HR Advisor – AR

Carrington Blake Recruitment; Leicester; Hybrid; GBP 32,000 - 46,000; Full time

Job summary

Carrington Blake Recruitment is seeking a proactive HR Advisor to provide high-quality operational HR advice across the organisation. The role involves working with HR Partners to ensure fair and compliant practices, handling employee relations, policies, workforce planning, recruitment, attendance, performance, and change management; delivering expert guidance in line with legislation and organisational policies.

The position supports a hybrid working model with travel across required areas.

Qualifications

• CIPD Level 5 qualification required.
• CIPD membership required; Chartered CIPD membership desirable.
• Experience in a generalist HR advisory role.

Responsibilities

• Provide timely and accurate HR advice and guidance to managers and employees on a wide range of employment matters.
• Support managers in interpreting and applying HR policies, procedures, employment legislation, and terms and conditions.
• Support HR change programmes including restructuring and workforce changes.
• Advise on recruitment processes, workforce planning, and resource requirements.
• Ensure compliance with employment legislation, policies and data protection.

Skills

HR advisory

Communication

Employee relations

Organisational change

Education

CIPD Level 5

CIPD membership

Tools

HR systems

Job description

Job Description: HR Advisor

Job Title

HR Advisor

Department

Human Resources

Reporting To

HR Business Partner

Location

Force Headquarters / Hybrid working (with travel across the force area as required)

Hours

37 hours per week

Contract Type

Permanent / Fixed Term (12 months)

Role Purpose

The HR Advisor provides high-quality operational HR advice and support to managers and employees across the organisation. Working closely with HR Business Partners, the post holder will support the delivery of organisational objectives by providing expert guidance on employee relations, employment policies, workforce planning, recruitment, attendance management, performance management, and organisational change.

The role acts as a trusted HR partner to managers, ensuring HR processes are applied consistently, fairly, and in line with employment legislation, organisational policies, and equality principles.

Key Responsibilities

Operational HR Advice

• Provide timely and accurate HR advice and guidance to managers and employees on a wide range of employment matters.
• Support managers in interpreting and applying HR policies, procedures, employment legislation, and terms and conditions.
• Provide advice on attendance management, performance management, employee relations, and workplace issues.
• Ensure HR advice is consistent, legally compliant, and aligned with organisational values.

Employee Relations and Case Management

• Manage and support HR casework including attendance, performance, disciplinary matters, grievances, and appeals.
• Provide guidance to managers through formal and informal HR processes.
• Support fair and consistent decision-making when dealing with sensitive employee matters.
• Identify risks and recommend appropriate solutions to resolve workplace issues.
• Support mediation, coaching, and other interventions where appropriate.

Change Management Support

• Support HR Business Partners with organisational change programmes, including restructuring, workforce changes, redeployment, and consultation processes.
• Provide advice on employee impact, communication requirements, equality considerations, and employment law implications.
• Assist managers in implementing change effectively while maintaining employee engagement.

Recruitment and Workforce Planning

• Provide HR advice relating to recruitment processes, workforce planning, and resource requirements.
• Support managers with vacancy approval processes and recruitment activity.
• Ensure recruitment practices are fair, consistent, and aligned with equality and diversity principles.

Policy, Legislation and Compliance

• Interpret and apply employment legislation, HR policies, and organisational procedures.
• Maintain up-to-date knowledge of employment law and HR best practice.
• Support the effective implementation of new and updated HR policies and initiatives.
• Ensure compliance with relevant legislation including equality, data protection, and confidentiality requirements.

HR Data and Systems

• Maintain accurate HR records using HR management information systems.
• Produce reports and management information to support decision-making.
• Analyse HR data relating to areas such as absence, workforce trends, and employee relations.
• Use systems including Microsoft Office applications and HR reporting tools to support effective service delivery.

Stakeholder Management

• Build effective working relationships with managers, senior leaders, employees, trade unions, staff associations, and HR colleagues.
• Provide professional HR advice and challenge where necessary.
• Communicate changes in legislation, policy, and working practices clearly and effectively.
• Attend management meetings and represent HR when required.

Essential Skills and Experience

Qualifications

• CIPD Level 5 qualification (or equivalent) required.
• CIPD membership required; Chartered CIPD membership desirable.

Experience

• Experience working in a generalist HR advisory role.
• Experience supporting HR Business Partners or HR teams with organisational change.
• Experience providing advice and guidance on employee relations matters including:
  • Attendance management
  • Performance management
  • Disciplinary processes
  • Grievances
  • Appeals
• Experience applying employment law, HR policies, and procedures.
• Experience handling sensitive and confidential employee matters.
• Experience using HR systems and analysing HR information.

Knowledge and Understanding

• Strong understanding of employment legislation and HR best practice.
• Knowledge of Equality Act 2010 and its application within workplace decisions.
• Understanding of data protection, confidentiality, and information governance requirements.
• Knowledge of employee relations principles and case management processes.
• Understanding of organisational change and consultation processes.

Skills and Competencies

The successful candidate will demonstrate:

• Strong communication and interpersonal skills.
• Ability to influence and advise managers at different levels.
• Ability to manage challenging conversations professionally.
• Strong analytical and problem-solving skills.
• Ability to prioritise competing workloads and manage deadlines.
• Ability to build effective relationships and work collaboratively.
• Commitment to fairness, inclusion, and ethical decision-making.

Values and Behaviours

The post holder will demonstrate behaviours aligned with organisational values, including:

• Respect and empathy when working with others.
• Courage to provide professional challenge and advice.
• Commitment to public service and organisational objectives.

Key behaviours include:

• Analysing critically
• Being innovative and open-minded
• Demonstrating emotional awareness
• Taking ownership
• Collaborating effectively
• Supporting and inspiring others

Additional Requirements

• Ability and willingness to travel across the organisation’s locations when required.
• Ability to work flexibly to meet business needs.
• Must meet required security vetting standards for the role.

Summary

The HR Advisor is a key operational HR role responsible for delivering professional advice and support across the organisation. The post holder will help managers resolve people-related challenges, support organisational change, and ensure HR practices are fair, consistent, and legally compliant.