HR Advisor

Techtronic Industries (TTI) is a world leader in cordless technology spanning power tools, accessories, hand tools, outdoor power equipment, as well as floorcare & cleaning products. Our focus is on end-users that range from professionals in the industrial, construction and infrastructure sectors to DIYers in home improvement, repair, and maintenance. TTI’s powerful brand portfolio includes MILWAUKEE®, RYOBI®, AEG® - recognized worldwide for their deep heritage and innovative product platforms of superior quality.

The company maintains a global manufacturing and product development footprint, with record world-wide sales of approximately US$15.2 billion and around 50,000 employees in 2026. Hiring exceptional people is a top focus at TTI. This drives a high-performance culture across all levels of our organization and helps to achieve our vision of being number one in the industries we serve. Our unique high-speed decision-making process supports our acute focus on developing superior products and meeting high customer expectations. We view our winning culture as a competitive advantage that powers our growth.

We are seeking an experienced Human Resources Advisor with a strong focus on employee relations to join our HR team, reporting to the Human Resources Business Partner.

Purpose of the Role

The purpose of this role is to provide trusted, high-quality employee relations support and guidance to managers and key stakeholders across the organisation. As the first point of contact for a wide range of people matters, you will deliver practical, commercially focused advice while ensuring compliance with employment legislation and company policies.

Key Responsibilities

• Act as the subject matter expert on employee relations and UK employment law, providing pragmatic, commercially focused advice and guidance to managers and stakeholders on the full range of people matters.
• Lead and manage the end-to-end resolution of employee relations matters, including disciplinary, grievance, capability, performance, absence management, flexible working, conduct, workplace conflict, organisational change, and other complex and sensitive matters.
• Coach and develop managers to strengthen their capability, confidence, and consistency in managing people matters.
• Design and deliver manager training, guidance, and toolkits to promote best practices and effective application of people management measures.
• Review, develop, and maintain HR policies, procedures, and documentation, driving continuous improvement to ensure compliance, efficiency, and a positive employee experience.
• Monitor changes in employment legislation, case law, and best practice to proactively identify risks, opportunities, and required policy or procedural changes.
• Prepare and review formal documentation, including investigation reports, outcome letters, consultation materials, settlement agreements, and tribunal-related correspondence where required.
• Manage DSARs, legal enquiries, and employment-related matters, working independently or with internal and external stakeholders as required.
• Support statutory people reporting, including Gender Pay Gap (GPG) reporting, ensuring accuracy, compliance, and timely submission.
• Liaise with Occupational Health providers, referencing agencies, and other external partners to support employee lifecycle, absence management, and compliance requirements.
• Maintain accurate and confidential employee relations records, ensuring effective case management, timely resolution, and GDPR compliance.
• Manage HR inbox enquiries, providing timely advice, guidance, and escalation where appropriate.
• Analyse employee relations trends and data, identifying risks and opportunities to improve the employee experience and management effectiveness.
• Lead and manage the leaver process, conducting exit interviews, analysing feedback, and escalating key themes alongside actionable recommendations for improvements.
• Support organisational change activities, including restructures, redundancies, TUPE transfers, and consultation processes.
• Collaborate with HR colleagues and stakeholders to deliver HR projects, employee engagement, wellbeing, and wider people initiatives.
• Support the effective use and continuous improvement of HR systems and processes.
• Build strong relationships across the business, acting as a trusted advisor on employee relations and people matters.
• Partner with HR colleagues and business stakeholders to support wellbeing and employee engagement measures, learning initiatives, and H&S programmes across the business.
• Undertake any other duties reasonably required to support the HR function and wider business objectives.