Senior HR Advisor

at  Delkia

SENIOR HR ADVISOR

Location: Hybrid with 3 days per week on site with occasional travel to West Cumbria as required.
Job type: Permanent / Full time
Salary: Competitive
Delkia is a specialist engineering and technology company focused on safety-critical and mission-critical systems in highly regulated industries, including aerospace, clean energy, and maritime. Our services include engineering design, technical consultancy, and systems integration.
At Delkia, we believe engineering is more than technology, manufacturing, and innovation—it’s about the people behind it. By fostering a culture of passion, commitment, and innovative thinking, we ensure our teams are at the heart of our business, delivering exceptional results for our customers. We are proud to have signed the Armed Forces Covenant and actively invest in future talent through STEM initiatives, apprenticeships, placements, and summer internships.
Our Head Office is located at Westlake’s Science and Technology Park in West Cumbria, supported by systems integration, assembly, and testing facilities in Egremont, Cumbria, and design offices in Preston, Lancashire. We are also expanding with a new manufacturing facility in Haydock, St Helens, Merseyside opening in early 2025. Alongside these locations, we have a network of skilled staff working across the UK, forming a dynamic and highly capable team.
Join a company that values its people and is growing rapidly.

OVERVIEW OF THE ROLE:

As we continue to expand our workforce and grow our business, this new role will play a key part in the shaping of our HR function and supporting our line managers to deliver and embed the people initiatives.
You’ll be a trusted advisor to our line managers in all stages of the employee lifecycle including day to day support in employee relations matters including performance management, absence management, wellbeing and when needed discipline and grievance.

WHAT YOU’LL BE RESPONSIBLE FOR:

• Managing the new employee onboarding process and welcoming new employees to the team
• Building effective relationships with key stakeholders to ensure people initiatives are delivered against the company’s objectives
• Supporting line managers in the management of absence including close management of ongoing sickness issues
• Supporting line managers in a coaching and advisory capacity with employee relations matters such as disciplinary and grievance cases
• Manage the performance review process, ensuring employees and managers are aware of, and engaged in the cycle to drive performance improvement and development of individuals
• Support employee learning and development in line with the company’s competency framework and objectives for growth