HR Advisor - Glasgow
Added 9 Oct · still live
Possible
Sponsorship likelihood
This job is eligible only on a shortage list
Not disclosed
Salary
Not disclosed by employer
£41,700
Going rate
Skilled Worker going rate
This role likely qualifies for a Skilled Worker visa
SOC 3571 (99% match) is an eligible occupation, with a going rate of £41,700, and Savills is a licensed sponsor. That is our reading of the rules. Whether they issue a Certificate of Sponsorship is still their call.
Your salary route
New graduate or PhD holder? Pick one of the lower rates.
What each route needs for this job
| Occupation code | New entrant 70% of going rate | STEM PhD 80% of going rate | Relevant PhD 90% of going rate | Standard rate 100% of going rate |
|---|---|---|---|---|
3571 Human resources and industrial relations officers Most likely code | £33,400 | £41,700 | £41,700 | £41,700 |
We use the lowest threshold across the plausible codes. Likelihood is Possible at most when the pay clears only a lower rate, or only under a less likely code. How the Home Office picks the code
About the role
Purpose of the Role
The HR Advisor provides practical, responsive and legally informed advice to managers, surveyors and employees across an allocated geographical area. The role independently manages a varied employee relations caseload, coaches managers through fair and consistent people processes, maintains high-quality case records, manages and supports on TUPE processes, organisational change activity, and getting involved with wider regional people activity and HR projects
Key Responsibilities
Advisory - Employee Relations
The HR Advisor provides practical, responsive and legally informed advice to managers, surveyors and employees across an allocated geographical area. The role independently manages a varied employee relations caseload, coaches managers through fair and consistent people processes, maintains high-quality case records, manages and supports on TUPE processes, organisational change activity, and getting involved with wider regional people activity and HR projects
Key Responsibilities
Advisory - Employee Relations
- Advise and coach line managers, surveyors and employees on queries regarding policies, procedures, employee relations issues.
- Manage a high volume and varied employee relations case load, assisting and advising line managers/surveyors with the interpretation and implementation of policies and procedures, including disciplinary, grievance, performance/capability, sickness absence etc. in a fast paced environment.
- Attend formal employee relations meetings where HR involvement is appropriate, helping managers to follow fair, consistent and well-documented processes.
- Advise on investigations up to and including complex matters (including discrimination, whistleblowing, etc) and attend investigation meetings as HR support if required.
- Compile and issue all appropriate HR documentation required within employee relations cases.
- Discuss and review any restructure proposals with the Surveyor / Line Manager to devise the best practice business/HR strategy to progress facilitating this process and manage any organisational change activity arising from the restructure proposals e.g, potential redundancies, role changes, rota changes, etc.
- Identify and escalate ER related risk and emerging trends and take ownership of actions recommended (e.g. coaching / training).
- Coach managers following case conclusion to support learning, improve management capability and to reduce repeat issues.
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- Support managers with straightforward restructures, redundancy processes and other organisational changes, working within established procedures and agreed project plans.
- Assist with consultation planning, employee communications, meeting documentation, selection-process administration and consideration of suitable alternative employment.
- Identify risks or complexities requiring Senior HRBP involvement, including large-scale change, collective consultation, protected groups, disputed selection processes or significant employee-relations concerns.
- Coordinate allocated TUPE workstreams for incoming and outgoing transfers, working under the overall direction of the Senior HRBP on complex or higher-risk transfers and taking ownership of smaller TUPE processes from initial planning through consultation to the transfer date and post-transfer integration.
- Support the preparation and review of employee liability information, due-diligence information, measures, employee communications and consultation documentation.
- Coordinate consultation meetings and maintain accurate records of employee questions, responses, actions and outstanding information.
- Maintain an up-to-date working knowledge of relevant employment law, ACAS guidance and Company policies.
- Contribute practical case-management insight to the review of policies, procedures, templates and manager guidance.
- Support the implementation and communication of revised HR policies and processes.
- Maintain complete, accurate and timely case records on the Company’s approved HR and case-management systems.
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- Provide line managers with general advice on following a fair and consistent recruitment process.
- Assist the HR Operations team where necessary to ensure the job description and person specifications are complete for all roles being recruited to.
- Participate in interviews for sensitive, senior or business-critical appointments where appropriate.
- Take ownership of allocated cases, ensuring they are progressed efficiently, documented accurately and escalated appropriately.
- Work closely with the Senior HRBP to understand regional priorities, emerging workforce issues and areas requiring targeted support.
- Regular travel to and presence on properties within Scotland. Additionally, some national travel and over-night stays are required from time to time for events such as team meetings, training and assistance within other regions.
- Liaise with the HR Operations team to arrange for new starters documentation to be issued where appropriate and review prepared employment contracts.
- Liaise with the HR Operations Team to keep records up to date and ensure standard letters are issued in a timely manner.
- Ensure efficient communications within internal teams and to appropriate third parties, where applicable.
- Liaise with the Operations Team on issues such as TUPE, Health and Safety and Security.
- Liaise with the Pathways Training team on the training needs of employees and assist with Inductions, where appropriate.
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Knowledge
- Sound and current knowledge of UK employment law, ACAS guidance and recognised HR practice.
- Good practical knowledge of disciplinary, grievance, capability, performance, sickness absence, flexible working and other employee relations processes.
- Working knowledge of organisational change, redundancy and TUPE.
- Understanding of fair investigation and decision-making principles.
- Understanding of data protection, confidentiality and secure case-record management.
- Knowledge of effective line-management practice and the role of HR in building manager capability.
- Understanding of the challenges associated with operational, geographically dispersed or site-based workforces is desirable.
- Ability to identify risk, recognise the limits of personal authority and escalate matters appropriately.
- Strong written communication skills, including the ability to produce accurate and professional case correspondence.
- Confidence advising and coaching managers through sensitive or challenging people matters.
- Ability to build credibility and constructive working relationships with operational managers and colleagues.
- Ability to use MS Office competently
- Ability to manage and influence managers to develop best practice and personal performance
- CIPD Level 5 qualified or working towards completion, or equivalent relevant HR experience.
- Evidence of continuing professional development and maintaining current employment-law knowledge.
- A relevant degree is desirable but not essential.
- 3 years’ Experience of working in a fast-paced generalist HR environment
- Experience of handling multiple cases and competing priorities.
- Practical experience of participating in procedural meetings and in advising on HR issues
- Experience within property management, facilities management, outsourced services or another operational environment would be advantageous.
This description is the source posting as it read when we added it. We are not affiliated with Savills, so check their own site for the current details.
Where this offer sits in the market
Human resources and industrial relations officers (SOC 3571) · UK · ONS ASHE 2025 · basic pay · ~137k in sampleSOC 3571
- Middle half £28,912–42,432
- Median £33,904
- Going rate £41,700
- Threshold £41,700
- New entrant £33,400–37,530
Similar sponsored roles
See all UK visa jobsNo close matches live right now.
Browse more sponsored jobs at SavillsAbout sponsorship for this role
Does this job guarantee visa sponsorship?
Not necessarily. Savills holds a sponsor licence, but sponsorship for a specific hire is always the employer's decision. Be upfront in your application that you'll require it.
What salary is needed for this role to be eligible?
The offer must clear both the general threshold and the SOC 3571 going rate of £41,700. New-entrant and shortage discounts can lower it.