HR Advisor

at  Cobb Jones Recruitment Limited

JOB SUMMARY:

The Operational HR Advisor plays a crucial role in ensuring the smooth delivery of HR services and operational support across the organisation. This role is responsible for overseeing day-to-day HR activities, advising employees and managers on HR policies and best practices, and supporting HR initiatives related to employee relations, performance management, compliance, and process improvement. Reporting into the HR Manager, the ideal candidate will be skilled within a generalist HR or Operational HR role and possess a strong understanding of HR policies, laws, and effective communication strategies.

QUALIFICATIONS:

• Experience: 3+ years of experience in HR operations, employee relations, or a similar HR role. Experience in a fast-paced, operational environment is preferred.
• Technical Skills: Proficiency in HRIS (e.g., Workday, SAP SuccessFactors), MS Office Suite, and familiarity with data analytics tools is a plus.
• Knowledge: Solid understanding of employment law, HR policies, and employee relations practices.

SKILLS:

• Communication: Excellent verbal and written communication skills with the ability to handle sensitive conversations tactfully.
• Problem Solving: Ability to analyse issues, identify solutions, and implement effective resolutions.
• Organisational: Strong attention to detail, time management, and ability to prioritize tasks efficiently.
• Interpersonal: High emotional intelligence, with the ability to build trust and relationships across diverse teams.
• Adaptability: Flexibility to work in a fast-paced environment and manage multiple tasks with competing priorities.
  Job Type: Full-time
  Pay: £35,000.00-£42,000.00 per year

Benefits:

• Free parking
• On-site parking
• Work from home

Schedule:

• Monday to Friday

Experience:

• Human resources: 3 years (preferred)

Work Location: Hybrid remote in Ashford TN24 8T

• Employee Relations
• Serve as a first point of contact for employee inquiries, providing guidance on HR policies, procedures, and benefits.
• Support employee relations activities, including conducting investigations, managing conflict resolution, and advising on disciplinary actions as needed.
• Ensure consistent application of company policies and fair treatment of employees.
• Performance Management
• Assist managers and team leads in the performance review process, providing advice on setting objectives, giving feedback, and managing underperformance.
• Support HR Manager with employee career development and growth opportunities.
• Collaborate with the HR team to analyse performance trends and recommend improvements to the performance management process.
• Recruitment and Onboarding Support
• Partner with the recruitment team to support hiring needs, including screening, interviewing, and selecting candidates.
• Oversee onboarding processes, ensuring new hires have a positive and comprehensive orientation experience.
• Work with managers to identify onboarding needs for different roles and improve the onboarding process.
• Compliance and Policy Adherence
• Ensure compliance with labour laws and HR policies, keeping up to date with changes in employment legislation.
• Advise managers and employees on legal compliance issues, such as diversity, equity, and inclusion practices.
• Support audit processes and maintain accurate records of HR transactions, including documentation for employee files.
• HR Operations and Process Improvement
• Streamline and improve HR processes, including leave management, payroll, and employee data management.
• Support data-driven decisions by maintaining HR metrics and reports, analysing data, and presenting actionable insights.
• Collaborate with cross-functional teams to improve HR operations and enhance the employee experience.
• Training and Development
• Facilitate HR-related training sessions for employees and managers, covering topics such as compliance, performance management, and conflict resolution.
• Identify training needs and work with the Learning & Development team to address skill gaps.
• Monitor the effectiveness of training programs and suggest enhancements as needed.
• Employee Engagement and Retention
• Participate in employee engagement initiatives and support action plans for improving workplace culture.
• Conduct exit interviews, analyse turnover trends, and recommend strategies for employee retention.
• Assist in organizing team-building activities and HR-led initiatives aimed at boosting employee morale.