Employee Onboarding

• Own and continually improve the employee onboarding process.
• Ensure new starters receive contracts, policies, employee information and other required documentation ahead of their start date.
• Coordinate with managers and relevant internal teams to ensure equipment, systems access and other practical requirements are arranged.
• Develop structured onboarding plans and checklists for employees and managers.
• Coordinate new starter induction and initial training programmes.
• Ensure new employees receive an effective introduction to the company, their team, their role and relevant policies and procedures.
• Gather feedback from new employees and managers and use this to continually improve the onboarding experience.

Performance Management

• Develop and implement a practical performance review framework suitable for the business.
• Establish an appropriate review cycle, including regular manager/employee check-ins and formal performance reviews.
• Develop supporting documentation, guidance and templates for managers and employees.
• Work with management to encourage clear objectives, meaningful feedback and consistent performance expectations.
• Support managers in addressing underperformance and developing appropriate performance improvement plans where required.
• Monitor completion of reviews and identify recurring performance or development themes across the organisation.
• As the HR function develops, support the introduction of career development, progression and succession-planning processes.

Employee Relations

• Provide practical and commercially appropriate HR advice across the wider business.
• Develop and implement clear disciplinary and grievance procedures.
• Support and advise managers throughout disciplinary, grievance, capability, attendance and other employee-relations processes.
• Attend or support formal employee meetings where appropriate.
• Ensure employee-relations matters are handled fairly, consistently and in accordance with company policy and applicable employment legislation.
• Prepare appropriate documentation, including meeting invitations, investigation documents, outcome letters and supporting records.
• Maintain accurate and confidential records of employee-relations matters.
• Identify potential employee-relations risks and escalate significant issues appropriately.

Learning, Training & Development

• Coordinate new starter training with department heads and relevant subject-matter experts.
• Develop a structured approach to recording employee training and development.
• Identify common training needs through onboarding feedback, performance reviews and discussions with managers.
• Support managers in developing role-specific training and development plans.
• Coordinate mandatory or company-wide training where required.
• Help develop manager capability through practical HR guidance, templates and training.

Recruitment Support

• Support managers with recruitment processes where required.
• Assist with the preparation and maintenance of job descriptions.
• Help establish consistent recruitment, interview and selection processes.
• Coordinate offers, contracts and pre-employment documentation.
• Ensure recruitment and selection processes are professional, consistent and appropriately documented.
• Support the development of an effective candidate-to-employee journey.

International & Remote Workforce

• Support HR administration and employee experience for remote employees across the US, EU and Asia.
• Help ensure company-wide HR processes are applied consistently while recognising differences in local employment requirements.
• Maintain appropriate employment documentation and records for international team members.
• Work with external advisers, payroll providers, employers of record or other partners where applicable.
• Support managers in effectively managing geographically dispersed and remote teams.
• Help ensure remote employees receive an onboarding, communication and employee experience comparable to office-based colleagues.

HR Reporting & Management Information

• Develop appropriate HR reporting and people metrics as the function matures.
• Maintain accurate information relating to headcount, starters, leavers, absence, probation, employee turnover and other relevant measures.
• Provide management with regular HR updates and highlight emerging trends or areas requiring attention.
• Use employee data and feedback to recommend improvements to HR processes and the wider employee experience.

Essential Experience

• Previous experience in an HR Advisor, People Advisor, Senior HR Coordinator or comparable generalist HR role.
• Good working knowledge of UK employment law and HR best practice.
• Practical experience supporting employee-relations matters, including disciplinary, grievance, absence, capability and performance processes.
• Experience supporting or managing employee onboarding and offboarding.
• Experience advising and supporting managers on day-to-day people matters.
• Experience drafting HR documentation, policies, procedures and employee correspondence.
• Strong understanding of confidentiality and appropriate handling of sensitive employee information.
• Experience maintaining accurate HR records and employee data.
• Ability to manage multiple priorities and HR matters simultaneously.

Role Development

As the organisation continues to grow, there is scope for this position to develop alongside the business. The HR Advisor will have the opportunity to play a significant role in shaping the company's people function, with potential progression into a Senior HR Advisor, HR Manager or broader People & Culture role as the size and requirements of the organisation develop.