HR Advisor

Tata Technologies; Warwick; On-site; GBP 28,000 - 42,000; Full time

Job summary

The HR Advisor at Tata Technologies plays a key role in delivering a professional HR service across the UK. You will work closely with managers and the HRBP to provide guidance on employee relations, absence and performance matters while ensuring policy compliance.

Responsibilities include handling ER casework end-to-end, coaching managers, supporting HR projects and maintaining accurate employee records to drive improvements in the employee experience.

Qualifications

• ER casework management and guidance on conflict resolution.
• Absence management across sickness and attendance.
• Policy and legislation guidance for managers.
• Performance management support including PIPs.
• Documentation and meeting notes creation.

Responsibilities

• Manage employee relations cases end-to-end (disciplinary, grievance, capability).
• Own absence management cases (long-term sickness, attendance reviews, RO-work).
• Advise and coach managers on policies and employment law.
• Support performance management and PIPs implementation.

Skills

Employee relations

Absence management

Performance management

Policy guidance

Coaching managers

HR data

Employee lifecycle

HR Administration

Job description

The HR Advisor plays a key role in delivering a professional, proactive and commercially focused HR service across the UK business. Working closely with managers, employees and alongside the HR Business Partner and HR Administrator, the role provides expert guidance on employee relations matters, absence management, performance management and company policies.

The HR Advisor owns employee relations and attendance management casework, helping managers navigate people challenges confidently and consistently while ensuring compliance with employment legislation and company policy. The role also supports HR projects, continuous improvement initiatives and employee lifecycle activities, acting as the link between operational HR administration and strategic HR business partnering.

Areas of Responsibility

Employee Relations & Case Management

• Manage employee relations cases from end to end, including disciplinary, grievance and capability processes.
• Take ownership of absence management cases, including long-term sickness, attendance reviews, occupational health referrals and return-to-work planning.
• Advise and coach managers through employee relations processes, ensuring a fair, consistent and legally compliant approach.
• Support managers with performance management concerns, including the implementation and management of Performance Improvement Plans (PIPs).
• Create and maintain documentation including letters, reports and meeting notes.
• Identify and escalation high-risk or complex matters to the HRBP where appropriate while maintaining ownership of day-to-day case management.
• Monitor trends and themes across employee relations and absence activity and make recommendations to reduce organisational risk.

Manager Advice & Support

• Act as the primary HR contact for managers on day-to-day people matters.
• Provide practical advice on company policies, procedures and employment legislation.
• Coach managers to build confidence in managing performance, conduct and absence matters.
• Support managers in addressing issues early to minimise escalation and improve outcomes.
• Ensure a consistent and equitable application of HR policies across the business.

Employee Lifecycle & HR Operations

• Work closely with the HR Administrator to ensure seamless delivery of HR processes across the employee lifecycle.
• Support internal moves, promotions and organisational changes.
• Ensure employee records, documentation and case files are maintained accurately and compliantly.
• Provide guidance to the HR Administrator on employee relations or policy-related queries where required.
• Support audit, compliance and reporting activities relating to people data and HR processes.

Employee Engagement & Culture

• Support engagement, recognition and employee wellbeing initiatives.
• Review employee feedback and survey results, supporting action planning where opportunities for improvement are identified.
• Assist with employee communications and HR initiatives that enhance the employee experience.

Continuous Improvement & Projects

• Identify opportunities to improve HR processes, manager guidance and employee experience.
• Contribute to HR projects and initiatives that increase efficiency and support business objectives.
• Support the implementation of new policies, procedures and HR systems.
• Use HR data and insights to support continuous improvement activities.