HR Advisor (2)

Description

• Serve as the first HR point of contact for managers.
• Advise on HR policies, procedures and people matters, ensuring legal compliance.
• Coach managers on payroll, time‑and‑attendance, investigations, disciplinary and grievance processes.
• Support salary reviews, training, recruitment and performance reviews with HRSS, L&D and Time Attendance.
• Develop and maintain departmental functional and mandatory training plans with Learning Advisor, HSE manager and operational lead.
• Partner with HR Business Partner to manage complex employee relations cases.
• Keep employee relations records and case tracker up to date.
• Review and draft HR policies to align with employment law and business needs.
• Contribute to People strategy and continuous improvement, flagging trends to HR colleagues and operational leaders.
• Update job descriptions with managers and ensure changes are reflected in HR systems.
• Accelerate recruitment, converting temporary staff to permanent roles and ensuring timely advertising.
• Provide advice, coaching and support for change processes.
• Analyse people metrics using HRIS, collaborate with managers on data‑driven decisions, and recommend system enhancements.
• Identify development needs and coordinate with HRBP and L&D.
• Organise colleague engagement activities.
• Conduct regular check‑ins with operational managers on wellbeing, sickness, payroll accuracy and other people matters.
• Direct managers to appropriate channels for HRSS or payroll queries.
• Escalate concerns to HRBP, HRSS Lead or Payroll as needed.
• Support regional and global cyclical HR initiatives in collaboration with the wider HR team.

Requirements

The role requires demonstrated experience providing HR advice, coaching and support within a commercial or operational environment, strong knowledge of HR best practice and employment legislation, and the ability to build trusted relationships at all levels. Candidates must be detail‑oriented, continuous‑improvement minded and able to meet tight deadlines under pressure.

A CIPD qualification is desirable, with candidates either qualified or working towards the credential.

Benefits

RWC offers a competitive salary, 25 days of holiday with a flexible buy/sell scheme, a recognition and reward programme, and opportunities for internal and external learning and development. Additional benefits include an on‑site café at the West Drayton site, an Employee Assistance Programme, a Cycle‑to‑Work & Tech Scheme, and enhanced maternity and partner leave.

• Competitive salary.
• 25 days holiday with flexible buy/sell scheme.
• Recognition and reward programme.
• Internal and external learning and development opportunities.
• On‑site café at West Drayton site.
• Employee Assistance Programme.
• Cycle‑to‑Work and Tech Scheme.
• Enhanced maternity and partner leave.

Training + Development

Interview process

Visa Sponsorship

Security clearance