An opportunity has arisen for an experienced HR Advisor to join a large public sector organisation, working within a business partnering model to support managers across a diverse range of services.
The successful candidate will provide expert HR advice on employee relations matters, manage complex casework, and support organisational change initiatives. This is a varied role requiring strong stakeholder management skills and a proactive approach to people management.
Key Responsibilities- Provide professional HR advice and guidance to managers on a wide range of employment matters
- Support and coach managers through disciplinary, grievance, performance management, absence management, and redundancy processes
- Manage and advise on employee relations casework in line with employment legislation and organisational policies
- Support organisational change programmes, including restructures and TUPE-related activity
- Develop and maintain positive working relationships with Trade Unions
- Analyse HR data and trends to support informed decision-making and workforce planning
- Contribute to HR projects, policy development, and continuous improvement initiatives
- Deliver training and guidance to managers and support organisational development activities
- Assist with job evaluation processes and pay and reward activities as required
Essential Requirements- Previous HR experience within a local government environment
- Demonstrable experience managing and advising on employee relations casework
- Strong knowledge of employment law and HR best practice
- Experience supporting organisational change programmes and restructures
- Ability to interpret and utilise HR data to inform decisions and recommendations
- Experience working collaboratively with Trade Unions and employee representatives
- Excellent communication, coaching, and stakeholder management skills
This is an excellent opportunity for an HR professional looking to contribute to a busy and forward-thinking HR function within a complex public sector environment.
