People Adviser

Do you have experience as a HR Adviser?

Are you looking to build your HR career in an organisation with a proven track record of internal progression for its co-members?

Do you want to work for a fast-paced growing organisation where there are exciting opportunities and challenges?

If the answer to these questions is yes, then the role of a People Adviser at Reed in Partnership might be the next role for you!

We are on a mission to be the partner of choice for developing people and their communities. Reed in Partnership is a public service provider specialising in skills training for the long-term unemployed, increasing employment opportunities by working with employers and providing youth services.

The services we deliver really make a difference to peoples lives, so if you want to work for an organisation that does more than make a product or deliver a service, then Reed in Partnership will offer a rewarding and satisfying career.

What is the role about?

The People Adviser role is responsible for providing business-focussed generalist HR/People advice, guidance and interventions across the home counties region, supporting the Restart Scheme under the support and guidance of a Senior People Business Partner. You will be working as part of a wider team so there is lots of opportunity for sharing best practice, development and learning from others. The team have a range of experience across different sectors as well as a passion and deep understanding of Reed in Partnership and its values.

Duties will primarily focus on the professional areas of Employee Relations, Performance & Reward, Resource and Talent Planning and Organisational Design.

This role will involve travel within the home counties region, so a willingness to travel when required is essential.

Just some of your day-to-day responsibilities will include:

Employee Relations

• Build positive relationships with first line managers and co-members for early issue escalation and resolution.
• Aid in resolving informal complaints impartially and facilitating discussions.
• Support proactive sickness and absence management.
• Present satisfaction and engagement survey data to line managers, addressing emerging employee relations issues.
• Produce company responses to formal grievances in line with policies and legislative framework.
• Support managers to conduct investigations into ER issues, offering HR advisory support in hearings as required.

Performance and Reward

• Provide coaching and training to first line managers for effective performance management.
• Assist in proactively managing underperforming co-members, utilising formal performance management procedures.
• Assist managers to monitor and support probationary co-members to meet productivity expectations.
• Advise on evidence-based procedures, including potential termination within probation.
• Offer guidance on pay and benefits as required.

Resource and Talent Planning

• Work with our internal recruitment team, Reed Talent Solutions and management teams to ensure that recruitment and selection processes are delivered to company standards in an efficient and effective manner.
• Advise management on resourcing needs, in line with approved financial models, caseload sizes and job centre plus referral flows.
• Support with producing job descriptions for new or amended roles for re-structuring activities.
• Support with selection and assessment of operational roles for restructuring activities.

Organisational Design

• Assist in facilitating organisational changes with minimal disruption and maximizing talent redeployment.
• Assist and collaborate on restructuring proposal documents and communication guides for management during the consultation process.
• Provide support and guidance to management during consultation activities.
• Advise on selection criteria and materials for redeployment opportunities to retain top talent.
• Assist with TUPE processes, including communication, consultation, and post-transfer support which may include restructuring.

Miscellaneous

• Develop and deliver training on people specific topics to upskill managers, e.g. investigation training, appropriate behaviours in the workplace, performance management, absence management.
• Provide any relevant support to the Head of Health and Safety and Safeguarding to ensure co-member wellbeing in line with policy/legislative requirements.
• Liaise with People Services team to ensure any agreed contractual changes within their area of responsibility have been authorised and documented.

What’s in it for you?

Alongside a generous base salary (pro-rata for part time), and great flexibility with your working schedule, we offer training, development, and progression opportunities. All travel for sessions will be reimbursed, and you will have access to the full range of Reed in Partnership benefits, which include:

• 25 days annual leave (pro-rata for part time) plus statutory bank holidays
• Hybrid Working
• Reed Pension Scheme
• Award Winning Management & Leadership training
• Professional & Personal Development Funds
• Bi-annual pay reviews
• Plus much more that can be found Here

With the chance to dramatically make a difference to the local community, this role offers immense job satisfaction.

To be successful in this role, we are looking for someone with:

Essential Criteria:

• At least 12 months experience providing advice and guidance to line managers on a range of HR/People issues such as investigations, disciplinaries, grievance, sickness absence and performance management and be confident to challenge where appropriate.
• A practical and up to date understanding of employment law.
• Strong attention to detail with the ability to analyse and understand issues/data to make decisions and put forward recommendations that are both robust and defensible.
• Well organised with strong verbal and written communication skills.
• A minimum of 2 A-Levels or an equivalent Level 3 Diploma.
• GCSE English Language at a minimum of a Grade B (or equivalent Level 2 qualification). OR achievement of a Level 2 in Literacy Assessment at interview stage.

Desirable Criteria:

• Experience of leading and or supporting investigations.
• Experience of supporting HR/People projects involving consultative activity with internal/external stakeholders.
• A relevant HR Degree
• Working towards or currently holding the CIPD qualification
• Willingness to travel on occasion outside of your normal geography- e.g. For team meetings or training.
• Experience of working with HR/People systems (Oracle/Workday) with the ability to extract, interpret and present specific data in an accurate and structured format.

Proud member of the Disability Confident employer scheme