Jobs at Bridgemead Consulting – Apply Now

Role Context & Expanded Purpose

• The Business Operations Manager is Bridgemead’s operational backbone, ensuring that all staff and processes align with strategic objectives and performance expectations.
• This role combines operational oversight with HR leadership, translating organizational goals into measurable outcomes, optimizing workflows, and fostering a high-performing, accountable, and engaged workforce.
• The Business Operations Manager ensures that every team member is meeting KPIs, supports staff development, and drives organizational efficiency across all functions.

Expanded Key Responsibilties
Performance Management & HR Oversight:

• KPI Monitoring & Reporting: Track, evaluate, and report on staff performance against KPIs and targets. Ensure departments are aligned with strategic objectives.
• Performance Reviews: Coordinate and facilitate periodic performance evaluations, feedback sessions, and development plans.
• Staff Development: Identify skill gaps and training needs; work with managers to implement learning and development initiatives.
• Resource Planning & Allocation: Ensure teams have the tools, resources, and capacity needed to meet their objectives.

Operations & Process Optimization:

• Workflow Management: Design, implement, and optimize operational processes to improve efficiency and accountability across departments.
• Cross-Functional Collaboration: Work with department heads to identify operational bottlenecks and implement solutions.
• Resource Allocation: Ensure optimal use of staff, tools, and resources to meet organizational goals.
• Reporting & Analytics: Maintain dashboards and reports on operational performance, staff productivity, and HR metrics for leadership review.
• Policy & Procedure Development: Draft, update, and enforce organizational policies and standard operating procedures.

Organisational Strategy & Culture:

• Strategic Initiatives: Support leadership in planning and executing organizational strategies that enhance operational effectiveness and staff engagement.
• Culture & Employee Experience: Foster a culture of accountability, collaboration, and continuous improvement.
• Change Management: Support the organization in implementing change initiatives and new operational systems.
• Training Needs Analysis: Identify skill gaps and coordinate training programs across teams.

Employee Relations & Onboarding Support:

• Onboarding: Lead the end-to-end onboarding process for new staff, including orientation, documentation, role induction, and integration into teams. Ensure new hires understand KPIs, responsibilities, and company culture from day one.
• Employee Engagement & Retention: Develop and implement initiatives that boost staff satisfaction, motivation, and retention. Monitor engagement levels and proactively address concerns.
• Conflict Resolution & Workplace Culture: Act as a first point of contact for internal disputes, facilitating resolution and promoting a positive and inclusive workplace environment.
• HR Compliance: Ensure HR policies, contracts, and processes are adhered to and updated in line with best practices and legal requirements.

Qualification & Experience
Education:

• Bachelor’s Degree in Human Resources, Business Administration, Operations Management, or a related field.
• Professional certifications in HR (e.g., CIPM) or Operations (e.g., PMP) are an advantage.

Professional Experience:

• 3 – 5 years of experience in HR, operations, or a hybrid role combining both.
• Proven experience in performance management, KPI tracking, and operational optimization.
• Demonstrated ability to manage cross-functional teams and foster a high-performance culture.
• Exposure to HR processes, policies, and employee engagement initiatives in professional services or corporate environments.

Technical & Functional Skills:

• Proficiency in HRIS systems, project management tools, and productivity dashboards.
• Strong analytical skills to monitor KPIs and operational performance.
• Knowledge of HR policies, compliance, and performance management frameworks.

Core Competencies & Soft Skills:

• Strategic and operational thinking with the ability to translate goals into actionable plans.
• Excellent interpersonal and influencing skills for collaboration across teams.
• High-level problem-solving, organisational, and time-management capabilities.
• Strong communication skills to engage staff, leadership, and external stakeholders

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