HR Advisor – company name – City of Glasgow

company name

Our client requires a HR Advisor to join them on a permanent basis, to manage various human resource functions both regionally and globally.

As HR Advisor, you will act as the ‘front-line’ human resource representative for the delivery of programs and services to regional line management and employees. This includes implementation of policies and programs in the areas of employee relations, talent management, training and development, recruitment, immigration, and relocation.

Working with the Director of Human Resources, as HR Advisor you will ensure that programs are aligned with our client’s overall business strategies and requirements.


  • A University Degree or Diploma in Human Resources, Business Administration, or related field.

  • A minimum 7 years of HR experience in a generalist capacity which preferably includes experience in recruitment.

  • Experience of working within HR in the private sector.

  • Good written and verbal communication skills, in addition to strong organisational and project management abilities.

  • Technically savvy with expert level computer skills, including but not limited to: Microsoft Office including Word, Excel, PowerPoint, Outlook, and SharePoint.

  • Experience working with an ATS and/or HRIS.

  • Knowledge of Hay Job Evaluation Method and Predictive Index Survey/Predictive Learning Index analysis advantageous but not essential.


Employee Relations

  • Support the HR Director in managing employee relations issues, providing advice to managers and employees on resolution techniques. This may involve individual and/or group consultation to assist in promoting effective communications and enhancing positive working relationships.

  • Advise management on compliance with local legislation and corporate policies/processes.

Generalist HR

  • Support in the alignment of global and regional policies following a recent company acquisition.

  • Support driving forward the company core values in every policy and procedure we implement/follow.

  • Promote HR initiatives that facilitate an effective collaboration and interaction within a hybrid working environment.

  • Coach managers on full life-cycle management strategies from recruitment to termination.

  • Evaluate job descriptions using Hay method and providing salary recommendations.

  • Understand key people metrics e.g. absence, attrition, hiring, conduct, capability, grievances; providing insight and solutions.

  • Provide informed and pragmatic solutions to a variety of complex HR issues taking full account of internal policies, HR best practice, legislative practice, equality, and regulatory requirements.

  • Ensuring all key HR operational activity is carried out in line with policy and in a timely manner.

Recruitment and Onboarding

  • With support from the HR Coordinator, manage recruitment initiatives to ensure a seamless end-to-end recruitment process for all open roles.

  • Design and implementation of regional candidate sourcing and selection strategies.

  • Ensure accuracy of job descriptions and alignment with corporate standards. Gather information from employees and follow up with managers, as required.

  • Screen CVs, administer Predictive Index surveys, conduct interviews, complete pre-employment checks, and prepare and present offer to successful candidates.

  • Manage relationships and vendor agreements with candidate sources including agencies, universities, associations, and local, regional, and national organisations.

  • Advise managers on preparing for new hires’ arrival, coordinate probationary reviews and monitor for areas where improvement is necessary.


  • Ensure data integrity within the HCM through accurate and timely updates being made.

  • Ensure processes are followed by regional employees, for example global policy sign offs, absence reporting/logging, and performance reviews being completed.

Learning & Development

  • Work with line managers to define training plans in line with the business objectives and employee needs.

  • Support Director, Human Resources and Senior Management Team in identifying areas of competency development and support employees with personal development.

Performance Management

  • Support global HR team in identifying and implementing a company approach to performance management.


Competitive Salary and benefits package.

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