HR Advisor with ref. BH-31086

HR Advisor

Bristol

£45,000 per annum

My client is a key organisation in the rail industry operate across the UK and overseas delivering a range of transport solutions. They are currently seeking an experienced HR Advisor to join their team in the South of England.

In this pivotal and key HR role, offered on a permanent basis, you will support the HR Business Partner, and provide comprehensive generalist advice and guidance to their designated client area (in the business area they work), with a strong emphasis on employee relations.

(S)he will also participate (and may even lead) in key HR projects in support of delivering the overall people strategy, and the successful candidate will already be established at HR Advisor level.

The role will require site-based presence across a number of locations, so the requirement and willingness to travel is essential. There will also be occasional remote/home working permitted.

Key Responsibilities:

Act as key point of contact to client’s within their business area – supporting the HR Business Partner by executing activities that will deliver the people strategies.
Deliver solutions for tactical people issues (in conjunction with agreed approaches at the more senior HR level for more complex matters), ensuring consistency in application of policy, process and practice is achieved across HRL.
Supported by L&D, execute agreed development opportunities and initiatives born from talent management activities.
Advise on pay and reward activities and support the HR Business Partner by gathering and preparing information that will facilitate associated cyclical activities.
Act as an “in team” champion / support on company values and behaviours.
Provide objective challenge to the business, offering pragmatic guidance and advice on employee related matters across the generalist remit in accordance with policy, legislation and HRL people strategies.
Case management on employee relations matters, e.g. absence/sickness, performance/capability, grievances, disciplinary, maternity etc (in conjunction with agreed approaches at the more senior HR level for more complex matters).
Build effective relationships with key internal partners.
Proactively manage the output of any people issues related to key change decisions, delivering in an appropriate and respectful manner.
Support business change and continuous improvement by supporting the delivery of HR initiatives.
Proactively use MI Reports to identify trends and patterns, highlighting any issues to HR Business Partner.
Manage operational HR activities for client area, e.g, payroll checking.
Participate in HR Projects for specific HR initiatives connected to our People & Teams Strategy.
Be adaptable to change, supporting the HR Business partner in effectively facilitating change.
Take the lead on typical/routine ER cases and update the ER Specialist & HR Business Partner on progress, ensuring escalation of complex cases as appropriate.
Provides necessary and accurate information to HR Business Partner for use in workforce/headcount planning.
Maintain and develop HR policies and process maps that reflect HRL policies.
Contribute to the successful use of performance management systems.
Ensure effective transactional HR activity is maintained.
Ensure appropriate communication at all staff levels.
Active role on wellbeing initiatives across the business.
Ensure accurate data is captured and shared with relevant stakeholders (managers & HR colleagues).

Generalist HR Activity, including supporting:-

New starter processes.
Delivery of Induction programmes for new hires.
Probationary review process.

HR Project Responsibilities:

Participate in HR projects, taking ownership of actions assigned and working to deliver those activities against the project framework timelines.
Provides updates to Project Manager for use in monthly project documentation that could be key issues for addressing and discussing.
Support the Project Manager with the communication and change management plan, offering knowledge on local challenges and expectations in implementing change.

Required Skills and Experience:

Degree educated or equivalent experience.
Minimum of working towards CIPD qualification.
Experience of managing employee relations and performance management.
Excellent Employment Law knowledge.
Ability to be proactive and work on own initiative.
Accuracy and attention to detail, whilst working under pressure.
Able to operate in a confidential and sensitive manner.
Strives to continually improve processes and procedures.
Experience in a manufacturing, engineering or other technical environment is preferable.
Experience of working in a matrix organisation and managing conflicting stakeholder priorities.

If you are interested in hearing more about this role please click ‘APPLY’ and we will be in touch.

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