HR Advisor

Holidays: 33 days annual leave including bank holidays - opportunity to purchase additional leave.

Working closely with Heads of Department and line managers, the HR Advisor will provide proactive, hands‑on support in all aspects of employee relations to further enhance our values driven culture, ensure formal employee concerns are well managed in line with our values and continue to build and develop management capability.

This role will contribute to strengthening positive working relationships across key areas of the organisation by promoting constructive dialogue, early intervention, and effective managerial practice. The post‑holder will develop a clear understanding of the operational needs, pressures, and KPIs within the areas they support, enabling them to offer tailored solutions that help leaders manage change confidently continuing to foster a collaborative and healthy organisational culture.

• Provide expert advice and hands‑on support to managers on all employee relations matters, including grievances, disciplinaries, performance issues, sickness absence and conflict resolution.
• Lead and manage complex and high-risk ER cases from start to finish, ensuring timely. progression and compliance with policies and employment law.
• Support and guide managers in conducting investigations, hearings and consultations, ensuring fairness, consistency and robust documentation.
• Identify and promote early intervention strategies to reduce the escalation of concerns into formal processes.
• Provide coaching, mentoring and on‑the‑job support to Heads of Department and line managers to build confidence in handling people issues.
• Deliver training or briefings on key ER topics (eg managing conflict, conducting investigations, attendance management and performance management).
• Develop practical guidance, toolkits and resources to support consistent, effective people management across the organisation
• Maintain accurate records of ER cases, identifying trends, hotspots, and areas requiring proactive intervention.
• Produce clear reports for HR leadership and senior managers, highlighting risks and recommended actions.
• Build trusted, professional relationships with managers and staff to enable effective resolution of issues.
• Provide clear, balanced advice that supports both organisational objectives and fair treatment of employees.

• Knowledge of employee relations frameworks, including grievance, disciplinary, capability, and attendance management procedures.
• Proven experience managing a broad range of complex and sensitive employee relations cases.
• Demonstrated experience coaching or supporting managers to handle people issues confidently.
• Experience working in a unionised environment or with employee representatives.
• Experience analysing ER trends or casework data to identify risks and inform action
• Experience supporting culture change initiatives or interventions to reduce ER case volumes.
• Experience developing HR guidance, manager toolkits, or delivering ER‑related training