HR Advisor

Role Overview
The HR Advisor will provide professional HR support and partnering across designated faculties and professional service areas. The role contributes to recruiting, developing and supporting high?quality people aligned to organisational objectives. This is a broad generalist position managing a wide range of HR matters, offering expert advice to managers, and supporting key People Services processes.

Key Responsibilities
Employee Relations

• Provide expert advice, coaching and guidance to managers on a full range of employee relations matters, including disciplinary, grievance, performance, and capability.
• Support managers in handling sickness absence, including monitoring, Occupational Health referrals, and ensuring reasonable adjustments are implemented.

HR Processes & Organisational Change

• Support and guide managers through reorganisation activities, role changes, redundancy consultations, TUPE and flexible working requests.
• Lead and coach managers through job design, job analysis and job evaluation processes (e.g., HAY methodology).

Recruitment & Talent

• Collaborate with managers to ensure effective, inclusive recruitment practices that attract and retain high?quality talent.
• Maintain up?to?date knowledge of immigration and right?to?work requirements to support complex queries and recruitment decisions.

Policy, Governance & Compliance

• Contribute to the development and review of HR policies ensuring alignment with legislation, good practice and organisational needs.
• Act as an HR representative for committees and working groups, including joint union negotiation forums.
• Participate in discussions and negotiations with recognised trade unions.

People Data & Insights

• Provide relevant HR management information to support informed business decision?making.
• Use HR data to identify trends and recommend appropriate actions.

Training & Development

• Support the delivery of training on HR policies, employment law and good people management practice in collaboration with the Organisational Development team.

Project Work

• Act as a team member or project lead on People Services initiatives and strategic projects to improve HR processes and service delivery.

Person Specification
Essential Knowledge, Skills & Experience

• Significant, broad HR generalist experience within a large, complex organisation.
• Strong working knowledge of UK employment legislation.
• Experience supporting managers with complex employee relations, capability and performance issues.
• Excellent facilitation, influencing and negotiation skills.
• Strong organisational ability, able to prioritise diverse workstreams and manage a busy workload.
• Experience of working collaboratively with trade unions.

Attributes & Behaviours

• Strong communicator (written and verbal), able to adapt style for a range of audiences.
• Collegiate, team?focused and able to build positive working relationships at all levels.
• Solutions?focused, creative and able to handle sensitive situations with resilience and professionalism.
• Committed to equality, diversity and inclusion, promoting inclusive practices.

Qualifications

• CIPD qualified (Level 5 or above).
• Degree or equivalent professional experience.
• MCIPD desirable.

Role Overview
The HR Advisor will provide professional HR support and partnering across designated faculties and professional service areas. The role contributes to recruiting, developing and supporting high?quality people aligned to organisational objectives. This is a broad generalist position managing a wide range of HR matters, offering expert advice to managers, and supporting key People Services processes.

Key Responsibilities
Employee Relations

• Provide expert advice, coaching and guidance to managers on a full range of employee relations matters, including disciplinary, grievance, performance, and capability.
• Support managers in handling sickness absence, including monitoring, Occupational Health referrals, and ensuring reasonable adjustments are implemented.

HR Processes & Organisational Change

• Support and guide managers through reorganisation activities, role changes, redundancy consultations, TUPE and flexible working requests.
• Lead and coach managers through job design, job analysis and job evaluation processes (e.g., HAY methodology).

Recruitment & Talent

• Collaborate with managers to ensure effective, inclusive recruitment practices that attract and retain high?quality talent.
• Maintain up?to?date knowledge of immigration and right?to?work requirements to support complex queries and recruitment decisions.

Policy, Governance & Compliance

• Contribute to the development and review of HR policies ensuring alignment with legislation, good practice and organisational needs.
• Act as an HR representative for committees and working groups, including joint union negotiation forums.
• Participate in discussions and negotiations with recognised trade unions.

People Data & Insights

• Provide relevant HR management information to support informed business decision?making.
• Use HR data to identify trends and recommend appropriate actions.

Training & Development

• Support the delivery of training on HR policies, employment law and good people management practice in collaboration with the Organisational Development team.

Project Work

• Act as a team member or project lead on People Services initiatives and strategic projects to improve HR processes and service delivery.

Person Specification
Essential Knowledge, Skills & Experience

• Significant, broad HR generalist experience within a large, complex organisation.
• Strong working knowledge of UK employment legislation.
• Experience supporting managers with complex employee relations, capability and performance issues.
• Excellent facilitation, influencing and negotiation skills.
• Strong organisational ability, able to prioritise diverse workstreams and manage a busy workload.
• Experience of working collaboratively with trade unions.

Attributes & Behaviours

• Strong communicator (written and verbal), able to adapt style for a range of audiences.
• Collegiate, team?focused and able to build positive working relationships at all levels.
• Solutions?focused, creative and able to handle sensitive situations with resilience and professionalism.
• Committed to equality, diversity and inclusion, promoting inclusive practices.

Qualifications

• CIPD qualified (Level 5 or above).
• Degree or equivalent professional experience.
• MCIPD desirable.