HR Advisor

POSITION RESPONSIBILITIES

• Advising operational managers on HR policies and people matters. Work with them to improve their confidence & capability in leading their teams. Provide commercially sound advice and guidance and ensure managers act in line with current legislation.
• Support on all HR activity (Salary Reviews, Training, Recruitment, performance reviews, Employee Relations cases etc. in conjunction with HRSS/L&D/Payroll).
• Participate in recruitment and conversion of temps to perm.
• Ensure departmental training plans in place for functional and mandatory training in conjunction with Learning Advisor and HSE manager.
• Act as an escalation point for HRSS questions and exceptions to regular processes.
• Ensure line managers are equipped to handle investigations, including grievance and disciplinary.
• Support managers with complex ER issues in conjunction with HRBP and technical experts.
• Working as part of a wider HR team looking to deliver People strategy and continuous improvement including flagging themes or trends to other HR colleagues and operational leaders.
• Reviewing and updating job descriptions with managers to ensure performance against the expectations in the role. Ensure changes are reflected in HR system in conjunction with HRSS.
• Providing advice, coaching and support on change processes.
• Use HR information systems to review team patterns and trends, including sickness, absence, overtime, performance and related people data, and work with managers to agree appropriate actions and outcomes.
• Identifying development needs and liaise with HRBP and L&D.
• Weekly update catch-up with Ops managers in order to check in on people issues, including wellbeing, maintain sickness cases including pay decisions (from sickness report) and ensuring payroll action.
• Advising managers how best to work with HR, e.g. Payroll for Pay queries etc.
• Supporting Regional and Global cyclical HR items as required, working collaboratively with all parts of the wider HR team on successful delivery.

Job requirements

• Demonstrates experience and skills to support managers in building capability of their teams.
• Experience in commercial/industrial organisations of providing advice, coaching and support.
• Knowledge and experience of managing a diversity of HR processes.
• Understands how to manage change and work in an environment where HR best practice is being developed.
• Increases diversity and develop a culture of belonging where people enjoy their work.
• Leads by example by demonstrating the SPIRIT values.
• Excellent people skills with ability to build trusting relationships.
• Detail conscious and accurate with a continuous improvement mindset.
• Plans and meets deadlines.