HR Advisor FTC in London

About Euromonitor International leads the world in data analytics and research into markets, industries, economies and consumers. We provide truly global insight and data on thousands of products and services; we are the first destination for organisations seeking growth. With our guidance, our clients can make bold, strategic decisions with confidence.

About the role The HR Advisor delivers expert advice and efficient administration across the full employee lifecycle. The role ensures compliance with company policies, supports HR operations for our London office specifically, and partners with stakeholders to create a positive employee experience. It combines advisory responsibilities with hands-on administration, including onboarding, payroll coordination and accurate record-keeping. A key focus is supporting employee relations cases, offering clear and pragmatic guidance on HR matters. Please note: this is a 12 month fixed term contract.

What you’ll do As our HR function evolves toward a more business‑partnered and talent‑focused model, you’ll support day‑to‑day people operations while helping us improve how HR delivers value across the organisation. You’ll act as a trusted advisor, a problem‑solver and a process improver, ensuring a great employee experience at every stage of the employee lifecycle.

• Employee Relations & Policy
  • Support HR Business Partners with conduct, capability and other HR related cases
  • Provide first‑line guidance in meetings and ensure accurate, compliant documentation
  • Act as a policy and process expert, advising on consistent application across the business
• Stakeholder Support
  • Be the first point of contact for HR queries, providing clear and pragmatic advice
  • Partner with managers and HRBPs to resolve day‑to‑day people issues quickly and effectively
• Absence & Family Leave
  • Analyse and report on sickness absence. Support managers with policy triggers and documentation for formal meetings
  • Coordinate family leave processes and Return to Work arrangements
• HR Operations
  • Lead onboarding activities: contracts, setup and inductions
  • Coordinate offboarding, including terminations, holiday balance reviews and communication with Payroll and IT
  • Prepare monthly payroll changes with accurate, complete data
  • Maintain personnel files, support visa/reference requests and complete annual audits
• Process Improvement
  • Update and improve HR templates, guidance materials and internal resources
  • Streamline how information is stored, accessed and shared across the HR team and wider organisation

What you’ll get The opportunity to join our HR team at a time of change, helping to shape a more agile, business‑partnered function. Ownership of meaningful improvements to processes, templates and HR content that will have long‑term impact. A collaborative HR team that values curiosity, clarity and continuous improvement. Exposure to a global organisation and the full employee lifecycle. A role where your ideas are heard—and where you can pivot, adapt and make a visible difference.

Requirements What we want from you Skills & Experience Strong knowledge of UK employment law and employee relations best practice. Confident managing first‑line ER matters, including conduct, capability and redundancy. Proven experience in HR administration, onboarding, induction and payroll coordination. Comfortable using HR systems (ideally SuccessFactors) and producing reports. Excellent communication and stakeholder management skills. Strong organisational skills with high attention to detail.

Mindset & Behaviours A team player who collaborates well and communicates with clarity. An agile mindset —comfortable pivoting as priorities evolve. A proactive problem‑solver who enjoys simplifying processes and improving information flow. Someone with strong work ethic who can contribute positively to a trusted team in the business. Someone who takes initiative and is excited to help shape a modern HR experience.

Benefits Why work for Euromonitor? Our Values: We seek individuals who act with integrity. We look for candidates who are curious about the world. We feel that as a community, we’re stronger together. We seek to enable people to feel empowered. We welcome candidates who bring strength in diversity.

International: not only do we have a very multinational workforce in each office but we communicate across our 16 offices worldwide on a daily basis.

Hardworking and sociable: our staff know how to work hard and know also how to enjoy themselves! We pride ourselves on creating an appropriate work-life balance, with flexible hours and regular socialising including frequent after work meet ups, summer and Christmas parties and a whole range of other groups to be involved with.

Committed to making a difference: We believe that people are looking for something worthwhile in a company beyond the workplace. Our extensive Corporate Social Responsibility Programme gives each member of staff two volunteering days a year in addition to holidays. It gives all new starters a donation amount on joining us which they can give to a charity of their choice. It sees us reaching out into the local community with our mentoring, group volunteering, and fundraising initiatives as well as supporting international charities through our website sales, matching staff sponsorship fundraising, and carbon offsetting all our flights.

Excellent benefits: we offer competitive salaries, enhanced healthcare and pensions, plus generous holiday allowances, hybrid working and, in many offices, a Core Hours policy allowing flexible start and finish times to each day.

Opportunities to grow: we offer extensive training and development opportunities at all levels. The vast majority of our Managers and Directors have been promoted from within and many have moved across departments as well as upwards. We pride ourselves on identifying and rewarding talent.

Equal Employment Opportunity Statement: Euromonitor International does not discriminate in employment on the basis of race, colour, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability and genetic information, age, membership in an employee organization, or other non-merit factor.