HR Advisor

**Job purpose**: The HR Advisor provides a solution focused HR delivery through the understanding and implementation of the HR strategy. The role is to be the single point of contact for the different business areas, providing a bespoke service in a professional and effective manner. The HR Advisor will provide pragmatic and commercial HR advice and guidance to line managers on operational business HR issues through advising of best practice, coaching, and influence.

**Role Competencies**:
**Planning Timescales**:

- To report MI to the HR Manager on a monthly basis.
- To carryout monthly Health & Safety audits on the HR department and report using appropriate system.
- To actively monitor sickness absence across all business and work with managers to ensure consistency and compliance to company policy.
- To ensure the HR calendar is prepared a year in advance covering all the HR initiatives.
- To manage the roll out of annual communications, such as annual leave.
- To provide the HR manager with monthly safeguarding reports.

**Decision Making**:

- To be able to confidentiality make decisions on Employee Relations issues.
- Be confident in making recommendations and decisions on operational issues in line with role.
- Be able to critique and make decisions even unpopular ones, with larger scale impacting projects such as restructuring.
- To be responsible for the roll out of all company policies and procedures, and to ensure they are issued and acknowledged on an annual basis.
- To empower and facilitate the HR team being able to handle and resolve all queries and questions in the remit of their own role.

**Impact & Influence**:

- To be an expert in building credible and effective relationship with the management teams.
- Play an active role in the longer-term direction of the HR Strategy & Plan, through involvement in project work.
- Build strong relationships with staff, managers, and department heads to influence decision-making on HR matters.

**Skill Level**:

- Using well thought through decision making be able to identify issues and priorities within the operation, providing objective challenge and engaging the appropriate managers to deliver solutions.
- Ensure a comprehensive compliant process when investigating ER, discipline, workers compensation and performance management issues, maintain appropriate records and take action in line with management advice to resolve issues.
- Identify skills and knowledge gaps and where development interventions are required.
- Demonstrate a good working knowledge of business KPI’s, operational checklists and HR tools in use to include, ER policies, payroll processes, HR processes and frameworks.
- Must be able to demonstrate a value-add approach.
- Manage the recruitment and onboarding process, ensuring that our hiring practices meet the needs of the business.

**Communication**:

- Work with management teams to ensure they are well informed around key messages that need to be cascaded and support in understanding the context as required.
- Must be able to demonstrate the negotiation away from the answer being “no”
- To ensure the team are kept updated with information that affects the team delivery.
- Provide expert advice, support and guidance to staff on HR queries and issues, ensuring a prompt and effective resolution to any problems.

**Budget Management**:

- To be responsible for budget within remit of role, such as monitor paper usage of team.
- Ensure that the use of the DBS process is cost effective and recorded correctly.

**Lead & Develop**:

- Provide expert advice and guidance to managers on people policies, procedures, employment legislation and the impact of organisation developments.
- Ensure own knowledge is kept up to date and relevant with changes in employment legislation, for the purposes of giving best practice advice and to be able to lead and support your own team.
- Provide support and advice to the HR & Payroll Administrators on day-to-day queries.

**Operating Parameters**:

- Work closely with the HR Manager to provide input to and deliver HR strategy and plan.
- Keep an up to date understanding of business performance across each part of the organisation.
- Respond to ER queries and manage own caseload.
- Ensure all people related policies and best practices are up to date, adhered to and maintained throughout the organisation.
- Responsible for recruitment and selection of roles in partnership within the business. Assist managers to accurately design and define roles and where required develop supporting documentation (e.g.JDs)
- Provide the highest level of confidentiality.
- Identify opportunities to enhance the efficiency and effectiveness of our HR practices.

**Essential & Desirable Job Criteria**:

- CIPD L5, qualified or equivalent - E
- Able to demonstrate solid/extensive experience in an HR generalist type role supporting managers in a fast paced, operational environment whilst being able to influence at all lev