HR Advisor

**About Deutsche Windtechnik**

DEUTSCHE WINDTECHNIK is Germany’s largest Independent Service Provider offering a comprehensive service package for Wind Turbine Generators (WTG) from one single source. With more than 6,600 WTGs under contract and more than 1,800 employees operating in several European countries, Deutsche Windtechnik sets the bar for Independent Service Provider services in the European wind energy sector.

In 2015, Deutsche Windtechnik entered the UK market and now has over 640 WTG’s/700MW under Service & Maintenance contracts, our aim being to expand further into the onshore market. Deutsche Windtechnik Ltd‘s head office is located in Livingston.

You will work closely with all departments in the UK and other group companies to ensure we are providing a level of service expected from a market leader. Although the majority of your time will be spent working in the UK you may be expected to spend some periods working with colleagues in Germany and in other DWT group countries.

At Deutsche Windtechnik Ltd, we need to make our people our priority and make it our mission to give customers a choice outside of traditional OEM service provision. Our vision is to be the preferred independent service provider for all wind farm owners and operators by making our services safer, cleaner, efficient, compliant, and right the first time

**Role Clarification**

An HR advisor is important for the day-to-day functioning of the HR department, taking an advisory role on best practices for recruitment and retention of staff as well as general HR services.

The role requires communicating with stakeholders at all levels of the business therefore strong interpersonal and confident communication skills are essential. The generalist HR advisor must be robust in their approach to deal with strong characters.

This role is a Fixed Term Contract (6 month).

**Location**

Livingston / Hybrid

**Duties & Responsibilities**
- To ensure Health & Safety is always the number one priority
- To align the company’s mission, vision and values in the HR strategy
- To be an integral support to the management team by developing effective working relationships, influencing, challenging the respective line managers on their personal style and the development and delivery of their people plans in support of the achievement of the business area and overall business strategies.
- Equip respective line managers with appropriate tools and knowledge to effectively manage their people in line with their legal obligations and their departmental plans e.g. employment status, inductions and on-boarding paperwork, performance management, absence management, training, HR administration and record keeping.
- Provide support on the research, design and development of HR initiatives and policies in support of the HR strategy.
- Provide coaching to managers on people management matters.
- Ensure the effective use of HR analytics data in order to help the business make informed decisions.
- Lead on case management, which will include providing advice, guidance and support, producing associated paperwork for cases and ensuring cases are managed in line with HR Policy.
- Provide advice and lead on change management initiatives, organisational/departmental restructures / job descriptions / outsourcing / TUPE transfers / redundancy situations etc. in order to meet legislative requirements and Company policy objectives.
- Work in partnership with respective line managers to manage employee relations issues within designated departments. Build management responsibility and capability for managing employee relations issues.
- In association with the Head of HR, monitor, interpret and implement all relevant new and revised legislation including developments to policy and procedure, ensuring that significant changes are communicated to colleagues and line management in the most appropriate manner.
- Assist in embedding a performance management culture within designated departments as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviors aligned with our values.
- Contribute to the development of the wider HR strategy in close liaison with the Head of HR.
- Support the business areas with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the designated departments to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development.
- Support the Head of HR with business specific related activities.
- Undertake ad hoc project work to address topical issues or impending statutory requirements.
- Build and maintain effective relationships with internal and external stakeholders to ensure strong partnerships and knowledge sharing.
- Provide advice and guidance on occupational healt