People Enablement Advisor - FTC 12 months

Made Tech Limited; Greater London; Hybrid; GBP 30,000 - 50,000; Full time

Job summary

A progressive technology firm in the UK seeks a People Enablement Advisor for a 12-month FTC. You will manage the entire employee lifecycle, ensuring accurate documentation and providing first-line Employee Relations advice. Collaborate on recruitment operations, support digital transformation, and maintain compliance across employee files. Ideal candidates have HR experience, a good understanding of UK employment law, and a passion for improving processes through technology. The position offers flexibility to work from any UK office hub, including London.

Qualifications

• Strong experience in a fast-paced people team with administrative skills.
• Understanding of employment law to provide pragmatic advice.
• Ability to automate processes and improve efficiencies.

Responsibilities

• Manage employee lifecycle documentation and processes.
• Support recruitment operations and maintain ATS.
• Act as the first point of contact for Employee Relations inquiries.
• Assist in audits and governance updates.
• Identify opportunities for digital transformation.
• Ensure compliance in employee files and digital records.

Skills

HR Generalist Foundation

Understanding of UK employment law

Attention to detail

Operational Agility

Process Improvement

Tech Advocacy

Empathy

Job description

People Enablement Advisor - FTC 12 months

Made Tech wants to positively impact the country's future by using technology to improve society. By default, our people are technologically savvy, and we want the tools and products they use, and the employee experience they have through using those tools, to reflect our status as a progressive, client‑centric, supportive employer.

As our People Enablement Advisor, you are the ‘first responder’ of the People Team. You are responsible for the execution of the employee lifecycle, ensuring that behind every human experience (like a promotion or a new hire) is an outstanding operational process.

You will manage the ‘digital paperwork’ of the enablement - contracts, variations, and recruitment coordination - while also providing the first line of Employee Relations (ER) advice to managers where answers are not available via automation/matters are more sensitive. You are a process‑improver who hates manual duplication and loves finding ways to make things happen automatically, accurately, and instantly.

Key responsibilities

• 1. Lifecycle Management (The Flow): Own the generation and accuracy of all people documentation, including offer letters, contracts of employment, and variations to terms. You are critical to ensuring the HRIS is the single source of truth at every stage.
• 2. Recruitment Operations: Partner with colleagues in the Experience team to ensure the handover from candidate to employee is seamless. You'll support the maintenance and management of the ATS, manage the background checks, Right to Work compliance, and the administrative pre‑boarding that sets new starters up for success.
• 3. Generalist ER Advisory: Act as the first point of contact for managers on ER matters. You will provide pragmatic support and advice on policy, leave, and performance, escalating complex cases to the team specialist while ensuring low‑level friction is resolved quickly and fairly. You will attend formal ER meetings alongside the ER Specialist or to support people managers as required.
• 4. Cross‑Pillar Support: Act as the administrative bridge between the two Heads of function. You will support the Head of People Experience with the logistics of performance cycles and the Head of People Enablement with governance, audits, and handbook updates.
• 5. Digital Transformation Support: Help the Head of People Enablement identify manual admin ‘sinkholes’. You will play a key role in testing and adopting new AI tools or automation workflows to speed up our response times.
• 6. Reporting & Compliance: Maintain 100% compliance in our employee files and digital records. You’ll assist in the preparation of regular "People Health" reports, tracking metrics like probation completion rates and time‑to‑contract.

Skills, knowledge and expertise

• Sound HR Generalist Foundation: Strong experience in a fast‑paced People team, with a solid grip on the administrative must‑has of the employee lifecycle.
• ER Competence: A good basic understanding of UK employment law and the ability to give pragmatic and professional advice that protects the business while staying human.
• Exceptional Accuracy: You take pride in "Right First Time" delivery. You understand that a typo in a contract is a friction point for a new employee.
• Operational Agility: You are comfortable juggling multiple priorities.
• Process Curiosity: You consistently ask, "Is there a way we can automate this?"
• Tech Advocate & Adopter: An obvious desire and ability to source and share innovation in tech to improve the people experience.
• Empathy and people skills: A genuine care for the people who you work with and those who want to work with us, ensuring they have a great experience and expectations are exceeded

Key Success Measures

Measures for the Enablement team overall have been distilled to those which are most relevant and applicable to this role here.

1. Operational Efficiency & Automation

These measures track how well the People Enablement engine is running and how much manual work has been eliminated.

• Manual Task Reduction: Percentage of workflows (e.g., offer letters, contract changes, onboarding triggers) that are fully automated via a people system or AI tools.
• Cost per Transaction: Reduction in the administrative cost of lifecycle events (e.g., the time/resource cost to process a new starter).
• SLA Achievement: Consistency in meeting Internal Service Level Agreements (e.g., 24‑hour turnaround for contract generation or 48‑hour response time for payroll queries).

2. Data Integrity & Strategic Insights

These measures determine if the business can trust the ‘people numbers.’

• Data Accuracy Rate: A "Zero‑Error" target for monthly people system data audits.

3. Compliance & Risk Management

These measures ensure the legislative safety of the organisation.

• Audit Compliance: 100% clean scores on internal and external audits regarding Right to Work, GDPR, and employment law compliance.
• ER Resolution Time: The average time taken to resolve formal Employee Relations cases, balancing speed with legal robustness combined with manager satisfaction on the quality of the support provided.

4. User Experience (The Frictionless Factor)

• Internal CSAT (Customer Satisfaction): A high satisfaction score from the wider People Team (especially Recruiters and L&D colleagues) regarding the tools and systems provided.

Location:

Any UK Office Hub (Bristol / London / Manchester / Swansea)

Join us in our mission to use technology to improve society for everyone.