• Reporting to the HR Business Partner you will provide a general HR advisory service to the two sites at Egham & Hillingdon ensuring the ACS values and DEI agenda are being embedded in the culture. As the HR Advisor, you will advise on policies and procedures and the best application of current employment law across the employee lifecycle including facilitating performance management & grievance and disciplinary meetings.
• You will also support the monitoring of absence data, review trends and closely manage and instigate sickness absence procedures.
• This role will ensure that line managers are effective within their roles including development and training where necessary from a HR policy and employee perspective. You will partner with the recruitment team ensuring recruitment needs are identified and supported with induction & onboarding.
• Support the HR Business Partner to deliver the HR calendar and review cycle activities and support HR initiatives including change management programmes, HR projects, case management & annual salary reviews.
• Collaborate as a HR collective to ensure HR issues, needs and solutions are shared across the HR team thus maximising efficiency of the operation.
• Identify people-related gaps to ensure efficiency and effectiveness, lead and run change management projects if required. Contribute ideas and suggestions and look for opportunities to improve HR practices and procedures, providing suggestions and solutions and reviewing/updating HR policies.
• Contribute to People Strategy discussions, annual HR plans and projects, and other organisation strategic initiatives. Keep up to date with external influences and best practice, impending legislation, policy changes or HR trends and undertake HR project management activities as required.

• CIPD level 5 qualified or equivalent.
• Familiarity and comfort using and optimising HR systems
• Experience of providing generalist HR advice on terms and conditions, application of HR policies and first line employee relations.
• Good understanding of employment law and proven experience in effectively managing employee
• relations matters, particularly disciplinaries, grievances and other regulatory meetings (e.g. flexible working requests, performance improvement plans).
• End to end processing and management of absence management; including maternity, career breaks and sickness absence.

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