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Key Responsibilities and Required Skills for Human Resource Advisor

💰 $65,000 - $85,000

Human ResourcesPeople & CultureTalent ManagementEmployee Relations

🎯 Role Definition

The Human Resource (HR) Advisor is a pivotal role within the People & Culture function, serving as a trusted partner and primary point of contact for both employees and line managers. This position provides expert guidance, coaching, and support across the full spectrum of HR activities. The HR Advisor is instrumental in implementing HR strategies, ensuring compliance with employment laws, managing employee relations, and championing a culture of engagement and high performance. They act as a critical link between HR strategy and day-to-day operational execution, ensuring that people-centric policies and procedures are applied fairly and consistently throughout the organization.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Human Resources Coordinator
  • Human Resources Generalist (Junior)
  • Recruiter or Talent Acquisition Coordinator

Advancement To:

  • Senior HR Advisor
  • HR Business Partner (HRBP)
  • HR Manager

Lateral Moves:

  • Employee Relations Specialist
  • Compensation & Benefits Analyst
  • Learning and Development Specialist

Core Responsibilities

Primary Functions

  • Serve as the first point of contact for managers and employees, providing confidential advice and coaching on a wide range of human resources policies, procedures, and complex issues to ensure fair and consistent application.
  • Manage and resolve complex employee relations cases, including conducting thorough and objective investigations into grievances, disciplinary matters, and allegations of misconduct, and recommending appropriate, legally-sound resolutions.
  • Provide expert guidance and support to leadership on performance management processes, including goal setting, performance reviews, performance improvement plans (PIPs), and facilitating calibration sessions.
  • Champion the full-cycle recruitment and selection process for assigned departments, collaborating with hiring managers to define needs, source talent, screen candidates, and manage the offer process.
  • Facilitate the onboarding and offboarding processes, ensuring a seamless and positive experience that reinforces the company's culture and values from entry to exit.
  • Interpret and apply company policies and procedures, ensuring they are up-to-date and in compliance with current federal, state, and local employment legislation (e.g., EEO, FMLA, ADA).
  • Proactively identify and analyze HR trends and metrics within assigned business units to develop solutions, programs, and policies that address organizational challenges.
  • Support managers in handling organizational change initiatives, including restructures, workforce planning, and role changes, by providing guidance on communication and implementation.
  • Administer and provide counsel on employee leave of absence requests (FMLA, medical, personal), ensuring compliance and clear communication with all stakeholders.
  • Partner with the broader HR team to develop and implement programs that enhance employee engagement, morale, and retention across the organization.
  • Coach line managers on developing their leadership capabilities, particularly in areas like effective communication, team building, and conflict resolution.
  • Conduct exit interviews to gather valuable feedback, analyze data for trends, and present actionable insights to senior leadership to inform retention strategies.
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
  • Assist in the development, review, and revision of the employee handbook and other HR-related documentation to ensure accuracy and relevance.
  • Mediate workplace conflicts and facilitate constructive conversations between employees and managers to foster a more collaborative and positive work environment.
  • Support the annual compensation review process by providing data, insights, and guidance to managers to ensure equitable and competitive pay decisions.
  • Manage employee accommodation requests under the Americans with Disabilities Act (ADA), engaging in the interactive process to find reasonable solutions.
  • Deliver training sessions to managers and employees on various HR topics, such as performance management, respectful workplace conduct, and interviewing best practices.
  • Act as a cultural ambassador, actively promoting and modeling the organization's core values and behaviors in all interactions.
  • Utilize HR Information Systems (HRIS) to maintain accurate employee records, generate reports, and analyze data to support strategic decision-making.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide timely insights on workforce metrics like turnover, diversity, and engagement.
  • Contribute to the organization's broader HR strategy and roadmap by participating in projects related to talent management, diversity & inclusion, and organizational development.
  • Collaborate with business units to translate their people-related needs and challenges into actionable HR requirements and initiatives.
  • Participate in sprint planning and agile ceremonies if the HR team operates under an agile methodology, contributing to project timelines and deliverables.
  • Assist with benefits administration inquiries and support the annual open enrollment process.

Required Skills & Competencies

Hard Skills (Technical)

  • Employment Law & Compliance: Deep understanding of federal, state, and local employment laws (FMLA, ADA, FLSA, EEO) and their practical application.
  • HRIS Proficiency: Hands-on experience with major Human Resource Information Systems such as Workday, SAP SuccessFactors, or ADP Workforce Now for data management and reporting.
  • Employee Relations Expertise: Proven ability to conduct objective investigations, manage disciplinary processes, and mediate conflicts effectively.
  • Performance Management Systems: Knowledge of designing and administering performance review cycles, goal setting, and performance improvement plans.
  • Full-Cycle Recruiting: Competency in using Applicant Tracking Systems (ATS) like Greenhouse or Lever, sourcing strategies, and behavioral interviewing techniques.
  • Data Analysis & Reporting: Ability to gather, analyze, and interpret HR metrics to create insightful reports and dashboards using tools like Excel or business intelligence software.
  • Compensation & Benefits Principles: Foundational knowledge of compensation structures, market pricing, and benefits administration.
  • Change Management: Familiarity with change management methodologies and the ability to guide teams through organizational transitions.
  • Policy & Procedure Development: Skill in drafting, implementing, and interpreting clear and compliant HR policies.
  • Training & Facilitation: Ability to design and deliver engaging training sessions for both employee and manager audiences.

Soft Skills

  • Exceptional Communication: The ability to articulate complex HR concepts and sensitive information clearly, concisely, and with empathy, both verbally and in writing.
  • Discretion and Confidentiality: Unwavering integrity and the proven ability to handle highly sensitive and confidential information with the utmost professionalism.
  • Problem-Solving & Critical Thinking: A proactive and analytical approach to identifying issues, evaluating options, and implementing effective and pragmatic solutions.
  • Interpersonal Acumen & Relationship Building: A natural ability to build trust and rapport with employees at all levels, fostering strong, collaborative working relationships.
  • Empathy & Emotional Intelligence: The capacity to understand and respond to the motivations, concerns, and feelings of others in a professional context.
  • Conflict Resolution: Strong mediation and negotiation skills to de-escalate conflicts and guide parties toward mutually acceptable resolutions.
  • Adaptability & Resilience: The ability to thrive in a fast-paced, dynamic environment, managing competing priorities and navigating ambiguity with composure.
  • Influence & Coaching: The skill to coach and influence managers and senior leaders on people-related decisions without direct authority.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s degree in a relevant field.

Preferred Education:

  • Master’s degree in Human Resources Management or a related discipline.
  • Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is highly desirable.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial/Organizational Psychology
  • Labor Relations

Experience Requirements

Typical Experience Range:

  • 3-5 years of progressive experience in a Human Resources role, with demonstrated experience in employee relations, performance management, and recruitment.

Preferred:

  • Experience working in a fast-paced, high-growth environment.
  • Prior experience supporting specific client groups or business units in a generalist or advisor capacity.
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