The Resource Manager plays a pivotal role in ensuring the attraction is equipped with an engaged, operationally ready workforce. This includes leading recruitment and onboarding activities, conducting interviews, managing training coordination, absence tracking, and intaking employee relations matters in collaboration with the local People Business Partners and the People Hub. The role line manages the Resource Associate(s) and works cross-functionally with operational teams and the People function to ensure colleagues have a consistent, compliant, and positive employment journey from hire to daily operations. The Resource Manager will also resolve any complex cases that are escalated, working to find resolutions in partnership with the People hub, onsite People Business Partner or the business. This position is instrumental in fostering a positive new starter experience, supporting recruitment efforts, maintaining compliance, and contributing to the success of the Resort.

Resource Support:

• Lead recruitment activities for front-line operational roles, ensuing alignment with job requirements and company values, including identifying variable resourcing requirements, raising requisitions, coordinating recruitment events.
• Identifying hiring needs proactively to ensure recruitment is timely and in advance to enable the operation.
• Support hiring managers throughout the interview process, including scheduling and selection.
• Partner with the People Team and People Hub to ensure recruitment activity is aligned to operational forecasts.
• Lead and manage the company’s absence management processes.
• Provide support to managers and employees on absence-related matters.

Onboarding and Site Induction:

• Deliver and oversee engaging and compliant onboarding processes including site inductions and documentation checks (e.g., right-to-work, DBS) for all new starters.

• Deliver engaging and informative site inductions for all new starters. The bulk content of which will be provided centrally but you will ensure the content is site specific for your location. 
• Collaboration with other functions, People team and H&S to ensure site specific content is accurate and up to date.
• Look to improve the employee journey liaising with the hub and departments.
• Ensure the team are coordinating Uniform sizing checks, and ad hoc sight testing where required.
• Act as a central point of contact for new hires to ensure a smooth and supported transition into their roles.
• Monitor onboarding quality and take continuous action to improve the new joiner experience.
• Lead onboarding process and ensure the team of Resource Associates are checking that all new starters have completed onboarding before their site induction.
• Act as a central point of contact for new hires to ensure a smooth and supported transition into their roles.
• Monitor onboarding quality and take continuous action to improve the new joiner experience.

Training and Development Plan Management:                              

• Maintain and track structured training plans for front-line colleagues across all departments.
• Work with departmental leaders to ensure completion of mandatory and operational training.
• Gather feedback on training effectiveness and collaborate to refine content and approach.
• Identifying training needs and gaps and ensure training is planned and timely to enable the operation.

Employee Performance and Conduct:

• Provide support to managers on performance and conduct related matters, as guided by the People Hub.
• Lead absence management processes including accurate tracking, return to work interviews (where required), and absence reporting.
• Maintain detailed workforce data, supporting operations and the People Hub with performance-related casework and employee relations matters.
• Support the People Hub in providing advice and support to line managers on day-to-day ER concerns, engaging and escalating to local People Business Partners when needed.  
• Collaborate closely with the People Hub to manage the resolution of low-level employee relations issues such as sickness, absence and lateness and conduct where needed, offering guidance and assistance to Zonal Managers and front-line leads, while ensuring adherence to company policies and fostering a positive workplace culture.
• Ensure documentation for ER cases is accurate and timely, supporting investigations or formal meetings when required.
• Resolve any escalated complex cases working to find resolution in partnership with the People Hub, onsite People business partner or the business.
• Act as a trusted local contact for operational teams navigating people-related concerns. 

Leadership and Team Development

• Line manage and develop the Resource Associate(s), ensuring they are equipped to deliver effective onboarding and workforce administration.

• Champion high standards in colleague engagement and consistency across all people support processes.

Compliance and Administration

• Maintain accurate records for onboarding, training, ER, and absence in line with GDPR and audit expectations.
• Ensure all workforce-related processes meet Merlin's policy, legal and safety standards.
• Report on turnover analysis, providing data to the People Business Partner so they can recommend retention strategies.

Health & Safety

• Oversee compliance of policies and procedures set forth within the Merlin Entertainments Group Health, Safety and Security Policy.
• Understand risk assessments and ensure reporting of any new risks as appropriate.
• In cases of incidents or accidents ensure appropriate reporting is done in a timely and accurate manner.
• Actively share ideas, comments, and suggestions for improving safety within their work areas with their appropriate line manager.

• Proven experience in recruitment, onboarding, HR administration, or workforce coordination.

• Confident and competent in conducting interviews and assessing candidate suitability.

• Experience supporting or managing employee relations issues in partnership with HR teams.

• Familiarity with absence, performance, and compliance processes.

• Prior team leadership or mentoring experience is advantageous.

Operational Excellence: Design and implement onboarding and training processes that ensure smooth integration of new hires. Ensure adherence to operational standards and policies, maintaining consistent and high-quality outcomes. Proficient in running and evaluating interviews and coordinating recruitment activities.

Attention to Detail: Maintain precise and organized records for new hire onboarding, training plans, and compliance processes. Ensure all employee documentation and processes, including absence management, are completed accurately and promptly. Accurate record-keeping and process execution across ER activity.

Problem Solving: Address onboarding and compliance challenges proactively, leveraging analytical skills to provide solutions. Resolve issues related to absence management and employee relation issues, in combination with the People Hub. Work with relevant managers to meet relevant department training requirements.

Collaboration & Communication: Partner effectively with the Planning and Experience team, hiring managers, the People Hub and external providers to deliver seamless resource management. Foster open communication across departments to ensure alignment on training and induction needs. Effective and professional communication skills, tailored for candidates, colleagues, and leaders.

Adaptability & Flexibility: Support the business and operational needs by remaining responsive to the fast-paced needs of an attraction environment and being adaptable and flexible with responsibilities and shift requirements. This position will require flexible scheduling to support the Resort's needs, including: varied days, holidays, weekends.  

Leadership: Able to guide, coach, and develop a small team while maintaining high standards.

Own Your Craft:

• Continuously sharpen your expertise, seek personal growth, and help others to develop in their roles.
• Actively listen to feedback and integrate it into improving performance.
• Stay curious and draw inspiration from both industry and the broader world to keep at the cutting edge of entertainment.

Go Together:

• Foster strong, trusting relationships by collaborating with colleagues across teams, locations and cultures with empathy and mutual support.
• Lead your team and work together to solve problems, leveraging diverse perspectives to find the best solutions.
• Commit to decisions once made, and act swiftly to drive progress and deliver results.

Enjoy the Ride:

• Bring a sense of fun, positivity, and energy to the workplace, creating a joyful environment.
• Manage and encourage others during challenges, viewing setbacks as opportunities to learn and grow.
• Cultivate a welcoming atmosphere where people feel valued, included, and like they belong.

Drive & Discover:

• Take ownership and initiative, delivering excellence and explore ways to improve experiences.
• Prioritize tasks that have the greatest impact, focusing on quality over quantity.
• Proactively explore new opportunities to improve guest experiences, taking calculated risks to drive innovation.

We Care:

• Go above and beyond for both guests and colleagues, showing thoughtfulness in every interaction.
• Uphold uncompromising standards of safety, security, and welfare, prioritizing the well-being of everyone.
• Actively contribute to making a positive impact on the environment and local communities, demonstrating social responsibility in all decisions.
• Prioritize wellbeing and contribute positively to our community and workplace.

BeNEFITS:

• Excellent health care options (medical, dental, and vision that encourage preventative care).
• Outstanding Paid Time Off (PTO) that allows for adventure, rest, relaxation, or recuperation.
• Merlin Magic Pass for friends and family to enjoy the parks & attractions
• Recognition Programs and Rewards
• 401(k) program with company match
• Tuition reimbursement programs
• Numerous learning and advancement opportunities