HR Advisor

Job Summary

The role will work closely with line managers supporting them with the organisation, performance and development of their teams.

Additionally, the role will play an integral part in supporting the HR and L & D team to help drive forward the HR strategy across the business, this will include supporting new acquisitions with the TUPE due diligence, consultation and integration process

• Minimum 2 years previous experience in an HR Adviser position
• CIPD Level 5 qualified
• Strong knowledge and interpretation of employment law with ability to apply commercially and translate into policy
• Experience of managing all ER issues including disciplinary and grievances
• Working knowledge of HRIS
• Excellent verbal and written communication skills with ability to hold challenging conversations at all levels of seniority

Main Responsibilities 

• To build and develop effective working relationships with Line Managers and to provide support and guidance on all HR related matters.
• To support mangers by offering advice and support on complex, sensitive and sometimes contentious employment related issues.
• To provide HR advice and support in relation to discipline and grievance, sickness absence, performance management, organisational change and training and development. To attend formal meetings as required, support investigations and prepare for meetings/hearings.
• To support and attend Tribunal Hearings as and when required.
• Assist with and where appropriate lead on TUPE processes and undertake the consultation process with staff. Liaise with external service providers and other outside organisations to facilitate the accurate transfer of due diligence information.
• To take responsibility for the implementation of all HR policy, ensuring that all HR issues are dealt with within the relevant timescales, and effective HR systems in place in accordance with agreed policies.
• To provide advice and guidance on pay and reward structures and facilitate job evaluation processes where appropriate.
• Monitor key recruiting metrics, e.g.turnover and retention rates
• Prepare reports for management when requested using HR metrics.
• Support annual and quarterly processes such as pay and performance reviews and board reports.