Senior HR Advisor in Chirk

Senior HR Advisor Up to £45k per annum Monday - Friday / General Office Hours Wrexham Our client based in Wrexham is currently recruiting a Senior HR Advisor to join their team on permanent basis.

As the Senior HR Advisor, you will provide a comprehensive, hands-on HR service across the business.

The role will undertake the day to-day HR administration and employee lifecycle activities, while also operating as a senior adviser to managers and employees.

• Performance Objectives# HR Advisory and
• Employee

Relations

• Act as a first and senior point of contact for day-to-day and complex HR queries from employees and managers.
• Provide guidance on company policies, procedures, UK employment law, and HR best practice.
• Provide advice and support on routine matters, including probation, attendance, performance, and the application of Company policies.
• Independently manage complex disciplinary, grievance, capability, performance, absence management, and organisational change cases from initial advice through to conclusion and follow-up.
• Prepare the necessary correspondence, meeting documentation, outcome letters, and case records.
• Coach managers through formal and informal processes, ensuring matters are handled fairly, consistently and in accordance with Company policy and employment law.
• Identify and manage employment-related risks, escalating only significant, exceptional, or highly sensitive matters to the HR Manager.
• Organisational Change and
• Project

Support

• Support and lead organisational change projects, including restructures, redundancy consultations, and TUPE related activity, as required.
• Lead HR projects delegated by the HR Manager and take responsibility for delivery, communication, and implementation.
• Contribute to HR initiatives including employee engagement, well-being, policy development, system improvement, and organisational effectiveness.
• Develop and review HR policies, procedures, guidance, and templates to support consistent practice across the business.
• Business Partnering and
• Manager

Support

• Build effective working relationships with operational managers and senior leaders across multiple locations.
• Provide proactive HR support and coaching to strengthen manager capability and improve people management practice.
• Partner with managers to identify workforce issues, recommend appropriate interventions and support business decision-making.
• Workforce Data and

Reporting

• Produce, analyse, and interpret workforce data trends and HR metrics, including absence and employee relations information.
• Use people data to identify areas of concern and recommend practical actions or interventions.
• Prepare standard and ad hoc HR reports to support operational and strategic decision-making.
• HR Operations and

Administration

• Undertake day-to-day HR administration across the full employee lifecycle, including preparing contracts, offer letters, contractual changes, probation outcomes, family leave correspondence, resignation acceptances, and leaver documentation.
• Process starters, leavers, and employee changes accurately through the relevant HR and payroll systems.
• Complete and maintain right-to-work, onboarding and employee documentation.
• Maintain accurate employee records and files in accordance with data protection requirements.
• Administer employee benefits, payroll-related changes, and other routine HR processes.
• Produce standard and ad hoc HR reports as required.
• Maintain ownership and oversight of HR administration to ensure processes are completed accurately, consistently and within the required timescales.
• Ensure employee records are maintained accurately and in accordance with data protection requirements.
• Payroll

Support

• Provide operational cover for the payroll process during periods of planned or unplanned absence of the Payroll Manager, including holiday and sickness.

This will include processing payroll information, checking employee changes, responding to payroll queries, and ensuring all required activities are completed accurately and within the relevant deadlines and approval controls.

• Person
• Specification

Essential

• Proven experience operating in a senior HR advisory or equivalent generalist role, combining hands-on HR administration, operational delivery and senior advisory responsibilities.
• Demonstrable experience of independently managing complex employee relations cases from initial advice through to conclusion and follow-up.
• Ability to manage routine employee lifecycle administration alongside complex employee relations matters, organisational change activity, and HR projects.
• Strong knowledge of UK employment law and HR best practice, with the ability to provide clear, practical, and risk-based advice.
• Experience supporting organisational change, consultation, restructuring or similar business change activity.
• Ability to coach, influence and build credible working relationships with managers and senior stakeholders.
• Strong analytical skills, including experience of interpreting workforce data, identifying trends, and recommending appropriate interventions.
• Strong organisational and time-management skills, with the ability to prioritise competing administrative, employee relations and project requirements while working with a high degree of autonomy.
• Excellent written and verbal communication skills, including the ability to prepare clear and accurate HR correspondence and documentation.
• Ability to handle sensitive and confidential information with discretion and sound professional judgement.
• Proficiency in Microsoft Office, particularly Excel, Word and Outlook, together with experience using HR information systems.
• CIPD Level 5 qualification, or demonstrable equivalent experience operating at a comparable professional level.

Desirable

• CIPD Level 7 qualification or working towards.
• Experience supporting TUPE transfers and redundancy programmes.
• Experience working within a fast-paced, manufacturing or multi-site environment.
• Experience leading HR projects and delivering manager coaching or training.
• Familiarity with HR and payroll platforms, such as SAP Alight and ADP. gap personnel group is committed to the selection, recruitment and development of the best
  people, basing judgments solely on suitability for the job.

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Whilst we endeavour to respond to all applications individually, due to high volumes, this is not always possible.

Thank you for your interest in this role and we look forward to working with you in the future.

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