HR Advisor

Job description

Role: HR Advisor
Role Type: FTC - 6 months
Grade:E2
Working Hours: 35 hours per week, Monday - Friday
Location: Watford

Role and person overview

Working in the HR Advisory Team (HRAT) you will have responsibility for assisting with multiple HR projects and providing best practice as well as business focused and best practice HR support taking ownership of some employee relations cases, escalating where complex cases as appropriate to HRAT Assistant Manager or another member of the team as necessary.

This role will be heavily involved in project support and you will be involved in multiple HR projects and providing best practice.

Where required, you may support the HR Business Partners with HR calendar activities and strategic priorities, working collaboratively across the People function to provide a seamless and first class HR service.

You will be responsible for building relationships with key stakeholders within HRAT and across People Ops, as well as the client group i.e. PLs and performance managers by whom you will be perceived as reliable, credible, commercial and expert. You will seek to develop flexibility in your approach so you can influence and build trust with a range of stakeholders. You will manage challenging conversations and cases effectively, drawing on advice from senior colleagues.

As a member of the HR Advisory team, you are expected to demonstrate the Firm’s values at all times and be seen as a role model to your client groups and team.

Roles and responsibilities

Client Management
• Proactively develop strong and enduring relationships with key stakeholders;
• Work as part of a virtual team to deliver excellent client service.

Employee Relations
• Where appropriate, resolve people issues to deliver commercially pragmatic outcomes, escalating as appropriate;
• Where appropriate, take a commercial, considered stance to risk assessment linking in with Employment Law Advisory Team (ELAT), escalating issues as appropriate to senior colleagues or your AM.
• Where appropriate support PLs with HR policy and process e.g. intelligent working requests, relocation;
• Where appropriate, advise on disciplinary, grievance and performance issues – including exam training failures; escalating as appropriate;
• Where appropriate, design and draft non-standard correspondence;
• Where appropriate, advise performance managers (PMs), PLs and Partners on absence management and the tools to deal with long term/persistent absences – including OH referrals. Coach PMs and PLs on return to work conversations;
• Build a good degree of understanding in applying employment law, keeping up to date with changes and legal advancements;
• Where appropriate, support PMs and PLs on the implementation of RPP development plans and advise on how to approach and handle typical and atypical RPP/performance coaching meetings;
• Where appropriate, coach and support PMs and PLs on the performance management process and approaches to give difficult messages, particularly for standard/low risk conversations. Seek to build experience to handle medium/high risk issues;
• Scribe for disciplinary/grievance panel meetings.

Management Information

• Where appropriate, work closely with People Information team to respond to requirements for management information including volumes of work;
• Build skills as necessary to present this information in a user friendly and professional format.

Contributing to HRAT and People function
• Manage workload and own diary;
• Take part in and contribute to functional and KPMG wide projects;
• Take on a ‘champion’ role with the HRAT and use this to drive best practice and share knowledge in this field;
• Adhere to SLAs and KPIs where appropriate, ensuring that real demonstrable value is being added to the business from HRAT;
• Take a personal responsibility to continuously improve and streamline the quality of HRAT work and own personal development;

Qualifications and skills

It is expected that you will be CIPD or part CIPD qualified or have the desire to study for the CIPD qualification.
In addition you will:

• Have an ability to build relationships and communicate with people at all levels;
• Effectively work with minimal supervision;
• Possess strong problem solving and facilitation skills;
• Be an excellent communicator – written and verbal;
• Demonstrate confidence to challenge Senior Stakeholders when necessary.
• Have strong organisational, literacy and numeracy skills;
• Have a good degree of IT proficiency including Excel, PowerPoint and SAP or equivalent HR system.
• Have great knowledge of redundancy policies and procedures
• Have experience of restructure projects
• You will have experience of being invovled in multiple HR projects