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Reed HR are working alongside a large Not for Profit Organisation based in South West London who are recruiting for an Interim Senior HR Advisor for initially 3 months with the potential to go permanent.
This role is hybrid so travel into the office will be expected.
Job Summary
As part of the Workforce Department, the Senior HR Advisor will lead on and manage the full cycle of employment relations cases, including absence and performance management, grievance and disciplinary investigations organisational change.
You will have direct line management responsibility for a HR Assistant and will support the HR Business Partner in identifying and delivering HR projects that add value to HR Operations processes and company stakeholders, improve the overall efficiency and effectiveness of our HR service, and help achieve the aims of our People Strategy.
Main Objectives of the Role
1. To deliver an exceptional, responsive and professional HR advisory service to staff and managers, utilising credible expertise and knowledge to guide and partner with managers throughout the full employment relations cycle.
2. To be an expert in ER, serving as a trusted point of contact for key stakeholders to provide and implement effective solutions and strategies for HR issues involving absence, probation, capability, conduct, performance and grievance meetings, seeking support from the HR Business Partner where necessary.
3. Direct line management responsibilities of an HR Assistant, supporting their development and managing performance.
4. To work with and support the HR Systems & Compliance Advisor, the senior HR Team and wider stakeholders in providing high-quality management information to aid decision-making.
Key Responsibilities
1. To provide expert advice on HR policies, procedures and terms and conditions of employment including but not limited to annual leave, sickness absence, time off work, probation, maternity and paternity leave, flexible working, performance, disciplinary, grievance and investigation processes.
2. To support managers with end-to-end formal case management involving sickness absence, performance, disciplinary, grievance and probation. This includes taking notes during meetings, assisting managers in producing outcome letters and reviewing investigation reports.
3. To build strong relationships with key stakeholders to understand current challenges, develop strategies for resolution and regularly monitor progress.
4. To attend stakeholder meetings, actively contributing and proving progress updates on live ER cases and Key Performance Indicator (KPI) reviews.
5. Collaborate with the HR Systems & Compliance Advisor and HR Assistant to provide a comprehensive range of administrative support for the HR operations service.
