HR Advisor
Job description
Original text imported from Reed
The HR Advisor will play a crucial role in supporting the organisation within their developing sector. This permanent position based in Pulborough requires a professional capable of managing HR processes and providing guidance on employment matters.
Client Details
This is a well-established organisation, known for its collaborative work environment and commitment to excellence. As a medium-sized company, it offers a structured yet adaptable setting for professionals to thrive.
Description
- Provide HR support to the business, ensuring compliance with policies and procedures.
- Advise managers and employees on employment law and HR best practices.
- Manage recruitment processes, including drafting job descriptions and coordinating interviews.
- Monitor and update employee records, ensuring accuracy and confidentiality.
- Assist in the development and implementation of HR initiatives and systems.
- Support performance management processes, including appraisals and training plans.
- Handle employee relations issues, providing solutions to resolve conflicts and improve workplace harmony.
- Contribute to the creation and revision of HR policies and procedures.
Profile
A successful HR Advisor should have:
- Proven experience in an HR role within a professional environment.
- CIPD Level 5 or 7
- Knowledge of employment law and HR best practices.
- Strong organisational skills and attention to detail.
- Excellent communication and interpersonal skills to build relationships at all levels.
- Proficiency with HR systems and Microsoft Office applications.
- A relevant HR qualification or equivalent experience.
- A proactive and solution-oriented approach to challenges.
Job Offer
- Competitive salary ranging from £32,000 to £35000 per annum.
- Permanent position in Pulborough with parking - in office 5 days a week.
- Opportunity to work in a supportive and professional environment.
- Comprehensive benefits package.
- Scope for professional growth and development within the company.
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 CIPD Level 5 or 7 qualification, as the advert lists this as a core requirement and it is the primary professional credential being screened for.
📊 Quantify your recruitment experience: e.g. 'Managed end-to-end recruitment for 15 roles annually, reducing time-to-hire by 20%' — the advert specifically calls out recruitment process management.
🎯 Dedicate a skills section to named HR systems you have used (e.g. BambooHR, Sage HR, iTrent), as the advert requires HR system proficiency and generic mentions will not stand out.
📋 Include a bullet under each previous HR role that references employee relations casework — the advert explicitly highlights conflict resolution and workplace harmony as key duties.
🏢 Emphasise experience in office-based, structured environments, as the role is five days a week on-site in Pulborough and the employer values a collaborative, in-person work culture.
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:
- •Advised 12 line managers on employment law and HR best practices, resolving 95% of employee relations cases informally and avoiding formal grievance escalation.
- •Managed end-to-end recruitment for 18 roles across a 12-month period, drafting job descriptions, coordinating interview panels, and reducing average time-to-hire from 6 to 4 weeks.
- •Audited and updated employee records across an HR system of 200 staff, achieving 100% data accuracy ahead of an internal compliance review.
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Letter preview — tailored to Michael Page Finance
Dear Hiring Manager,
Managing complex employee relations cases and translating employment law into practical guidance for line managers is where I add the most value — which is precisely what this HR Advisor position at your organisation demands. With a CIPD Level 5 qualification and hands-on experience across the full generalist remit, I am confident I can step into this Pulborough-based role and make an immediate contribution.
My background in HR advisory includes managing end-to-end recruitment campaigns, maintaining accurate employee records in compliance with GDPR, and supporting performance management cycles including appraisals and training plans. I have advised managers at all levels on employment law matters and contributed to the revision of HR policies to reflect legislative changes, working within structured, office-based environments similar to the one described.
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Interview questions
10 questions generated from this advert.
Technical
- ›Which HR systems have you used to maintain employee records, and how did you ensure data accuracy and GDPR compliance?
- ›Walk me through how you would draft a new HR policy from scratch, including stakeholder consultation and implementation steps.
- ›How do you stay current with changes in UK employment law, and can you give an example of a recent legislative change you applied in practice?
- ›Describe your experience managing an end-to-end recruitment process, from writing a job description to coordinating interviews.
- ›How have you used performance management frameworks, such as appraisals or PIPs, to support line managers in addressing underperformance?
Behavioural
- ›Tell me about a time you advised a manager on a complex employee relations issue — what was the situation and how did you resolve it?
- ›Describe a situation where you had to balance confidentiality with transparency when handling a sensitive HR matter.
- ›Give an example of when you identified a gap in an HR process and took the initiative to improve it.
- ›Tell me about a time you had to manage multiple HR priorities simultaneously — how did you organise your workload?
- ›Describe a situation where you had to build trust with a sceptical line manager or employee — what approach did you take?
STAR answer examples
Model answers using the Situation-Task-Action-Result framework. Adapt to your own experience.
Tell me about a time you advised a manager on a complex employee relations issue — what was the situation and how did you resolve it?
Give an example of when you identified a gap in an HR process and took the initiative to improve it.