Job Purpose:
The HR advisor is important for the day-to-day functioning of the HR department, taking an advisory role on best practices for recruitment and retention of staff as well as general HR services.
The main role of the HR advisor is to advise both employers and clients on the recruitment of new staff and retention of existing employees. You will generally be involved in helping hiring managers with their interview techniques and writing job descriptions, as well as researching performance evaluation methods and designing company policies.
The HR advisor will report to the Head of HR and L&D You will take responsibility as the first port of call for all recruitment aspects, including advising line managers and managing the onboarding process.
The HR advisor may also be involved in managing employee relations and performance management. As such, you may be responsible for anything to do with HR, ensuring policies are consistent and HR queries are dealt with promptly and reliably.
Key Accountabilities:
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Responsible for the recruitment process and communication of the process to the business
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Advising managers on recruitment and selection strategies.
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Managing the recruitment inbox daily and responding to all queries.
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Training hiring managers on candidate interview evaluation techniques.
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Reviewing and updating job descriptions.
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Assisting with and developing recruitment campaigns.
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Coordinating the appointment process for successful applicants.
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Monitoring key recruitment metrics, such as turnover and retention rates.
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Negotiating terms and conditions of employment with recruitment agencies and staff.
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Providing advice and playing a major role in work reviews and change processes.
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Suggest new HR technology solutions to improve day-to-day operations.
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Managing staff relationships, responding to any queries or problems that they have, and managing their expectations.
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Researching and recommending performance evaluation methods (e.g. employee appraisal systems).
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Monitoring, reviewing, and updating all HR policies and ensuring these are in line with current legislation.
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Supporting the Head of HR and L&D with various capability investigations, including grievance and disciplinary.
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Driving the business performance concerning the organisation’s objectives.
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Assisting in organising employer branding initiatives.
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Acting as the point of contact for hiring managers, employees, and other HR team members.
HR Team Activities
-Ensure that all HR and payroll administration such as contract variation letters, probation review letters, and investigations, when required.
-Support the process of Appraisals, Promotions and Salary increases, facilitating the process of form completion, reviewing, and collating for Remuneration Board.
-Ensure that HR and Recruitment inboxes are responded to in a timely and accurate manner.
-Ensure the employee anniversary cycle to ensure that all information is accurate, and employees get their certificates.
-Ensure that all pre-employment documents are sent and collated for onboarding of all new starters into the business.
-Keeping up to date with changes in employment law legislation / best practices and implementing this in the workplace.
-Support the upkeep of the HR SharePoint page, ensuring that it is regularly reviewed.
-Support and formulate reports for benefit reviews as and when required.
-Support HR data reports, displayed in appropriate formats, in agreed timeframes, including the production of recurrent and ad hoc HR data metrics/ dashboards.
-Conduct ongoing audits of the HR data to ensure accurate and consistent data in our system of record.
-Support the team on system/platform maintenance, enhancements, and upgrades.
-Build a deep understanding of the data required by key stakeholders and create bespoke reports/dashboards in collaboration with IT to support both routine and ad hoc reporting.
-Monitor the HR team SLAs and KPIs information to ensure we are providing the best service possible and driving improvements.
-Manage requests for information, and create ad-hoc reports for the team, colleagues, and management as required.
Skills and Abilities:
Interpersonal skills are the most vital skills for an HR advisor to possess as you will have to work with several people at different levels across the business. Alongside a strong knowledge of HR systems, soft skills such as self-confidence and being persuasive are also important in this people-focused role.
-Organisational and administrative skills.
-Proven work experience as an HR advisor, HR consultant, or similar role.
-Ability to advise and work with senior members of staff.
-Hands-on experience with IT programmes and HR systems.
-Sound general Employment Law and data protection knowledge.
-Personable with strong communication and relationship-building capabilities across all levels of the business.
-Ability to design clear and fair company policies.
-Driven and determined.
-Practical and logical; able to solve problems quickly.
Knowledge and Experience:
An HR advisor will be expected to have a minimum of 2 years’ experience in HR with some form of relevant training, or a degree in human resources or similar.
-Experience working within an HR/Recruitment function.
-Experience in working with, advising, and challenging Managers.
-Excellent attention to detail with a right-first-time attitude.
-Results focused.
-Excellent interpersonal skills with the ability to persuade, influence, and when appropriate, challenge with tact and diplomacy.
-Conscientious and self-motivated.
-Team orientated.
-Excellent IT skills (Microsoft Office) and working knowledge of HR Management Systems.
-Excellent oral and communication skills.
-High quality and customer service orientation.
-Ability to build relationships; communicate and negotiate effectively.
-Ability to work under pressure, multitask, and maintain a high level of attention to detail.
-Being organised and analytical.
-Being confident and motivated.
-Being objective, flexible, and independent.
-Handling stressful experiences; having tact, professionalism, and diplomacy.
-Ability to network.
-Understanding numerical data.
-Experience in data analysis/ manipulation/problem-solving.
-Experience/ knowledge of working with HR systems and the intranet.
-The above list is not exclusive or exhaustive; postholders are expected to be professional, cooperative, and flexible in line with the needs of the post, department, and the needs of the Company.
Qualifications
-Level 3+ CIPD qualification or equivalent or working toward this