Senior HR Advisor/HR Business Partner

• Manage employee relations cases end-to-end, including investigations, disciplinary, grievance and absence-related processes, ensuring timely, fair and legally compliant outcomes
• Provide day-to-day coaching and guidance to managers on people management matters, building confidence and capability in handling performance, conduct and wellbeing issues
• Proactively manage absence trends, supporting managers with early intervention, occupational health referrals and return-to-work planning to reduce risk and improve attendance outcomes
• Support the performance management cycle, including calibration activity, documentation quality and manager guidance to ensure consistency and fairness
• Deliver engagement and wellbeing initiatives in partnership with the People Team and business leaders, supporting action planning and follow-up activity
• Gather and maintain insight on talent, succession and workforce risks, providing accurate data and themes to inform workforce planning discussions
• Support operational TUPE activity, leading on delivery where appropriate, ensuring compliance and clear communication with affected colleagues
• Identify ER trends, risks and themes, escalating appropriately and recommending preventative interventions
• Contribute to policy development, continuous improvement initiatives and the enhancement of HR processes to strengthen service delivery and reduce organisational risk
• Collaborate closely with the HR Coordinator to ensure smooth case administration, accurate documentation and effective case tracking

• Proven experience managing employee relations cases independently within a UK employment law framework
• Experience supporting organisational change initiatives, restructures or consultation processes
• Demonstrable experience supporting and delivering TUPE processes, including employee consultation, due diligence coordination and post-transfer integration activity
• Strong working knowledge of UK employment legislation and best practice
• Experience coaching and influencing managers to improve people management capability
• Demonstrable experience managing absence and supporting performance processes
• Ability to balance operational delivery with proactive relationship building
• Strong analytical skills, with the ability to identify themes and risks from people data
• Confident communicator with the ability to challenge constructively and build trust
• Organised, resilient and able to manage competing priorities effectively

CIPD Level 5 qualification (or working towards) or equivalent experience

• Discretionary annual bonus
• Minimum 24 days of annual leave (with the option to buy more)
• Flexible, hybrid working
• Private health insurance
• Life assurance
• Income protection
• Enhanced pension contributions
• Occupational maternity and paternity pay
• Company volunteering days
• Electric Vehicle (EV) leasing scheme
• Employee assistance programme with retail discounts and savings
• Generous employee referral scheme
• Regular sports and social events
• Free Cheltenham bus travel