HR Advisor - Glasgow

Purpose of the Role

The HR Advisor provides practical, responsive and legally informed advice to managers, surveyors and employees across an allocated geographical area. The role independently manages a varied employee relations caseload, coaches managers through fair and consistent people processes, maintains high-quality case records, manages and supports on TUPE processes, organisational change activity, and getting involved with wider regional people activity and HR projects

Purpose of the Role

The HR Advisor provides practical, responsive and legally informed advice to managers, surveyors and employees across an allocated geographical area. The role independently manages a varied employee relations caseload, coaches managers through fair and consistent people processes, maintains high-quality case records, manages and supports on TUPE processes, organisational change activity, and getting involved with wider regional people activity and HR projects

Key Responsibilities

Advisory - Employee Relations

• Advise and coach line managers, surveyors and employees on queries regarding policies, procedures, employee relations issues.
• Manage a high volume and varied employee relations case load, assisting and advising line managers/surveyors with the interpretation and implementation of policies and procedures, including disciplinary, grievance, performance/capability, sickness absence etc. in a fast paced environment.
• Attend formal employee relations meetings where HR involvement is appropriate, helping managers to follow fair, consistent and well-documented processes.
• Advise on investigations up to and including complex matters (including discrimination, whistleblowing, etc) and attend investigation meetings as HR support if required.
• Compile and issue all appropriate HR documentation required within employee relations cases.
• Discuss and review any restructure proposals with the Surveyor / Line Manager to devise the best practice business/HR strategy to progress facilitating this process and manage any organisational change activity arising from the restructure proposals e.g, potential redundancies, role changes, rota changes, etc.
• Identify and elevate ER related risk and emerging trends and take ownership of actions recommended (e.g. coaching / training).
• Coach managers following case conclusion to support learning, improve management capability and to reduce repeat issues.
• Contribution to the management of escalated casework including the preparation of Employment Tribunal bundles.

Organisational Change

• Support managers with straightforward restructures, redundancy processes and other organisational changes, working within established procedures and agreed project plans.
• Assist with consultation planning, employee communications, meeting documentation, selection-process administration and consideration of suitable alternative employment.
• Identify risks or complexities requiring Senior HRBP involvement, including large-scale change, collective consultation, protected groups, disputed selection processes or significant employee-relations concerns.

TUPE

• Coordinate allocated TUPE workstreams for incoming and outgoing transfers, working under the overall direction of the Senior HRBP on complex or higher-risk transfers and taking ownership of smaller TUPE processes from initial planning through consultation to the transfer date and post-transfer integration.
• Support the preparation and review of employee liability information, due-diligence information, measures, employee communications and consultation documentation.
• Coordinate consultation meetings and maintain accurate records of employee questions, responses, actions and outstanding information.

Policies and Procedures

• Maintain an up-to-date working knowledge of relevant employment law, ACAS guidance and Company policies.
• Contribute practical case-management insight to the review of policies, procedures, templates and manager guidance.
• Support the implementation and communication of revised HR policies and processes.

Record Keeping

• Maintain complete, accurate and timely case records on the Company’s approved HR and case-management systems.
• Ensure case advice, decisions, correspondence, meeting records and supporting documentation are stored in accordance with data-protection requirements, retention arrangements and internal access controls.
• Maintain confidentiality and handle personal and special-category information appropriately.
• Ensure employee confidentiality is maintained at all times and data protection legislation is adhered to.

Recruitment & Selection

• Provide line managers with general advice on following a fair and consistent recruitment process.
• Assist the HR Operations team where necessary to ensure the job description and person specifications are complete for all roles being recruited to.
• Participate in interviews for sensitive, senior or business-critical appointments where appropriate.

General

• Take ownership of allocated cases, ensuring they are progressed efficiently, documented accurately and escalated appropriately.
• Work closely with the Senior HRBP to understand regional priorities, emerging workforce issues and areas requiring targeted support.
• Regular travel to and presence on properties within Scotland. Additionally, some national travel and over-night stays are required from time to time for events such as team meetings, training and assistance within other regions.
• Liaise with the HR Operations team to arrange for new starters documentation to be issued where appropriate and review prepared employment contracts.
• Liaise with the HR Operations Team to keep records up to date and ensure standard letters are issued in a timely manner.
• Ensure efficient communications within internal teams and to appropriate third parties, where applicable.
• Liaise with the Operations Team on issues such as TUPE, Health and Safety and Security.
• Liaise with the Pathways Training team on the training needs of employees and assist with Inductions, where appropriate.
• Work with other team members on the implementation of the People+ Strategy including working on ad hoc HR projects.
• Attend scheduled meetings within the department to ensure that all members are aware of all key issues.
• Act as a role model for SMR’s values and contribute to creating a workplace with wellbeing and inclusion at its core, highlighting opportunities to improve any people practices.
• Provide reasonable support to other regions during periods of increased demand, absence or planned activity.

Skills, Knowledge And Experience

Knowledge

• Sound and current knowledge of UK employment law, ACAS guidance and recognised HR practice.
• Good practical knowledge of disciplinary, grievance, capability, performance, sickness absence, flexible working and other employee relations processes.
• Working knowledge of organisational change, redundancy and TUPE.
• Understanding of fair investigation and decision-making principles.
• Understanding of data protection, confidentiality and secure case-record management.
• Knowledge of effective line-management practice and the role of HR in building manager capability.
• Understanding of the challenges associated with operational, geographically dispersed or site-based workforces is desirable.

Skills And Abilities

• Ability to identify risk, recognise the limits of personal authority and scale matters appropriately.
• Strong written communication skills, including the ability to produce accurate and professional case correspondence.
• Confidence advising and coaching managers through sensitive or challenging people matters.
• Ability to build credibility and constructive working relationships with operational managers and colleagues.
• Ability to use MS Office competently
• Ability to manage and influence managers to develop best practice and personal performance
• Ability to enable line managers to achieve policy compliance whilst working in a busy environment
• Ability to organise and prioritise own workload to meet job requirements

Qualifications Required

• CIPD Level 5 qualified or working towards completion, or equivalent relevant HR experience.
• Evidence of continuing professional development and maintaining current employment-law knowledge.
• A relevant degree is desirable but not essential.

Experience Required

• 3 years’ Experience of working in a fast-paced generalist HR environment
• Experience of handling multiple cases and competing priorities.
• Practical experience of participating in procedural meetings and in advising on HR issues
• Experience within property management, facilities management, outsourced services or another operational environment would be advantageous.

Working Hours - 37.5 hours per week, 9am to 5.30pm, Monday to Friday

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