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Key Responsibilities and Required Skills for a Human Resources Advisor

💰 $65,000 - $85,000

Human ResourcesCorporate ServicesAdvisory

🎯 Role Definition

The Human Resources (HR) Advisor is a cornerstone of the People & Culture function, acting as a trusted partner and first point of contact for both employees and line managers. This role is pivotal in delivering a comprehensive, professional, and pragmatic HR service that spans the entire employee lifecycle. More than just a policy expert, the HR Advisor is a culture champion, a problem-solver, and a coach who navigates the complexities of human dynamics in the workplace. They are responsible for providing sound guidance on everything from employee relations and performance management to compliance and talent development, ensuring that the organization's HR practices are not only legally compliant but also align with its strategic goals and values. This position requires a delicate balance of empathy, commercial awareness, and unwavering integrity.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator
  • HR Administrator / Assistant
  • Recruiter

Advancement To:

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

Lateral Moves:

  • Employee Relations Specialist
  • Talent Management Specialist
  • Compensation & Benefits Analyst

Core Responsibilities

Primary Functions

  • Serve as the primary contact for employees and managers, providing timely, accurate, and empathetic advice on a wide spectrum of HR policies, procedures, and employment law matters.
  • Proactively manage and resolve complex employee relations issues, including conducting thorough, objective, and confidential investigations into grievances, disciplinary matters, and workplace complaints.
  • Guide and coach managers through the entire performance management cycle, from setting clear objectives and conducting meaningful reviews to implementing performance improvement plans (PIPs) and managing underperformance.
  • Facilitate the end-to-end employee lifecycle processes, ensuring a seamless and positive experience during onboarding, internal mobility, and offboarding, including conducting insightful exit interviews.
  • Interpret and apply company policies and relevant employment legislation, ensuring fair and consistent application across all departments while minimizing legal risk to the organization.
  • Partner with the Talent Acquisition team to support recruitment efforts, including refining job descriptions, participating in interviews for key roles, and ensuring a strong candidate experience.
  • Champion the organization's diversity, equity, and inclusion (DEI) initiatives, embedding inclusive practices into all HR processes and fostering a culture of belonging.
  • Manage all aspects of employee leave administration, including FMLA, ADA, and other statutory leaves, ensuring compliance and clear communication with affected employees and their managers.
  • Maintain the integrity and accuracy of employee data within the Human Resources Information System (HRIS), generating reports and analyzing HR metrics to identify trends and inform decision-making.
  • Develop, review, and update HR policies, procedures, and employee handbooks to ensure they remain current, compliant, and reflective of the company's culture and values.
  • Provide expert advice and support on compensation and benefits inquiries, assisting with annual salary reviews and benefits open enrollment processes.
  • Mediate workplace conflicts and disputes, employing strong negotiation and conflict resolution skills to foster positive working relationships and a collaborative environment.
  • Actively support organizational change initiatives, providing guidance on restructuring, role changes, and communication strategies to ensure smooth transitions for employees.
  • Design and occasionally deliver training workshops for managers and employees on key HR topics such as performance management, respectful workplace conduct, and interviewing skills.
  • Stay abreast of new developments, trends, and legislation in the human resources field to ensure the organization remains a competitive and compliant employer.
  • Collaborate with the Health & Safety team to promote a safe working environment and assist in the management of workplace accommodations and workers' compensation claims.
  • Assist in the development and implementation of HR strategies and projects that align with the overall business objectives.
  • Build and maintain strong, credible relationships with business leaders and stakeholders, acting as a true strategic partner to their designated client groups.
  • Drive employee engagement by supporting survey rollouts, analyzing feedback, and partnering with managers to create and implement meaningful action plans.
  • Handle sensitive employee information with the utmost discretion and confidentiality, building trust across all levels of the organization.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide deeper insights into workforce trends.
  • Contribute to the organization's broader people and data strategy and roadmap development.
  • Collaborate with business units to translate data needs and people-related challenges into actionable engineering or system requirements.
  • Participate in sprint planning and agile ceremonies within the HR and/or data teams for project-based work.
  • Assist in the coordination of company-wide employee engagement activities, wellness programs, and recognition events.
  • Participate in cross-functional project teams to provide an HR perspective on business initiatives.

Required Skills & Competencies

Hard Skills (Technical)

  • Deep Knowledge of Employment Law: Comprehensive understanding of federal, state, and local employment laws and regulations (e.g., FMLA, ADA, FLSA, EEO).
  • HRIS Proficiency: Hands-on experience with Human Resources Information Systems (e.g., Workday, SAP SuccessFactors, ADP) for data management and reporting.
  • Data Analysis and Reporting: Ability to analyze HR metrics, identify trends, and create compelling reports and dashboards to inform business decisions.
  • MS Office Suite Mastery: Advanced proficiency in Microsoft Word, Excel (including VLOOKUPs, pivot tables), and PowerPoint to create professional documents, analyze data, and present findings.
  • Performance Management Expertise: Skill in guiding managers on performance improvement plans, goal setting, and coaching conversations.
  • Investigation Procedures: Formal training or significant experience in conducting fair, thorough, and legally compliant workplace investigations.

Soft Skills

  • Exceptional Communication: The ability to communicate clearly, concisely, and empathetically in both written and verbal forms with individuals at all levels.
  • Unwavering Discretion and Confidentiality: A strong sense of integrity and the ability to handle highly sensitive and personal information with the utmost professionalism.
  • Conflict Resolution & Negotiation: Proven ability to mediate disputes, build consensus, and navigate difficult conversations to achieve positive outcomes.
  • Empathy and Emotional Intelligence: High capacity to understand and respond to the needs and emotional states of others, fostering trust and rapport.
  • Problem-Solving & Critical Thinking: A proactive and analytical approach to identifying issues, evaluating options, and implementing effective, pragmatic solutions.
  • Adaptability & Resilience: The ability to thrive in a fast-paced, dynamic environment, managing competing priorities and ambiguity with a positive attitude.
  • Relationship Building: A natural ability to build and maintain strong, credible relationships with managers, employees, and key stakeholders.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree from an accredited institution.

Preferred Education:

  • Master's Degree in Human Resources or a related field.
  • Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

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 Generalist, Advisor, or similar role with a strong emphasis on employee relations.

Preferred:

  • Experience working in a fast-paced, matrixed organization.
  • Prior experience supporting a diverse client group across multiple locations or functions is highly advantageous.
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