HR Advisor

Employee Relations

• First point of contact for all levels of employees across the business on a broad and complex range of ER issues.  Raise the profile of HR by partnering line managers and providing comprehensive HR support through all areas of ER.
• Support Managers in all stages of the investigation, disciplinary (conduct and capability), Grievance and Appeal process and attend meetings where necessary in addition to advising on appropriate action and procedure.
• Create and issue out outcome letter in relation to all ER cases.
• Support the HR Manager in the high-level ER cases.

• Provide guidance in relation to probationary periods and develop line managers on the performance management process.

• Advise all levels of management and employees on statutory rights and responsibilities e.g. maternity/paternity leave, flexible working applications, maternity re-induction process.
• Assist the HR Manager in the restructure/redundancy process.

Recruitment

• Support the HR Manager and Resourcing Specialist in the recruitment process for Head Office and Operations team.  

• Responsibility for collating and sending out all new starter/leaver information for Head Office and Operations team.
• Sending and completing employee references for Head Office and Operations team.
• Ensuring the induction process is completed for Head Office and Operations team new starters.

Payroll

• In the absence of the Payroll Assistant, collate all information pertaining to changes to the UK and Ireland bar employee payroll.  Ensuring all monthly hours, holidays and other absences are loaded prior to payroll cut off and actively communicate changes to the external payroll provider as and when necessary.
• Maintain the payroll system, entering all Head Office and Operations employee information, ensuring records are kept accurate and up to date.

Absence Management

• Take ownership for the ensuring the absence procedure is followed and logging all Head Office and Operations absences (holiday, sickness and other)
• Review periodically and look at trends/patterns.
• Follow up to ensure receipt of outstanding absence related documentation.
• Ensure that line managers actively follow the absence management process, by sending information regarding absence trends and trigger points, and advising on the capability and conduct processes when necessary.  Highlighting and resolving issues as they occur.  

• Provide support during return to work interviews and re-induction plans, specifically after long term absence.  Work together with the HR Manager on capability management during long term sickness absence.

Policies and Procedures

• Assist the HR Manager in the generation and communication of company policies and procedures.
• Ensure line managers understand the policies and procedures and encourage compliance.

Administration

• Ensure employees files are kept up to date and audited on a regular basis
• Responsibility for drafting and sending out all employment correspondence for Head Office and Operations team, e.g. offer letters, contracts of employment, amendment letters, references.
• Support the HR Manager in ensuring probationary reviews are completed on time, sending managers reminders and drafting probationary review letters.
• Creating reports as and when requested.

Department Development

Take a proactive role in suggesting ideas and creating new procedures to ensure the continued improvement and development of the HR function, increasing its value to the business.