Job Description

Role Purpose

Provides day to day leadership to a team or managers, ensuring operational goals are met while supporting our people and enabling consistent performance.

Role Accountabilities

Lead and Support the Team

Provide day to day guidance to staff and/or managers, setting clear expectations and creating a positive work environment

Manage Performance and Development

Monitor team and individual performance, give regular feedback, and support skill development and performance improvement activities.

Ensure Effective Operational Delivery

Oversee daily work activities, allocate resources appropriately, and ensure tasks are completed safely, efficiently, and to required quality standards.

Maintain Compliance and Manage Risk

Ensure the team follows organisational policies and procedures, addressing issues promptly and promoting safe, ethical practices.

Communicate and Collaborate Across the Organisation

Act as a key communication link, sharing information effectively and coordinating with other teams to resolve issues and support smooth operations.

Person Specification

Qualifications

Level 3 qualification in leadership or equivalent experience

Essential

Relevant profession qualification or equivalent education

Essential

Management or leadership training

Desirable

Experience

Experience supervising or leading a team within a relevant environment

Essential

Experience leading, motivating and developing teams or employees

Essential

Experience of contributing to or delivering organisational objectives

Essential

Skills & Knowledge

Strong leadership and people management skills

Essential

Effective communication skills, both written and verbal

Essential

Ability to analyse information and use data to inform decisions

Essential

Ability to plan, organise and prioritise work effectively

Essential

Competent IT skills, including se of standard office software (Microsoft Office ect.)

Essential

Behaviours & Attributes

Professional, ethical, and accountable approach to work

Essential

Positive, proactive, and adaptable attitude

Essential

Ability to work effectively under pressure and manage competing priorities

Essential

Resilient, self-motivated, and results focused

Essential

Strong ability to build effective working relationships

Essential

In addition to the requirements of the role outlined above, the following additional details apply to this specific position.

Position:

P&C (HR) Advisor

Department/Team:

People & Culture

Role:

Manager (L2)

Reports To:

People & Culture Business Partner

Direct Reports:

None

Additional Accountabilities

Manager Advice and Support

Contribution:

Provide timely, consistent, and professional HR advice to line managers on employee relations, performance and absence related matters. Act as first point of call for managers seeking HR advice. Coach and guide managers to build confidence in handling people issues.

Outcome:

Managers are equipped to handle people matters confidently and compliantly, reducing risk and ensuring a positive employee experience.

Case Management

Contribution

: Independently manage a caseload of low to medium-risk ER cases. Support the management of P&C cases from initial advice through to resolution, ensuring fairness, accuracy and alignment with legal requirements. Advise managers on appropriate informal and formal approaches in line to policy. Prepare and issue all relevant documentation, including investigation packs, letters and outcome. Maintain accurate and timely case records within PeopleHR. Escalate complex and high-risk cases to relevant Business Partners.

Outcome:

Employee relations cases are resolved efficiently and lawfully, with minimal disruption to teams and reduced exposure to tribunal claims.

Data & Insight

Contribution:

Maintain accurate HR records in line with GDPR and confidentiality requirements. Track, monitor, analyse, and interpret P&C data (e.g. absence, turnover, case volumes) to identify trends and areas for improvement.

Outcome:

Insightful data informs strategic P&C decisions and drives targeted interventions that improve workforce stability and performance.

Absence Management and Wellbeing

Contribution:

Support effective sickness absence management processes. Advice on reasonable adjustments and phased return to work. Identify absence trends and raise concerns with Business Partners. Liaise with Occupational Health and other relevant services.

Outcome:

Employees experience a smooth, consistent and engaging journey, contributing to retention and a positive employer reputation.

Policy & Process Improvement

Contribution:

Keep HR policies, procedures, and practices up to date, ensuring they reflect current legislation and PML needs. Interpret and apply HR policies and procedures consistently. Provide advice on employment law matters within and advisory remit. Support the review and update of HR policies as required

Outcome:

Managers and employees have access to clear, relevant HR guidance that supports consistent and compliant decision-making.

Person Specification

Qualifications

CIPD Level 5 (or working towards)

Essential

CIPD Level 7

Desirable

Experience

Previous experience in a HR/P&C Advisory

Essential

Proven experience managing employee relations cases independently

Essential

Proven experience advising and supporting line managers directly

Essential

Experience in organisations of a similar size (200-500 employees)

Desirable

Skills & Knowledge

Strong knowledge of employment law and HR best practice

Essential

Excellent communicator with the ability to influence and challenge constructively.

Essential

Able to manage a varied workload and prioritise effectively

Essential

Strong attention to detail and problem-solving skills

Essential

Approachable and professional

Essential

Discreet and confidential in handling sensitive information

Essential

Ability to assess risk and exercise sound judgement

Essential

Job Types: Full-time, Permanent

Pay: 35,000.00-40,000.00 per year

Work Location: In person