Joining this organisation means becoming part of a dynamic, collaborative, and forward-thinking company that values continuous improvement. We work together in a supportive and inclusive environment where every employee feels included and valued.

This is an exciting time to be part of the business as it continues to pursue an ambitious growth strategy, following acquisition into the U.S. market.  The company recognises that current and future success is dependent on its greatest asset, their people. They are dedicated to fostering an inclusive and supportive environment where every employee can thrive, grow, and feel empowered to succeed.

Role Purpose

The Senior HR Advisor provides proactive HR advice and support across the employee lifecycle, acting as a trusted point of contact for managers and employees. The role combines day-to-day HR delivery with support for people initiatives, process improvement and a positive employee experience.

Key Responsibilities

People Strategy and Workforce Planning

• Contribute to the delivery of people plans that align with business objectives and organisational priorities.
• Provide informed HR insight and practical input into workforce planning, capability discussions and people-related projects.
• Identify people trends, risks and opportunities that may impact employee experience or organisational effectiveness.

Talent Acquisition and Employee Lifecycle

• Leads on fair and effective recruitment and selection activity in line with business requirements.
• Co-ordinate employee lifecycle processes including onboarding, probation, contractual changes, internal moves and leavers.
• Maintain accurate employee documentation and support initiatives that improve employee experience, retention and engagement.

Employee Relations and Manager Support

• Provide clear and consistent HR advice to managers and employees on policies, procedures and employment matters.
• Leads employee relations matters including disciplinary, grievance, absence, capability and performance concerns.
• Coach managers to resolve people matters fairly and escalate complex or high-risk matters appropriately.

Performance, Learning and Culture

• Support performance management processes including objective setting, reviews, development planning and performance improvement activity.
• Leads on learning and development activity that supports individual, team and organisational capability.
• Support career development, mentoring, engagement and culture initiatives that reinforce organisational values.

Reward, Benefits and Payroll

• Support reward, recognition and benefits administration in line with company procedures.
• Assist with salary review, benchmarking and reward-related activity where required.
• Liaise with payroll and providers to ensure employee changes and benefit queries are handled accurately and on time.

Compliance, Governance and Risk

• Ensure HR advice, documentation and processes are compliant with employment legislation, internal policies and governance expectations.
• Support policy review, implementation, audits and reporting requirements as needed.
• Maintain accurate and confidential HR records and escalate people-related risks with appropriate documentation.

HR Systems, Data and Continuous Improvement

• Maintain effective use of HR systems, people data and digital tools.
• Produce HR reports and people metrics to support decision making and identify trends.
• Identify opportunities to improve HR processes, standardise ways of working and use technology to enhance HR service delivery,

Stakeholder Management

• Build effective working relationships with managers, employees, HR colleagues and external partners.
• Act as a trusted senior HR contact, providing professional, timely and practical support.
• Collaborate with stakeholders to deliver people projects, process improvements and organisational initiatives.

Personal Requirements/Skills – Qualifications

Essential

• Strong generalist HR experience, including employee relations and employee lifecycle support.
• Good working knowledge of employment legislation, HR best practice and confidential people processes.
• Experience in a multi-country or regulated environment.
• Experience supporting managers with people matters and providing practical, balanced HR guidance.
• Experience supporting performance, learning, engagement or organisational capability activity.
• Experience supporting workforce planning, talent development or employee engagement initiatives.
• Experience using HR systems, reporting tools, digital platforms or workflow improvement solutions.
• Ability to use people data, HR systems and reports to support decision making and continuous improvement.
• Strong communication, organisation, judgement and stakeholder management skills.
• CIPD Level 5 qualified or equivalent relevant experience.