Whilst a specific vacancy may not be advertised, we happily invite speculative applications. So if you have the relevant skills or the potential to learn them and enjoy working as part of a team then we'd really like to hear from you.

With over 150 employees there are many different roles within the company and we welcome applications from people with a range of experience and qualifications.

As an Investor in People we believe that our continued success relies upon attracting and retaining motivated and highly skilled employees and by doing the things that really matter for our customers and staff.

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Current Vacancies

There is currently 1 position available.

Human Resources Executive

Reference Number: LP114

Role Specification  

Job Title

Human Resources Executive

1. Identification of role

 Human Resources Executive, based at the company head office in Attleborough.

2. Definition of a Lee and Plumpton Manager

Any person appointed by the organisation who is responsible for controlling or administering staff and their activities.

As a Lee and Plumpton Manager, you are responsible for communicating the mission and goals of the business to your team, ensuring they are aware of all company policies and procedures relative to their working area. You will be a role model, provide clear instructions, guidance, advice or coaching for the job required, identifying any training needs. You should be approachable, encourage staff input, ensure staff are treated fairly and with respect and regularly feedback on team performance giving praise and a thank you where required.

3. Responsible to

The Commercial Director

4. Contractual Status

Permanent, full time.

Subject to six month probationary period.

5. Role Summary

As HR Executive you will be responsible for all HR functions.

You will have a clear understanding of the business strategy and business objectives and be able to devise and implement policies which select, develop and retain the right staff to meet these objectives.

Organisational and individual learning – systematically developing organisational and individual learning processes; providing employees with learning opportunities to develop their capabilities, realise their potential and enhance employability.

Management development – providing learning and development opportunities that will increase the capacity of managers to make a significant contribution to achieving organisational goals.

Create a climate in which productive and harmonious relationships can be maintained through partnerships between management and employees, and where teamwork can flourish. 

Introduce high commitment management practices, which recognise that employees are valued stakeholders in the organisation and help to develop a climate of co-operation and mutual trust. 

Help the organisation to balance and adapt to the needs of its stakeholders. Manage a diverse workforce, taking into account individual and group differences in employment needs, work style and aspirations. 

Take steps to ensure that equal opportunities are available to all and that an ethical approach to managing employees is adopted based on concern for people, fairness and transparency.

Build and develop strong relationships with Directors, Managers and all staff both internally and externally ie (London office/area sales managers).

6. Duties

  • Act as the face of HR for the company.
  • Reporting to the board on a monthly basis.
  • Responsible for senior level decision making and both day to day management and strategic direction of the organisation.
  • Develop and implement an annual agenda for HR strategy in line with the business plan.
  • Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation, as and when they occur.
  • Provide information and reports on data such as staff turnover, references, costs of internal and external training.
  • Provide advice on and administer maternity and paternity leave cases.
  • Conduct training needs analysis and designs and implement a training plan with input from business managers.
  • Ensure all staff receive appraisals in accordance with company policy and monitor sickness absence and probationary periods.
  • Ensure all job descriptions, policies and procedures are kept up to date, create new job descriptions as and when necessary.
  • Deal with any performance or grievance issues in a legally compliant and professional way.
  • Provide day to day advice to line managers on all HR issues: management of staff, remuneration, etc.
  • Review all staff salaries and make recommendations for pay rises in consultation with department managers and implement any increases and promotions.
  • Implement and maintain a succession plan for all departments.
  • Implement and encourage systems to promote communications between employees at different levels.
  • Involvement in all redundancy consultations.
  • Ensure departmental hours are calculated and forwarded to the accounts department for payment.
  • Conduct occupational health referrals and support and advice to employees.
  • Ensure a consistent approach in the implementation of HR strategies throughout the organisation.
  • Administration, co-ordination and support of staff recruitment both internally and externally, assessing future people requirements for the business in terms of both numbers, levels of skills and competence, formulating and implementing plans to meet those requirements.
  • Developing an induction programme for new employees.
  • Identifying absence issues and implementing the necessary procedures to achieve improved attendance levels.
  • Administration and co-ordination of internal and external training programmes - liaising with external training bodies as required. Including providing support in relation to Health and Safety training records.
  • Getting better results from production teams and individuals, in conjunction with relevant managers, by measuring and managing performance within agreed frameworks of objectives and competence requirements.


7. Relationships

 Be available at the company’s headquarters to attend meetings with the Management Team and Directors when required.

Maintain good communications individually with Directors and Managers across the company to ensure a cohesive approach to implementing the company’s HR strategy.

Maintain regular contact and close relationships with the company’s HR Administrator, appointed legal advisors and relevant professional bodies.

8. Physical Conditions

The role entails exposure to a busy manufacturing plant, a comfortable office environment and showroom in Clerkenwell London.

The normal hours of work are Monday to Friday 0800 to 1700.  However, as head of HR of the company, the requirements of the role will require some flexibility in working time.

9. Salary/Wages and Fringe benefits

Your salary will be benchmarked, payable monthly in arrears (to be agreed) you will be entitled to 23 days paid holiday per year including bank holidays.

Option to join the company pension scheme (company matches up to 5% of salary).

Death in service (currently 3 x salary).

Private medical insurance.

Person Specification

Human Resources Executive

10. Skills / Experience

Good written and oral communications are essential: persuasive, articulate and informative.

Must be computer literate, possessing at least an intermediate level of competence in spreadsheet, word processing and database applications.

Must be up to date on current HR issues, best practice, strategy and legislation.

The ability to organise and prioritise own workload including that of the team where appropriate.

Contribute to the development of the business.

Good problem solving and decision making skills with ability to describe how a range of commercial challenges may be overcome.

Foster learning and development amongst the HR team.

Must be able to demonstrate strong leadership ability.

An enthusiastic self-starter capable of inspiring teams to high levels of performance.

Able to relate well; to others and use interpersonal skills to achieve desired results.

Able to influence the behaviour and decisions of others on matters relating to human resources management.

Able to cope with change and uncertainty and be flexible in responding to these circumstances.

Be able to demonstrate passion – approaches all tasks in an enthusiastic way. Committed to upholding professional standards.

Previous high level experience in supporting managers with HR strategy.

11. Organisational Fit

The flexibility of approach to work within the culture of a family owned and managed business.

The tact and patience to foster change in a family-owned business where relationships are important.

12. Qualifications

CIPD Qualified and have a working knowledge of current and relevant employment law legislation.

To apply for this position, send a copy of your CV to

Closing Date: Sunday, 4 June 2017

Apply online or Download our application form.