The People Advisor provides day-to-day HR advisory support to managers and employees across the UK and Netherlands, ensuring consistent, compliant, and commercially sound people practices in both jurisdictions. The role bridges local employment law nuances with a unified people experience, acting as the first point of contact for employee relations, policy interpretation, learning and development and HR process execution in both countries.
Desirable experience includes exposure to a PE-backed or investor-owned business, experience supporting HR within a multi-site or hybrid-working environment, and familiarity with procurement, Tech or finance sector organisations. Hands-on experience with a modern HRIS and a track record of producing meaningful people data and MI reports are also advantageous.
Knowledge & Technical Understanding:
The role requires a solid and up-to-date grounding in UK & Dutch employment law, HR policy development, and best practice people management. A working knowledge of GDPR as it applies to employee data and HR record-keeping is essential.
Fluent English required; Dutch language skills are a strong advantage
Provide first-line advice to managers on performance management, disciplinary and grievance matters, absence management, and probation reviews, in line with UK and Dutch employment law.
• Managers report confidence in handling people matters
• HR queries resolved accurately and promptly
• Consistent HR service delivered across all business areas Employee Relations & Case Manage a varied
caseload of ER matters including disciplinaries, grievances, absence management and PIPs in a
fair, legally compliant, and well-documented manner.
• ER cases resolved within agreed timescales
• Reduction in long-term absence and repeat ER cases
• Documentation audit-ready; escalations handled appropriately Manage end-to-end lifecycle processes: onboarding, contract changes, family leave (UK statutory leave vs. NL ouderschapsverlof/zwangerschapsverlof), and offboarding/termination in both countries.
• Partner with payroll providers/local partners to ensure accurate, compliant processing of starters, leavers, and changes.
• Support engagement with the Dutch Works Council (Ondernemingsraad), including preparing advisory requests and consultation documentation where required by law. Onboarding & Talent Acquisition Support Partner with hiring managers and talent acquisition to support recruitment processes, right-to-work checks, and deliver a high-quality onboarding experience for all new starters.
• Pre-employment checks completed accurately and on time
• New starter feedback reflects a positive first-day experience
• Onboarding completed consistently in line with Proactis standards HR Data, Reporting & Systems Maintain accurate employee records within the HRIS and produce regular MI reports to support data-driven people
decisions on headcount, absence, turnover and recruitment.
• HRIS data accuracy maintained at all times
• MI reports delivered to schedule for People team and stakeholders
• Employee files GDPR-compliant and audit-ready Maintain and update HR policies and handbooks
that reflect both UK statutory requirements (e.g. ACAS Code of Practice, Working Time Regulations, Equality Act) and Dutch requirements (e.g. Wet Werk en Zekerheid, CAO obligations if applicable, Works council /Ondernemingsraad consultation under the WOR). Policies current, accessible and clearly understood by managers • Engagement and wellbeing initiatives delivered as planned
• ESG programme and benefits communications supported effectively Contribute to the wider People team projects, Engagement surveys, Performance management, manager training
• 3+ years’ experience in an HR Advisor/People Advisor role, ideally with exposure to more thanone European jurisdiction.
• People-first approach (puts fairness, dignity and employee experience at the centre of every decision)
• Working knowledge of UK employment law (essential); working knowledge of Dutch employment law, or willingness to build this quickly (essential or strongly preferred depending on
candidate pool).
• Trusted advisor (builds credibility with managers and employees through sound judgement and consistent, confidential support)
• Proficient in HRIS and people data management; strong attention to accuracy, data integrity, and
GDPR-compliant record-keeping with ability to produce meaningful MI for stakeholders • Operational excellence and ownership (delivers to high standards; takes responsibility; follows through on commitments)
• Excellent communicator and relationship builder; able to handle sensitive conversations with empathy and discretion, and build trust with managers and employees at all levels
• Continuous improvement mindset (actively seeks to improve processes, stays current with employment law and best practice)
• Highly organised and self-motivated; able to manage a fast-moving, varied workload to a high standard without close supervision, consistently meeting deadlines and quality expectations
• Collaborative and inclusive (works effectively across teams; supports colleagues; champions a positive, values-led culture)
