HR Advisor
Job description
Original text imported from Reed
HR Advisor; Belfast; 18-month contract;£26.71ph PAYE; Inside IR35
We are currently recruiting for an experienced HR Advisor to join our aerospace sector clients busy HR Team based in Belfast.
The purpose of the Human Resources Advisor role is to provide essential HR generalist support across HR Business Partners, Learning, Resourcing, and Reward functions. This role is key to ensuring consistent application of HR policies and processes, aligned with local legislation and global HR strategy. This is a perfect opportunity for you to grow as an HR professional and be completely embedded in the change shaping our HR community.
Responsibilities
Master HR processes and provide support to the HR team:
Provide day-to-day HR support, including the deployment of major HR campaigns across HRBP, Resourcing, Reward, Learning and Development.
Drive continuous improvement through a data-driven approach, ensuring cross-country and cross-division data consistency.
Coordinate data to ensure quality and timely reporting, providing qualitative analysis on HR topics
Support and advise managers on disciplinary and grievance processes and case management.
Manage regular enquiries related to HR policies and processes that require support beyond self-service.
Provide HR support to recruitment, selection, and generalist HR support for Talent Management activities.
Alert HRBPs on potential HR risks by gathering and analysing data (e.g., absenteeism, E&C training completion, time management).
Essential Skills and Knowledge
Post Graduate Qualification in HR or similar relevant discipline.
Previous experience in HR, either generalist or HR specialist.
Strong IT/Data analytics skills, with a focus on taking reporting methods to the next level to drive evidence-based actions.
Comprehensive understanding of HR policies, processes, and systems.
Proficiency in Microsoft and Google-suite, especially Sheets/Excel.
Desirable
CIPD Level 7
Pro-active mind-set and ability to anticipate, address business issues, and offer solutions to managers.
Good communication and stakeholder management skills, teamwork, and networking abilities.
Ability to convince, to negotiate, and to take initiative.
Customer orientation and responsiveness, with a solution mindset.
Strong interpersonal skills, self-awareness, and empathy.
Building & Managing Relationships capability.
Adaptability
Pro-active mind-set and ability to anticipate, address business issues and offer solutions to managers,
Good communication and stakeholder management skills, teamwork and networking abilities,
Ability to convince, to negotiate & to take initiative,
Customer orientation & responsiveness, with a solution mindset
Building & Managing Relationships capability,
Strong interpersonal skills, self-awareness & empathy,
Morson is acting a an employment business in relation to this vacancy
Human Resources; HRBP; CIPD; HR Generalist; ER; Employment Relations; Employee Relations; Employer Relations; Coaching; Resource Planning; Trade Unions; Stakeholder management; People development; Talent Management; Succession Planning; HR Policies; Change Management; Mediation; HR Advisor; HR Specialist; Employment Law; People Management; Learning and Development; Capability Development; Early Careers
Key skills
AI-extracted from the job advert
Application advice
5 AI-generated recommendations to maximise your chances.
⭐ Lead your CV personal statement with your HR generalist breadth — the advert explicitly requires coverage across HRBP, Resourcing, Reward, and Learning & Development, so name all four areas you have touched.
📊 Quantify your ER case management experience: e.g. 'Managed 35+ disciplinary and grievance cases annually, achieving resolution within a 10-day average cycle', as the role emphasises data-driven HR.
🎯 Highlight your postgraduate HR qualification prominently in your Education section — it is listed as an essential requirement, and CIPD Level 7 is specifically called out as desirable.
📈 Showcase your Excel and Google Sheets proficiency with a concrete example: e.g. 'Built automated absence tracking dashboard in Google Sheets, reducing manual reporting time by 40%', directly matching the data analytics requirement.
🤝 Include a bullet on cross-functional or cross-country HR project coordination, as the advert stresses cross-division data consistency and global HR strategy alignment within an aerospace environment.
Suggested CV bullets
3 bullets our AI drafted for this specific advert, mirroring its ATS keywords.
Add these 3 bullets under your most recent experience:
- •Managed a caseload of 40+ disciplinary and grievance matters annually, achieving an average resolution time of 12 days and reducing escalations to Employment Tribunal by 25%.
- •Built a Google Sheets absence tracking dashboard for a 500-employee site, enabling HRBPs to identify absenteeism trends 3 weeks earlier and reducing unplanned absence by 18% over 6 months.
- •Coordinated a cross-divisional CIPD-aligned recruitment campaign supporting 3 HRBP regions, processing 120 candidate applications and reducing time-to-offer by 20% through streamlined selection scheduling.
Free to copy — tailoring requires a 30-sec CV upload.
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Letter preview — tailored to Morson Edge
Dear Hiring Manager,
Morson Edge's HR Advisor contract within an aerospace HR team is precisely the environment where my HR generalist expertise and data-driven approach can add immediate value. Having worked across employee relations case management, disciplinary and grievance handling, and HR reporting, I am confident in my ability to provide consistent, policy-aligned support across HRBP, Resourcing, Reward, and Learning & Development functions from day one.
My background in HR generalist roles has equipped me with a strong command of HR systems and data analytics tools, including Excel and Google Sheets, where I have built management information dashboards that improved reporting accuracy and reduced turnaround time by 30%. I have advised line managers on complex ER matters, coordinated multi-site HR campaigns, and maintained cross-divisional data consistency in line with both local legislation and wider organisational strategy.
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Interview questions
10 questions generated from this advert.
Technical
- ›How have you used Excel or Google Sheets to produce HR management information reports, and what improvements did you introduce to the reporting process?
- ›Describe your experience managing disciplinary and grievance cases end-to-end, including how you ensured compliance with local employment legislation.
- ›What HR systems have you worked with, and how have you ensured data quality and consistency across multiple business units or countries?
- ›How would you approach monitoring and analysing absenteeism data to identify trends and flag risks to an HRBP?
- ›Walk me through how you have supported a large-scale HR campaign — for example, a resourcing drive or a reward review — from coordination through to delivery.
Behavioural
- ›Tell me about a time you identified a potential HR risk before it escalated and how you communicated this to a senior stakeholder.
- ›Describe a situation where you had to advise a line manager on a complex employee relations matter. How did you balance policy compliance with a pragmatic outcome?
- ›Give an example of when you had to adapt quickly to a significant change in HR processes or strategy. How did you manage the transition?
- ›Tell me about a time you had to influence or negotiate with a manager who was resistant to following HR policy. What approach did you take?
- ›Describe a situation where you managed competing priorities across multiple HR functions simultaneously. How did you organise your workload and ensure quality output?
STAR answer examples
Model answers using the Situation-Task-Action-Result framework. Adapt to your own experience.
Tell me about a time you identified a potential HR risk before it escalated and how you communicated this to a senior stakeholder.
Describe a situation where you had to advise a line manager on a complex employee relations matter. How did you balance policy compliance with a pragmatic outcome?