HR Advisor in Letchworth Garden City

We are partnering with a values-driven care provider committed to delivering high-quality Supported Living services for adults with diverse and complex needs. Their dedicated and compassionate team works to create environments where the people they support can live as independently as possible while receiving personalised, holistic care.

Job Purpose

The HR Advisor will provide a comprehensive and proactive HR advisory service across the organisation, supporting managers and employees on a wide range of people matters. The role will support operational managers across our supported living services to effectively manage their teams while ensuring compliance with employment legislation, HR best practice, and regulatory requirements associated with services registered with the Care Quality Commission (CQC). The HR Advisor will play a key role in maintaining workforce compliance, supporting safer recruitment processes, and promoting a positive and high-performing workplace culture that enables the delivery of high-quality, person-centred care.

Key Responsibilities

• HR Advisory & Employee Relations
  • Provide professional HR advice and guidance to managers on employee relations matters including disciplinary, grievance, absence management, performance management, and investigations.
  • Support managers with complex HR casework ensuring fair, consistent, and legally compliant processes are followed.
  • Attend and advise on formal meetings including disciplinary hearings, grievance meetings, and appeals where required.
  • Support managers in resolving workplace issues early through coaching and practical guidance.
  • Promote best practice people management across supported living services.
• HR Administration & Record Management
  • Maintain accurate, confidential, and up-to-date employee records within HR systems and personnel files.
  • Ensure employment documentation including contracts, variations, absence records, disciplinary outcomes, and training records are properly maintained.
  • Ensure workforce records are compliant with data protection legislation and internal policies.
  • Maintain clear and auditable HR records to support internal governance processes and regulatory inspections.
  • Ensure personnel files are complete and organised in accordance with organisational standards.
• Safer Recruitment & Workforce Compliance
  • Ensure recruitment processes align with safer recruitment practices appropriate for the social care sector.
  • Coordinate onboarding processes to ensure new starters are effectively integrated into the organisation.
  • Ensure all new starter documentation and employment checks are completed before employment begins where required.
  • Support and uphold safer recruitment practices to ensure all staff are suitable to work within a supported living environment.
  • Verify and maintain records of all required pre-employment checks including: Proof of identity, Right to Work documentation, Employment references, Disclosure and Barring Service (DBS) checks, Qualifications and professional registrations where applicable.
• Right to Work & Employment Checks
  • Take responsibility for completing and verifying Right to Work checks in line with Home Office requirements.
  • Ensure documentation is correctly recorded and retained in accordance with legal requirements.
  • Monitor visa expiry dates and follow up with managers and employees to ensure continued compliance with Right to Work regulations.
  • Ensure pre-employment checks including references, DBS checks, and qualification verification are completed and recorded.
• Training & Workforce Development
  • Monitor mandatory training compliance across the organisation and produce regular reports.
  • Work with managers to ensure staff complete required training within designated timeframes.
  • Assist managers in managing probation reviews and performance development processes.
  • Promote a culture of continuous learning and development.
  • Support the identification of high-potential employees and future leaders within the organisation.
  • Assist in the design and implementation of development programs for employees in talent pipelines, including coaching newly promoted staff and mentoring those identified for future progression.
  • Collaborate with managers to monitor employee progress and performance, ensuring support is provided where needed to maximize growth and retention.
• Employee Wellbeing & Engagement
  • Support the design, implementation, and monitoring of wellbeing initiatives to promote a healthy and positive work environment.
  • Collaborate with internal teams, including marketing colleagues, to plan and execute internal events that foster employee engagement, morale, and organizational culture.
  • Act as a point of contact for wellbeing queries, providing guidance and signposting to appropriate support resources.
• Performance Management
  • Support the performance management process by working with managers to identify employees needing additional guidance, training, or support.
  • Help facilitate performance reviews, feedback sessions, and development planning discussions.
  • Work proactively to address performance concerns, providing HR advice, guidance, and intervention strategies where appropriate.
• Workforce Data, Reporting & HR Systems
  • Maintain HR systems to ensure workforce data is accurate and up to date.
  • Produce regular HR reports including metrics relating to absence, turnover, recruitment activity, training compliance, and employee relations.
  • Analyse workforce trends and highlight potential risks or areas of concern to the HR Manager.
  • Provide workforce data to support operational planning and organisational decision-making.
• CQC Inspection & Audit Support
  • Support organisational preparation for inspections and audits conducted by the Care Quality Commission and other regulatory bodies.
  • Ensure workforce documentation and recruitment records meet regulatory evidence requirements.
  • Assist with gathering workforce information during inspections including recruitment records, training compliance data, and staffing information.
  • Work collaboratively with operational and quality teams to address workforce-related actions arising from inspections or internal audits.
  • Support the organisation in maintaining HR practices that contribute to safe, effective, and well-led services.
• Policy & HR Projects
  • Support the development, implementation, and review of HR policies and procedures.
  • Ensure policies remain compliant with employment legislation and sector best practice.
  • Provide guidance and training to managers on HR processes and policies.
  • Contribute to HR initiatives and projects such as workforce planning, retention strategies, and organisational development.
• Other Duties
  • Travel to supported living services where required.
  • Maintain confidentiality and handle sensitive information appropriately.
  • Promote equality, diversity, inclusion, and staff wellbeing across the organisation.
  • Undertake any other reasonable duties consistent with the role.

Person Specification

Qualifications

Essential

• CIPD Level 5 qualification or working towards it.

Experience

Essential

• Proven experience in a generalist HR role.
• Experience providing advice on employee relations matters such as disciplinary, grievance, absence management, and performance management.
• Experience maintaining HR records and workforce documentation.
• Experience supporting recruitment and onboarding processes.
• Experience producing HR reports or workforce data.
• Strong understanding of UK employment law and HR best practice.
• Knowledge of HR policies and employee relations procedures.
• Understanding of safer recruitment principles.

Desirable

• HR experience within the health and social care sector.
• Experience working in a regulated environment.
• Experience supporting compliance requirements for organisations regulated by the Care Quality Commission.
• Knowledge of social care workforce regulations.
• Understanding of CQC workforce requirements including Regulation 19.

Skills & Competencies

• Strong communication and interpersonal skills.
• Ability to build effective working relationships with managers and staff at all levels.
• Strong organisational and case management skills.
• Ability to manage multiple priorities and work to deadlines.
• Strong attention to detail and ability to maintain accurate records.
• Proficiency in HR systems and Microsoft Office applications.

Personal Attributes

• Professional, approachable, and supportive.
• High level of integrity and confidentiality.
• Proactive and solutions-focused.
• Commitment to promoting a positive workplace culture.
• Commitment to safeguarding and delivering high-quality care services.