Senior HR Advisor
UK Visa Sponsorship Analytics
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The Senior HR Advisor provides proactive, commercially focused HR advisory support to managers across the organisation, acting as the first line of People partnering.
Working as part of the People function, the role manages employee relations, coaches managers on day-to-day people management issues and proactively supports performance, absence and engagement activity.
The Senior HR Advisor plays a key role in reducing risk, strengthening manager capability and improving colleague experience.
Key Responsibilities
Manage employee relations cases end-to-end, including investigations, disciplinary, grievance and absence-related processes, ensuring timely, fair and legally compliant outcomes.
Provide day-to-day coaching and guidance to managers on people management matters, building confidence and capability in handling performance, conduct and wellbeing issues.
Proactively manage absence trends, supporting managers with early intervention, occupational health referrals and return-to-work planning to reduce risk and improve attendance outcomes.
Support the performance management cycle, including calibration activity, documentation quality and manager guidance to ensure consistency and fairness.
Deliver engagement and wellbeing initiatives in partnership with the People Team and business leaders, supporting action planning and follow-up activity.
Gather and maintain insight on talent, succession and workforce risks, providing accurate data and themes to inform workforce planning discussions.
Support operational TUPE activity, leading on delivery where appropriate, ensuring compliance and clear communication with affected colleagues.
Identify ER trends, risks and themes, escalating appropriately and recommending preventative interventions.
Contribute to policy development, continuous improvement initiatives and the enhancement of HR processes to strengthen service delivery and reduce organisational risk.
Collaborate closely with the HR Coordinator to ensure smooth case administration, accurate documentation and effective case tracking.
Key Performance Indicators
Timely and compliant resolution of employee relations cases.
Reduction in escalated cases to HR & Reward Manager.
Improvement in absence management outcomes and reduced absence risk.
Increased manager capability and confidence in handling day-to-day people matters.
Effective delivery of engagement and wellbeing initiatives with measurable follow-up actions.
Improved quality and reliability of talent and succession data.
Reduced ER risk exposure and improved case documentation standards.
Key Relationships
People Team
Payroll
Finance
Line managers across the organisation
Experience & Skills
Essential
Proven experience managing employee relations cases independently within a UK employment law framework.
Experience supporting organisational change initiatives, restructures or consultation processes.
Demonstrable experience supporting and delivering TUPE processes, including employee consultation, due diligence coordination and post-transfer integration activity.
Strong working knowledge of UK employment legislation and best practice.
Experience coaching and influencing managers to improve people management capability.
Demonstrable experience managing absence and supporting performance processes.
Ability to balance operational delivery with proactive relationship building.
Strong analytical skills, with the ability to identify themes and risks from people data.
Confident communicator with the ability to challenge constructively and build trust.
Organised, resilient and able to manage competing priorities effectively
Experience supporting organisational change initiatives, restructures or consultation processes.
Demonstrates behaviours aligned to the PoloWorks PRIDE values:
- Pioneering – we don’t stand still
- Responsible – We do the right thing
- Inclusive – we all play a role
- Delivery Focused- we provide services we are proud of
- Empowering – we equip people to be their best
Knowledge & Qualifications
Essential:
Strong understanding of employee relations processes, performance management and absence management frameworks.
Experience supporting TUPE processes.
Sound knowledge of UK employment law and ACAS guidance.
Understanding of engagement, wellbeing and talent management principles.
Desirable:
CIPD Level 5 qualification (or working towards) or equivalent experience.
Benefits
As well as a competitive salary, discretionary annual bonus, and a minimum 24 days of annual leave (with the option to buy more), you will also get an excellent benefits package, including flexible, hybrid working, private health insurance, life assurance, income protection, enhanced pension contributions, and occupational maternity and paternity pay.
You will also have access to company volunteering days, an Electric Vehicle (EV) leasing scheme, an employee assistance programme with retail discounts and savings, a generous employee referral scheme, regular sports and social events, and free Cheltenham bus travel.
Benefits Band 3