Interim HR Advisor

Reed HR are working alongside a large Educational Establishment based in Cental London who are recruiting for an Interim HR Advisor for initially 5 months. 

This role is hybrid so travel into the office is required. 

Key Responsibilities

1. Provide a customer-focussed, risk-based, expert, and professional HR advisory service to managers and employees, liaising with the relevant HR Business Partner and Trade Union representatives as required.

2. Work with managers to fully manage case work proactively at both informal and formal stages, referring complex cases and significant risks to the Employee Relations and Policy Manager and/or relevant HR Business Partner.

3. Work collaboratively with managers, Occupational Health and HR Business Partners to pro-actively manage sickness absence cases and sickness absence levels, referring complex cases and significant risks to the Employee Relations and Policy Manager and/or relevant HR Business Partner.

4. Build and maintain effective working relationships within allocated areas, advising on a range of employee relations matters and the implementation of company procedures, relevant employment legislation and best practice initiatives.

5. Support the HR Business Partners in workforce planning, organisational effectiveness reviews and employee engagement initiatives, providing reports and data analysis where required.

6. Support the HR Business Partners in managing organisational restructures, from initial planning and business case drafting stage, through consultation and to the implementation of the agreed changes.

7. Undertake job evaluations for posts created or amended as part of an organisational change process, working with managers to develop job descriptions where required, and supporting and attending interview panels where appropriate.

8. Support the review, development and implementation of HR policies and procedures to ensure company processes meet business need, and that policies and guidance notes are continuously improved based on experience, feedback and change to employment law, case law and best practice.

9. Participate in management development programme workshops and other learning activities designed to enhance managers’ capability in all aspects of staff management.

10. Participate in and lead on projects in associated HR areas.

Person specification / Selection criteria

A. Experience of handling a HR case work portfolio, including discipline and grievance investigations, hearings, and appeals, as well as attendance and performance management processes to conclusion.

B. Experience of providing high quality advice and guidance to managers, drawing on employment legislation, case law and best practice and making well-judged decisions in the context of the specific situation

C. Experience of supporting change management projects from a HR perspective, advising managers on the application of HR procedures and management of consultation processes.

D. Understanding of how HR policies are developed and embedded within a complex workforce, their role in strengthening organisational culture and behaviour, and how their effectiveness can be monitored.