Senior HR Advisor

Description

We are looking for an experienced Senior HR Advisor to join our dynamic HR team in a newly created position, internally known as the People & Programmes Partner.

This is a diverse role, you will be involved in the full spectrum of HR activities, ranging from strategic projects to generalist and employee relations responsibilities, as well as supporting L&D initiatives. Approximately 70% of your time will be spent working alongside our People Strategy and Programmes Director, leading and supporting strategic HR projects, while the remaining 30% will focus on partnering with HR Business Partners and people managers to drive employee relations and support to managers and employees across the business.

This is an exciting opportunity to shape our HR strategy, influence business outcomes, and make a meaningful impact across the organisation by combining your expertise in HR with a hands-on approach to managing people programmes.

Key Responsibilities:

Strategic People and Programmes Projects (70%):

• Program Management: Lead and support various people programs across the organisation, ensuring that initiatives are delivered on time and meet the strategic objectives. 
• Data Management and Insights: Collect, analyse, and report on HR metrics to inform decision-making and support both strategic and operational initiatives. 
• Compensation and Benefits: Partner with the Centre of Excellence lead to design and run the annual compensation and benefits process ensuring that they are free from bias. Assist in the renewal, communication, and promotion of our companywide benefits programmes, keeping them aligned with industry trends and employee needs. 
• Workforce Planning: Prepare and analyse HR data to support workforce planning, providing insights for senior leadership and HR Business Partners.
• Peakon Survey & Employee Engagement: Lead the execution and analysis of employee engagement surveys, using insights to shape future HR initiatives and promote a positive work environment. 

Employee Relations (30%)

• Employee Relations: Partner with the HR Business partners and people managers to address employee relations issues, ensuring compliance with organisational policies and legal requirements. 
• Independently manage formal HR meetings with proven exposure to a diverse caseload of employee relations issues.
• People Manager Engagement: Partner with the People and Programme Partners to design, implement and measure a People Manager engagement, providing timely information and guidance to this community.

Key Qualifications & Experience

• Proven experience as a Senior HR Advisor or similar role. 
• Strong understanding of compensation and benefits processes, policy management, and employee relations. 
• Demonstrated experience in managing strategic HR projects, particularly in compensation, benefits, and employee engagement. 
• Excellent interpersonal and communication skills, with the ability to build trust and credibility at all levels of the organisation. 
• Strong analytical and data management skills, with the ability to derive insights and present them clearly. 
• Experience in coaching and developing people managers, particularly around employee relations issues. 
• MS Office including strong Word and Excel skills. 
• Knowledge of Workday, Peakon and Monday.com would be desirable.

At System C, we prioritise transparency in our job requirements and selection criteria, ensuring they are based solely on the essentials needed for effective job performance. We consciously avoid assumptions that could skew our perception of a candidate’s suitability for hire.

Our recruitment practices are designed to ensure that no applicant is unfairly disadvantaged by procedures or requirements that disproportionately affect protected groups without being essential for the job.

For every position, we develop a detailed job description and person specification. This approach maintains our focus on the true demands of the role and the skills, experience, and qualifications necessary. During interviews, we involve multiple interviewers where possible to further mitigate unintentional bias, thereby promoting a fair and equitable hiring process.