Department: PX

Location: London, UK

Description

The People Experience Advisor EMEA will play a key role in delivering a high-quality, consistent people experience across both Gentrack and Veovo.

Working closely with the PX team, managers and employees across the business, this role provides trusted day-to-day support across a broad range of people matters, helping to ensure employees and leaders are well supported.

This is a hands-on role with a strong focus on employee relations, manager guidance, policy development and application, and the effective delivery of core people processes. You will act as a key point of contact for managers, providing practical support on matters such as performance, conduct, absence, family leave, wellbeing and organisational change, while helping to ensure a fair, consistent and legally compliant approach.

The role is also critical in enabling the Senior PXBPs to focus on strategic partnering by providing strong ER and operational support, insightful reporting and high-quality documentation across key PX activity. It offers the opportunity to contribute to continuous improvement, build manager capability, and make a meaningful impact on the employee experience across the region.

Your Key Responsibilities

Working closely with the Senior PXBPs, we would expect you to contribute in the following areas:

• Own and coordinate end-to-end ER case management across the business, ensuring timely, consistent and legally compliant handling of cases, while maintaining accurate documentation, records and trackers
• Provide practical, day-to-day guidance to managers on lower to mid-level ER matters (e.g. absence, performance, disciplinaries, grievances, probation), supporting formal and informal processes and building manager capability and confidence
• Support Senior PXBPs on complex or high-risk cases (including disciplinaries, grievances and investigations), including identifying and escalating risks early
• Ensure you remain up to date with employment legislation and best practice, proactively highlighting changes and proposing updates where required
• Support and lead on the development, review and communication of policies and processes, ensuring alignment with employment legislation, best practice and business needs, including manager training
• Act as key point of contact and support managers to build capability and confidence in people management, providing practical, day-to-day guidance on ER matters, performance, conduct, family leave, sickness absence and employee wellbeing, ensuring a fair, consistent and policy aligned approach
• Support organisational change activity, including restructures, consultations, acquisitions and integration activities, ensuring processes are delivered consistently and in line with legal requirements.
• Own and coordinate employee lifecycle processes, including probation, performance, absence management and exits, while supporting organisational changes and people processes with strong attention to detail, documentation, timelines and stakeholder alignment.
• Draft clear and professional communications, letters and documentation, and ensuring a high standard of support and consistency across the employee and manager experience
• Support performance and annual cycles through tracking, reporting and proactive follow-up, identifying gaps, risks or trends (e.g. performance concerns, low completion rates) and taking action to address these early in partnership with managers and PXBPs
• Prepare and analyse people data and insights (e.g. ER trends, exit interviews, feedback from employees and managers), identifying recurring themes, highlighting risks and providing meaningful input to support decision-making and continuous improvement
• Support engagement and PX initiatives, including survey follow-ups, action planning, manager capability programmes, including wider PX projects, ensuring effective coordination, communication and delivery
• Lead on activities related to employee wellbeing and support managers and employees with guidance, highlighting available resources, and identifying themes that may require further support or escalation
• Promote a positive, inclusive culture, acting as an ambassador of Gentrack values, identifying themes from employee interactions, and supporting managers in creating inclusive, engaged and high-performing teams.