Hr Advisor

The HR Advisor delivers professional HR support to managers and employees across the operation. The role involves providing guidance on employee relations matters, ensuring compliance with employment legislation and relevant industry standards, and supporting the consistent application of HR policies and procedures.

Working closely with operational managers within a fast-paced warehouse environment, the HR Advisor plays a key role in promoting a positive workplace culture. The position supports the management of absence along with a range of employee relations activities, while also contributing to the recruitment, retention, and development of employees to help ensure the organisation maintains a safe, compliant, and high performing workforce.

3. Key Tasks / Responsibilities:

• Act as the first point of contact for all HR queries at the dedicated site, along with providing ad hoc support to other sites across the business as required.
• Support recruitment activities as required, working collaboratively with hiring managers and the wider People Team.
• Maintain accurate and compliant HR records in line with GDPR, governance, and internal controls.
• Promote employee wellbeing through proactive guidance, contributing to a positive and supportive workplace culture.
• Administer HR related documentation, such as offer letters and contracts of employment, invites to meetings.
• Ensure the relevant HR database is up to date, accurate and complies with legislation
• Assist with recruitment and onboarding processes, including setting up interviews, issuing correspondence, and supporting new starters.
• Assist with the maintenance and updating of the company employee database.

• Manage a diverse and complex caseload of employee relations matters, ensuring timely, fair, and legally compliant outcomes.
• Provide expert, pragmatic advice to managers and senior stakeholders across the full spectrum of ER activity, including grievances, disciplinary processes, performance management, absence, capability, probation, flexible working, and conduct issues, in line with organisational values.
• Support managers in leading investigations and formal hearings, ensuring processes are transparent, well documented, and compliant with employment law and best practice.
• Draft clear, consistent, and legally sound outcome letters, reports, and related communications.
• Facilitate mediation and informal resolution, escalating complex or high risk matters appropriately.
• Manage complex and sensitive cases, including long term sickness absence and ill health capability, supporting management with implementing any reasonable adjustments recommended by Occupational Health.
• Support managers in the consistent application of absence and performance policies, providing coaching to build confidence and capability.
• Contribute to the development, review, and implementation of people policies and procedures.
• Coach and develop managers in effective people management, strengthening leadership capability and accountability.