Senior Human Resources Advisor in Manchester

Main Purpose: To play an instrumental role in the continued growth and development of an industry‑leading, privately owned commercial real estate and facilities management business. Location: Manchester, with regular travel to sites as required. Please note there will on occasion be some overtime to support with employees on different shift patterns.

Overview of Duties:

• Work as part of the HR and People function, supporting all HR activity within Praxis Facilities Management Ltd (PFM).
• Lead on day‑to‑day delivery across recruitment, onboarding, employee relations, payroll co‑ordination, and general HR operations, ensuring consistency, compliance, and a people‑focused approach.
• Work collaboratively with the wider Group HR team to align PFM’s priorities with Group objectives, sharing best practice and maintaining a joined‑up, one‑team approach to HR.
• Act as a partner to the business and operational functions to embed effective people management and drive a culture of professionalism, accountability, and engagement across PFM.

Our Values:

• Professionalism: We consistently seek to exceed expectations. Our people can express themselves fully while upholding the highest standards of conduct, competence, and integrity.
• Ownership: Every asset, challenge, and opportunity is treated as our own. We deliver all real estate services in‑house – never outsourcing responsibility, accountability, or blame.
• Entrepreneurialism: We challenge convention and champion imaginative solutions. Rigorous debate is encouraged, and everyone is empowered to make decisions that elevate performance.
• Meritocracy: Results, hard work, and strong ideas matter more than age, tenure, or titles. We are a diverse team that collaborates openly so each person can reach their full potential.
• Action This Day: We do not defer or delay. Anything that can be done today, is done today.

Key Responsibilities:

• Recruitment: Manage end‑to‑end recruitment for all roles up to and including Building/Estate Manager level, working with local PFM Hiring Managers to define requirements and produce accurate job descriptions.
• Source and attract candidates directly and, where required, through agency partners in accordance with agency approval process.
• Coordinate interview scheduling, ensuring feedback is properly captured, documented, and communicated to candidates and the process is conducted in an efficient manner without unnecessary delay.
• Attend interviews and ensure candidates are recruited in accordance with the company values and have a positive candidate experience.
• Provide regular recruitment metrics (e.g. vacancy numbers, successful hires, and recruitment activity by location) to the PFM Head of HR and relevant senior managers in a timely manner.
• Support hiring managers in the recruitment process, including pre‑interview planning, advising on assessment methods and interview coaching where required.

• Onboarding: Prepare and issue offer letters and contracts for successful candidates, supported by the HR Administrator.
• Collect and accurately input all new starter information into the HRIS ahead of payroll and start dates.
• Complete all pre‑employment checks (Right to Work, references, SIA licenses, etc.) in a timely and compliant manner.
• Deliver the full HR induction, including HRIS access, system training and ensuring completion of mandatory training.
• Handle and retain employee personal data securely and in accordance with data protection legislation.
• Act as the HR focal point for new starters, issuing welcome information and dealing with general queries and support.

• Employee Relations: Advise and coach managers at all levels on ER matters (e.g. disciplinary, grievance, absence) to ensure fair, timely, and legally compliant outcomes.
• Attend formal meetings as required, acting as note taker or Hearing Officer as agreed with the PFM Head of HR.
• Manage all live ER cases to completion, ensuring adherence to policy, legislation, and internal procedures.
• Align advice and decisions with the central HR function, seeking input from colleagues where appropriate.
• Maintain accurate case management records and trackers, ensuring personnel files are complete and up to date.
• Provide weekly updates to the PFM Head of HR on all active and emerging ER matters, including absence trends and potential risks.

• TUPE: Manage all pre‑transfer activities, including requesting and reviewing Employee Liability Information (ELI), assessing proposed measures, and liaising with outgoing HR teams to resolve queries.
• Support site consultations by advising and guiding local Managers, attending in person only where necessary.
• Complete the consultation process, collect personal details, and coordinate standard induction procedures for transferring employees.
• Highlight any matters requiring attention – such as holiday entitlement, rota structures, reasonable adjustments, or contractual variations – to the relevant Head of HR.
• Support the PFM Head of HR with day‑one transition and all post‑transfer integration activities.

• Payroll: Validate and update all overtime and sickness records to ensure accuracy and alignment with contractual terms.
• Monitor and follow up with managers on outstanding approvals within the system.
• Oversee the monthly payroll update process, ensuring all salary changes, new starters, and leavers are correctly captured and processed.
• Act as the first point of contact for all payroll‑related queries from PFM employees.

• Generalist HR Activities: Stay up to date with employment legislation and best practice, ensuring compliance across PFM.
• Contribute to the design, review and implementation of HR policies and procedures, supporting the PFM Head of HR.
• Lead or collaborate on ad‑hoc HR projects (e.g. policy and template reviews, HR system development, or process improvements).
• Provide cover for the HR Administrator when required, maintaining accurate system data and managing the HR mailbox.
• Provide guidance and developmental support to the HR Administrator, contributing to the growth and evolution of the HR function as PFM continues to expand.
• Identify and recommend changes to policies and procedures where improvement or alignment is needed.
• Support the delivery of training and communication plans for new or updated policies in partnership with the PFM Head of HR.
• Work with the PFM Head of HR to deliver HR Masterclasses to support and coach managers across the business.
• Collaborate with PFM managers and other stakeholders, representing the HR profession and team in a professional and credible manner.

Person Specification:

• Education, Qualifications & Training: CIPD Level 5 or equivalent HR qualification; Coaching, L&D or employment law qualifications.

• Business Skills & Experience: Strong generalist HR background with demonstrable experience across recruitment, onboarding, employee relations and payroll administration.
• Proven involvement in TUPE transfers, including pre and post transfer activities.
• Confident in advising managers on complex ER issues with a pragmatic, commercial and legally sound approach using up to date employment law knowledge.
• Experience working within a fast‑paced, multi‑site or facilities management environment.
• Advanced user of HR information systems (HRIS) with the ability to analyse and interpret people data accurately.
• Experienced in the production of HR metrics, reporting on key HR data.
• Competent in all aspects of recruitment including placing enticing advertisements, coordinating and attending interviews and developing good relationships with the Talent Acquisition Business Partner and agency partners.

• Personal Attributes: Excellent verbal communication and interpersonal skills including in the delivery of onboarding presentations to new starters and HR training to managers.
• Collaborative working style with a focus on partnership and problem‑solving.
• Focus on stakeholder management with the ability to build credibility and trust with key stakeholders at all levels.
• High attention to detail, strong organisational skills, and the ability to manage competing priorities.
• Competent written communicator including reports, presentations and policies.
• Creative and solutions‑focused, bringing new ideas to improve processes and employee experience.
• Passionate about people and continuous improvement, demonstrating integrity, professionalism and initiative in all areas of work.
• A flexible approach to work to ensure the needs of the business are met, including nationwide travel to sites to support where needed and a willingness for occasional out of core hours work where required (e.g. TUPE consultations).
• A hands‑on approach to all HR activities.
• A team player who works equally well on own initiative to deliver results.
• Committed to working in accordance with the Praxis values.

Seniority level: Mid‑Senior level

Employment type: Full‑time

Job function: Human Resources

Industries: Facilities Services