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People Advisor

Job Description

UKAEA is leading the drive to put fusion energy on the grid, to give the world a new form of long-term, sustainable low-carbon electricity. They have a rapidly growing workforce to fulfil their expanding programme of research, focused on delivering the UK's first fusion prototype power plant by 2040.

Responsible for supporting employees and managers on all people-related operational matters and delivering excellent customer service.

The People Advisor will:

Provide professional advice and support to employees and managers on the application and interpretation of people
processes and procedures, ensuring a fair and equitable approach. This requires having a deep understanding of policies, processes, employment law and best practice.
Lead on project work, including researching topics, benchmarking externally and stakeholder management, to ensure
appropriate outcomes in line with business need. Identify and implement improvements to processes.
Developing and improving policies in line with business requirements.
Advising managers at all levels; coaching, mentoring and supporting them to improve people management capability and to achieve evidenced reductions in the level of absences due to ill health, the number of grievances and disciplinary issues.
Lead on employee relations issues, ensuring that cases are well managed, handled swiftly and effectively and in line with organisational policy and legal requirements, including advising on risks and proposing options to mitigate them. Seek support from Strategic People Business Partners/Head of People Operations on highly contentious or complex cases.
Working closely with the Payroll and Project Manager to ensure that any pay-related ER situations are fully documented, processed and auditable to avoid any pay issues.
Represent the People Department at interviews (up to Level 6) and in selection processes, supporting departments to
effectively progress recruitment, probation and onboarding in order to enable UKAEA to fill all vacancies and support new recruits. This involves the ability to challenge recruitment decisions effectively, achieving pragmatic results within the parameters of established organisational processes.
Write, develop and deliver bite-size training and coaching sessions on topics relating to people management, including the delivery of induction processes.
Lead on process improvements, following up on People processes such as sick note return rate, discretionary leave approval, probation periods and working time regulations, working with line managers to ensure appropriate actions are taken.
Use and interpret management information to identify trends/issues. Pro-actively share the evidence and analysis with colleagues in the People Department and with managers. Collaborate with the Analytics Team to ensure that reports and dashboards provide insights into the trends/issues identified, that colleagues in the People Department and managers are alerted to the issues and are able to make informed decisions.
Advise hiring managers on the drafting of job descriptions and the job evaluation process, ensuring that all vacancies on the recruitment tracking system are aligned with business requirements and that the job evaluation process is effective.
This includes coaching managers to write job descriptions, undertaking job evaluation training and being a regular member of job evaluation panels.
Deliver organisational presentations as required on People topics at meetings (such as Operations Committee) or lunchtime talks.
Demonstrate an in depth understanding of equality, diversity and inclusion and ensure that this is applied throughout all
Act as a representative of the People Department at relevant UKAEA meetings (CAB, UNOR Senior Managers, Department Reviews) ensuring that appropriate people from the People Department are made aware of updates.
Collaborate with the Payroll and Operations Team, the Onboarding Team, the Learning and Development Team, Strategic People Business Partners and Head of People Operations to ensure that relevant issues/updates are communicated clearly and in a timely fashion, proposing solutions and participating in their implementation.
Take responsibility for specific People processes, ensuring they are streamlined and efficient and aligned with current policies and procedures; facilitate the removal of obstructions to improvements, engaging with colleagues in the People Department to do so.
Act as a subject matter expert for at least one of the major People policies, working with the Policy and ER Specialist in the development or review of new policies and supporting colleagues in the People Strategy Team to develop their understanding of them.
Work collaboratively across the People Strategy Team and the whole People Department to the benefit of service delivery.

Specific Qualifications/Experience:Significant HR experience and/or CIPD Level 5
Significant employee relations experience (such as advising on disciplinary/grievance/ill health absence cases)
Proven ability to work and collaborate successfully as part of a team
Interacts independently and confidently
Ability to identify priorities and multi-task and work with minimal support/supervision
Competent in the use of Excel/reporting from management systems
Ability to treat personal information with discretion
Accurate and appropriate note taking/record keeping
Knowledge and experience of HR IT systems (such as recruitment/candidate tracking system, Helpdesk/service management
system, Sharepoint, enterprise resource planning system (i.e., Agresso/Unit 4)
Significant interview experience
Job evaluation understanding and experience
Ability to lead coaching conversations effectively

Rullion celebrates and supports diversity and is committed to ensuring equal opportunities for both employees and applicants.