for the best and most cost-effective solutions.
• Support with internal and external regulated recruitment audits, always ensuring compliance.

Management Information & Reporting

• Support with the collation of people metrics and produce regular internal reports as required.
• Support with external / public reporting requirements such e.g., annual gender pay gap and monthly / quarterly public sector employment surveys.
• Monitor, analyse and react to people related data and trends in conjunction with management.
• Ensure all data is accurate and up to date on relevant systems for reporting purposes.

Benefits of working at GPA:

• Cash Health Care Plan (after six months employment).
• Life Assurance 4 x salary (after six months employment).
• Auto enrolled into our Pension Scheme (after 3 months employment) – enhanced upon request.
• Electric Car Scheme.
• Bike2Work scheme.
• Technology scheme (December).
• Uniform (as required).
• Enhanced Annual leave, depending on service length.
• Free Parking.
• One hour paid break.
• Staff discounts in partnership with Duffry World Duty Free, access to their ‘Staff Shopping Website with an excellent 30% discount on most brands across the site.

 Please note that to work at GPA you are required to:

• Comply with UK Right to Work checks and provide associated relevant documentation at interview.
• Confirm your identity by providing a copy of your passport or driving licence.
• Provide GPA with a complete five-year referencing history inclusive of all employment, self-employment, and education. Any gap period of 28 days or more must be covered by a personal reference to which you must also provide                contact details.
• Upon request, provide a Criminal Record Check Certificate (Level 1 disclosure) from Disclosure Scotland. This must not display any disqualifying convictions as detailed on the Civil Aviation Authority website.
• Where applicable, undertake a Counter Terrorist Check (CTC) and understand that deployment to any security related activities is conditional upon the satisfactory result of such a check.

We are proud to be a Disability Confident employer and are committed to applying equal opportunities at all stages of our recruitment and selection process. Reasonable adjustments will be made to our recruitment process to ensure that no applicant is disadvantaged.