Purpose of the Role
The HR Advisor provides practical, responsive and legally informed advice to managers, surveyors and employees across an allocated geographical area. The role independently manages a varied employee relations caseload, coaches managers through fair and consistent people processes, maintains high-quality case records, manages and supports on TUPE processes, organisational change activity, and getting involved with wider regional people activity and HR projects
Key Responsibilities
Advisory - Employee Relations
· Advise and coach line managers, surveyors and employees on queries regarding policies, procedures, employee relations issues.
· Manage a high volume and varied employee relations case load, assisting and advising line managers/surveyors with the interpretation and implementation of policies and procedures, including disciplinary, grievance, performance/capability, sickness absence etc. in a fast paced environment.
· Attend formal employee relations meetings where HR involvement is appropriate, helping managers to follow fair, consistent and well-documented processes.
· Advise on investigations up to and including complex matters (including discrimination, whistleblowing, etc) and attend investigation meetings as HR support if required.
· Compile and issue all appropriate HR documentation required within employee relations cases.
· Discuss and review any restructure proposals with the Surveyor / Line Manager to devise the best practice business/HR strategy to progress facilitating this process and manage any organisational change activity arising from the restructure proposals e.g, potential redundancies, role changes, rota changes, etc.
· Identify and escalate ER related risk and emerging trends and take ownership of actions recommended (e.g. coaching / training).
· Coach managers following case conclusion to support learning, improve management capability and to reduce repeat issues.
· Contribution to the management of escalated casework including the preparation of Employment Tribunal bundles.
Organisational Change
· Support managers with straightforward restructures, redundancy processes and other organisational changes, working within established procedures and agreed project plans.
· Assist with consultation planning, employee communications, meeting documentation, selection-process administration and consideration of suitable alternative employment.
· Identify risks or complexities requiring Senior HRBP involvement, including large-scale change, collective consultation, protected groups, disputed selection processes or significant employee-relations concerns.
TUPE
· Coordinate allocated TUPE workstreams for incoming and outgoing transfers, working under the overall direction of the Senior HRBP on complex or higher-risk transfers and taking ownership of smaller TUPE processes from initial planning through consultation to the transfer date and post-transfer integration.
· Support the preparation and review of employee liability information, due-diligence information, measures, employee communications and consultation documentation.
· Coordinate consultation meetings and maintain accurate records of employee questions, responses, actions and outstanding information.
Policies and Procedures
· Maintain an up-to-date working knowledge of relevant employment law, ACAS guidance and Company policies.
· Contribute practical case-management insight to the review of policies, procedures, templates and manager guidance.
· Support the implementation and communication of revised HR policies and processes.
Record Keeping
· Maintain complete, accurate and timely case records on the Company’s approved HR and case-management systems.
· Ensure case advice, decisions, correspondence, meeting records and supporting documentation are stored in accordance with data-protection requirements, retention arrangements and internal access controls.
· Maintain confidentiality and handle personal and special-category information appropriately.
· Ensure employee confidentiality is maintained at all times and data protection legislation is adhered to.
Recruitment & Selection
· Provide line managers with general advice on following a fair and consistent recruitment process.
· Assist the HR Operations team where necessary to ensure the job description and person specifications are complete for all roles being recruited to.
· Participate in interviews for sensitive, senior or business-critical appointments where appropriate.
General
· Take ownership of allocated cases, ensuring they are progressed efficiently, documented accurately and escalated appropriately.
· Work closely with the Senior HRBP to understand regional priorities, emerging workforce issues and areas requiring targeted support.
· Regular travel to and presence on properties within Scotland. Additionally, some national travel and over-night stays are required from time to time for events such as team meetings, training and assistance within other regions.
· Liaise with the HR Operations team to arrange for new starters documentation to be issued where appropriate and review prepared employment contracts.
· Liaise with the HR Operations Team to keep records up to date and ensure standard letters are issued in a timely manner.
· Ensure efficient communications within internal teams and to appropriate third parties, where applicable.
· Liaise with the Operations Team on issues such as TUPE, Health and Safety and Security.
· Liaise with the Pathways Training team on the training needs of employees and assist with Inductions, where appropriate.
· Work with other team members on the implementation of the People+ Strategy including working on ad hoc HR projects.
· Attend scheduled meetings within the department to ensure that all members are aware of all key issues.
· Act as a role model for SMR’s values and contribute to creating a workplace with wellbeing and inclusion at its core, highlighting opportunities to improve any people practices.
· Provide reasonable support to other regions during periods of increased demand, absence or planned activity.
Skills, Knowledge and Experience
Knowledge
· Sound and current knowledge of UK employment law, ACAS guidance and recognised HR practice.
· Good practical knowledge of disciplinary, grievance, capability, performance, sickness absence, flexible working and other employee relations processes.
· Working knowledge of organisational change, redundancy and TUPE.
· Understanding of fair investigation and decision-making principles.
· Understanding of data protection, confidentiality and secure case-record management.
· Knowledge of effective line-management practice and the role of HR in building manager capability.
· Understanding of the challenges associated with operational, geographically dispersed or site-based workforces is desirable.
Skills and Abilities
· Ability to identify risk, recognise the limits of personal authority and escalate matters appropriately.
· Strong written communication skills, including the ability to produce accurate and professional case correspondence.
· Confidence advising and coaching managers through sensitive or challenging people matters.
· Ability to build credibility and constructive working relationships with operational managers and colleagues.
· Ability to use MS Office competently
· Ability to manage and influence managers to develop best practice and personal performance
· Ability to enable line managers to achieve policy compliance whilst working in a busy environment
· Ability to organise and prioritise own workload to meet job requirements
Qualifications Required
· CIPD Level 5 qualified or working towards completion, or equivalent relevant HR experience.
· Evidence of continuing professional development and maintaining current employment-law knowledge.
· A relevant degree is desirable but not essential.
Experience Required
· 3 years’ Experience of working in a fast-paced generalist HR environment
· Experience of handling multiple cases and competing priorities.
· Practical experience of participating in procedural meetings and in advising on HR issues
· Experience within property management, facilities management, outsourced services or another operational environment would be advantageous.
Working Hours - 37.5 hours per week, 9am to 5.30pm, Monday to Friday
