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HR Advisor - Automotive

Human Resources
Salary Details:
£33,000 - £40,000 plus excellent benefits
Date Posted:
18 Sep 2018
Vacancy Type:
Job Description
Our client is a major global business in the automotive sector and is looking to recruit at HR Advisor to cover the dealerships in the South of England. This will include sites in Bristol, Surrey, South London, Essex, Kent and West London.

To provide a generalist HR service to the dealer network and to provide direction and guidance on best practice, specifically in relation to managing performance, conduct, absence and grievance issues. This role will business partner Line Managers, consistently identifying opportunities for coaching to develop leadership capability and drive a high performance culture within our dealership teams.


1. Employee Relations
 Advise and assist on disciplinary, up to and including dismissal (excluding Gross Misconduct), and grievance issues to ensure correct procedures are followed including taking comprehensive minutes either in person or over the phone
 To create and send all letters to employees inviting them to formal meetings
 Ensure that all Company policies and procedures and employment legislation are adhered to by advising and counselling Managers and staff of any implications and the impact this may have.
 To be responsible for ensuring tribunal claims are kept to a minimum to avoid the incurrence of any costs this will include assisting the HRBP in putting together tribunal bundles in chronological order.
 Attendance at tribunal as a witness as required
 Hold de-brief coaching sessions with Line Managers following any employee relations issues to discuss learning and opportunities for improvement to avoid the issue arising in the future, incorporating this into development plans where required.
 Manage all ‘Family Friendly’ related issues proactively and in line with Company procedures

2. Performance Management
 Ensure individuals are correctly progressed through the probationary stages, extending contracts or confirming appointments as required
 Work with managers to manage any individuals who need to be monitored under the Performance Improvement Process (PIP), this will involve
i. Coaching Line Managers to determine the root cause of the underperformance (KPI/Behavioural) in order to ensure performance objectives are focussed on the areas that will maximise success
ii. Creating formal improvement plans
iii. Writing to employees to advise them as to the stage of the process
iv. Taking minutes at the meetings and advising managers as to the next stage/outcome as appropriate up to dismissal
3. Sickness Absence
 Manage long and short term sickness absence for the area of responsibility, this will involve the following
 Collecting, collating and analysing sickness trends across the region to identify patterns and create and implement plans to reduce this
 using their own initiative to generate solutions to long term sickness absence issues, with minimal support from HRBP
 ensuring that costs are maximised and that any employees at a site needing to be referred are done so promptly and at the same time as any Health Surveillance where possible to minimise cost
 manage the AWOL process

4. Learning & Development
 To assist the HRBP in the implementation and roll out of performance management tools including the use of appraisals, succession planning, career forecasting and development needs analysis
 Work with the Recruitment Advisor to ensure vacancies are filled on a timely basis, attending interview assessments for 1st Round Line Manager, Sales Executives, CA’s and Financial Analysts
 Show creativity in the solutions generated to fill certain positions, influencing Line Managers and General Managers to utilise different methods of attraction.
 Ensure trainees are regularly monitored and any development needs are identified and met
 work with the HRBP to identify learning & development needs and develop cost effective solutions to meet these
 Provide new hires with a comprehensive induction to the Company.
 Create, implement and monitor specific New Line Manager HR Induction for the region
 Coach General Managers to maximise the use of Works Councils, influencing the agenda to generate buy-in from employees in line with Core Values

5. Ad hoc
o Manage the random Drug and Alcohol testing programme to ensure this is carried out as required (this should be done by the on-site testers and not the HR Advisor).
o Health Surveillance to be organised and followed up in line with recommendations
o Perform other related duties as required
o Undertake yearly projects as defined by the department contract of objectives
o Persistently explore, recommend and implement ideas for continuous improvement within area of responsibility

1. Working environment:
Home based with dealership visits where necessary. Travel required. Due to disparate nature of key contacts, advice is often given over the telephone, therefore must be definitive, clear, concise and accurate.
Decision making scope:
2.The job holder will have to make judgments in employee relations cases, based on internal policies and procedures, employment and case law, as well as individual’s own experience. The Job Holder will be expected to be comfortable with making decisions that ‘feel right’ based on their previous experience and common sense approach, with minimal support from HRBP.

3. Supervision received.
The role requires a high degree of autonomy when advising on employment issues, particularly as the job holder often needs to respond to questions quickly and advise appropriately. They will not be expected to check their advice with their line manager unless the issue is particularly complex, they will need to rely on their knowledge and experiences from similar situations and use their initiative and resources available to them
Education - Degree level or equivalent.
CIPD Qualified or working towards would be desirable. Occupational testing is also desirable.
1-2 years’ experience in a previous HR advisory role.
 Excellent communication and interpersonal skills
 Confident dealing with people at all levels, possesses a high level of tact and diplomacy.
 Ability to organise and plan effectively
 Ability to demonstrate a fair and consistent approach to decision making
 Excellent time management skills and the ability to manage pressure.
 Need to be flexible in approach to day to day working in that there will be occasions when an early start is required to get to a dealership appointment, this may also by the case with late finish times.
 Excellent communication and interpersonal skills especially when working with other team members who will not be based at the same location as the incumbent
 Working remotely from a regional base may incur challenges where the individual needs to ensure they use technology to the maximum advantage to ensure that all paperwork is received and personnel files are kept up to date
 Must be au fait with the use of email, internet, fax machines to ensure the creation of efficiencies where possible in order to save both time and money
 The individual must ensure they maintain complete confidentiality with all work, they must not share any information with the base site concerning other sites and must ensure high levels of security