HR Manager Leader Advisory

Job Description HR Manager, People & Leader Advisory Please note this hybrid position (3x days in our Canary Wharf office) is an initial 6-month fixed-term contract. As HR Manager at Thomson Reuters, you will provide HR advisory and consultation support to defined business units across the UK and Ireland. Acting as a trusted advisor and escalation point, you’ll support managers and employees with moderately complex to complex people matters, including employee relations, performance management, organisational change, cyclical HR processes, and manager enablement.

The role will partner closely with HR Business Partners, HR Operations, Centres of Expertise, Governance and Compliance, Legal, Reward, Payroll, Benefits, Talent, and other specialist teams to deliver consistent, timely, and high-quality HR solutions. This role is ideal for an HR professional that enjoys partnering with senior stakeholders, solving complex challenges, and improving the way HR services are delivered. At Thomson Reuters, you’ll act as a trusted advisor, influencing decisions through sound judgement and HR expertise, balancing compliance, commercial needs with employee experience.

This is a great opportunity for someone looking to champion change, build strong cross-functional relationships, embrace new technologies, and continuously look for opportunities to simplify, automate and enhance how work gets done.

• Act as a trusted advisor and Tier 2 HR escalation point for employees, managers, and leaders across a defined UK and Ireland client group.
• Use HR case management technology as a core Tier 2 delivery channel, ensuring accurate documentation, timely case resolution, appropriate escalation, and consistent service delivery.
• Monitor case trends, SLA performance, recurring issues, and manager/employee feedback to identify risks and opportunities for improvement.
• Give practical HR advice and coaching to managers, employees, and HRBPs on everyday and complex matters, performance concerns, documentation, and people decisions.
• Use sound judgment to assess facts, spot risks, and recommend practical solutions that balance business needs, employee experience, compliance, and company values, leading with empathy in every interaction.
• Support assigned business units, countries, or segments through core HR cycles such as performance management, and help with talent management, employee surveys, bonus cycles, and pay reviews as needed.
• Work with HRBPs and business leaders to identify workforce themes, risks, and trends, and prepare reports and analysis to support workforce planning.
• Manage employee relations activity.
• Conduct or support investigations and management of grievances that are fair, confidential, and compliant, and advise managers on disciplinary action, conflict resolution, and performance improvement.
• Keep accurate case records in Ethics Point and the Global ER Tracker, and elevate recurring themes or risks when needed.
• Guide managers on performance, talent, and compensation processes in partnership with Compensation and other specialist teams.
• Make sure these processes are finished on time and applied fairly and consistently.
• Support reorganizations, reductions in force, and other workforce changes.
• Work with Legal, Payroll, Benefits, Talent Acquisition, and others to stay compliant with local labor laws, collective bargaining agreements, union requirements, and works council obligations.
• Contribute to HR projects and process improvements, such as M&A support, HR transformation, and adopting new technology.
• Work collaboratively with team members in an HR pod model, share insights in calibration discussions and help maintain the pod playbook.
• Leverage data, analytics, AI-enabled tools, and automation to improve HR advisory effectiveness, streamline work, and enhance decision-making.

• Excellent knowledge of UK and Ireland employment law, HR practices, and employee relations processes
• Demonstrable experience of providing advice and support to managers and employees on topics such as performance management and employee relations cases.

• Demonstrable HR generalist experience, ideally in a large, complex, or global organisation.
• Experience providing HR advisory support or working within a regional HR, shared services, centre of expertise, or similar HR service delivery model.
• Experience handling moderately complex to complex employee matters, including investigations,…