HR Advisor - AR

HR Advisor

Act as a trusted HR partner to managers, providing expert advice, guidance, and challenge across a broad range of employment matters. Support operational and strategic people initiatives by enabling managers to make informed, business-focused decisions while ensuring compliance with employment legislation, organisational policies, and best practice.

Key Responsibilities Employee Relations

• Provide professional advice and guidance to managers on disciplinary, grievance, performance, capability, sickness absence, redundancy, and safeguarding matters.
• Support managers throughout formal employment processes, ensuring cases are handled fairly, consistently, and in accordance with employment law and organisational policies.
• Assess and communicate employment risks, recommending practical solutions to support effective decision-making.
• Liaise with trade union representatives to maintain positive employee relations and support consultation processes.

Business Partnering and Management Coaching

• Build strong working relationships with managers across assigned service areas.
• Coach and develop managers' people management capabilities, promoting best practice and improving confidence in handling employee matters.
• Challenge and influence management decisions where appropriate, balancing business needs with legal and organisational requirements.

Change Management and Organisational Development

• Support organisational change initiatives, including restructures, service redesigns, redundancy programmes, and TUPE transfers.
• Guide managers through consultation and implementation processes, ensuring compliance with legislative and organisational requirements.
• Contribute to organisational development initiatives that improve workforce performance and engagement.

HR Data, Reporting and Analysis

• Maintain accurate employee records and organisational structures within HR systems.
• Analyse workforce data including absence, turnover, and employee relations trends to identify risks and opportunities.
• Produce management information and recommendations to support workforce planning and operational decision-making.

HR Projects and Policy Development

• Contribute to corporate and departmental HR projects, ensuring delivery against agreed objectives and timescales.
• Support the development, review, and implementation of HR policies and procedures.
• Deliver training and guidance sessions to managers and employees on HR policies, employment legislation, and people management practices.

Pay and Reward

• Support job evaluation activities by advising managers on job design and role analysis.
• Participate in evaluation panels to ensure consistency, fairness, and compliance with organisational standards.

Equality, Diversity and Inclusion

• Promote equality, diversity, and inclusion in all employment-related activities.
• Ensure HR advice, policies, and practices support an inclusive and equitable working environment.

Key Skills and Experience

• Proven experience providing HR advice and support across a range of employee relations matters.
• Strong knowledge of UK employment law and HR best practice.
• Experience supporting change management, organisational restructures, and redundancy processes.
• Ability to interpret and analyse workforce data to support business decisions.
• Experience working collaboratively with managers and trade union representatives.
• Excellent communication, influencing, and stakeholder management skills.
• Strong organisational skills with the ability to manage multiple priorities and complex casework.
• Ability to work independently, exercise professional judgement, and deliver solutions-focused advice.

Qualifications

• A-Level or equivalent qualification.
• CIPD Level 5 qualified, studying towards Level 5, or willing to work towards professional accreditation.
• Degree-level qualification desirable.
• CIPD Level 7 desirable for progression into senior HR roles.