People Advisor - Operations & Analytics

Tier 1 HR Support

• Provide first‑line support on HR policies, systems and processes.
• Triage and support low‑complexity ER matters including performance, sickness, probation and conduct - ensuring cases are progressed efficiently and consistently.
• Maintain service levels by resolving queries promptly and meeting agreed HR SLAs.
• Produce clear, accurate and timely meeting notes for formal discussions to support prompt follow‑up and next steps.
• Manage and support family‑friendly processes (e.g., maternity, adoption, shared parental leave), ensuring timely and accurate progression.

Data Quality, Reporting & Analysis

• Maintain accurate, high‑quality people data across D365, Eploy and other HR systems to ensure consistency and compliance.
• Maintain the People Operations reporting cycle across weekly, monthly, quarterly, bi‑annual and annual deadlines, ensuring all reports meet agreed SLAs.
• Analyse people data trends to inform SLT decision‑making.
• Identify opportunities for reporting automation and process improvement.

• Collect, track and maintain engagement and lifecycle metrics, assuring data completeness and quality across D365/Eploy.
• Produce accurate, insight‑led reports (engagement, lifecycle, headcount, absence, turnover) to inform SLT decision‑making.

• Maintain People Operations SOPs, templates and checklists to support changes driven by legislation and process updates.
• Maintain and update knowledge bases/FAQs and guidance to support colleague and manager self‑service.
• Provide operational support for benefit and reward activities, including renewals, process related tasks, provider changes and usage analysis.
• Effectively deliver regular manager induction and refresher sessions to strengthen capability and self‑service.
• Monitor training effectiveness through attendance, feedback and performance measures.
• Identify common knowledge or capability gaps and feed insights into future training and content.
• Develop and maintain toolkits and resources that enable confident manager self‑service.
• Support queries not covered by standard enablement materials, capturing feedback and recommending improvements to lifecycle processes.

• Support initiatives that improve colleague lifecycle moments, including probation, family‑friendly processes, wellbeing and the exit experience.
• Effectively deliver drop-in colleague training sessions to strengthen capability and self‑service around the basics.
• Contribute to culture, belonging, wellbeing, inclusion, volunteering and wider social value initiatives.

• Gather and summarise colleague feedback through exit interviews, surveys and other channels to inform engagement and improvement actions.
• Support a positive and compliant probation experience by overseeing the process, ensuring reviews are completed on time, and issuing timely, accurate confirmation letters.

Continuous Improvement

• Recommend enhancements to People lifecycle processes based on colleague and manager feedback and training insights.
• Identify and address internal operational inefficiencies, supporting automation and system enhancements that drive a smoother People Operations experience.
• Support change management for new systems, processes or policy updates, including assisting with communications, documentation updates and training / adoption.
• Monitor people trends and share insights with PBPs to support proactive people strategies.

Offshore (Romania) Collaboration

• Maintain clear alignment between the UK and Romania teams, coordinating tasks, shared priorities and day‑to‑day workflow support.
• Deliver effective knowledge transfer, documentation and training for transitioned processes to ensure operational continuity.
•  Carry out UK‑side quality checks (e.g., redundancy calculations, ELI data) to ensure compliance and maintain accurate service delivery.

Strategic Project Support

•  Provide coordination and delivery support for organisational change, engagement programmes, policy updates and manager capability initiatives.

• Generalist HR experience across core People processes, including policies, HR systems, and family‑friendly processes.
• Demonstratable experience to effectively handle low‑complexity employee relations issues, such as informal performance concerns, absence management, probation issues, and non‑complex conduct matters.
• Proven ability to act as a first point of contact for HR queries, providing clear, accurate and timely guidance.
• Strong analytical skills, with experience collecting, tracking, and reporting people metrics (e.g., engagement, lifecycle, ER trends).
• Intermediate knowledge of MS Excel, including confident use of formulas, lookup functions (e.g. VLOOKUP/XLOOKUP), filters and pivot tables to support reporting, data quality checks and routine people metrics.
• Ability to prepare high‑quality reports, interpret HR data, and produce actionable insights for senior stakeholders.
• In Depth knowledge of HR systems and supporting platforms (e.g., D365, Eploy, Power BI) with a strong focus on data accuracy, compliance, and quality assurance.
• Demonstratable ability to deliver and support manager‑facing learning, such as inductions, toolkits, or capability development resources.
• Experience providing administrative support for surveys, feedback mechanisms, and colleague experience initiatives.
• Demonstrable involvement in continuous improvement, automation initiatives, or process optimisation within People teams.
•  Excellent communication skills (written and verbal) with the ability to explain HR processes clearly to colleagues and managers.

• Strong organisation and time‑management skills with a demonstrable  ability to prioritise workload effectively, able to manage SLAs, reporting schedules and concurrent workstreams while balancing competing demands and deadlines without compromising accuracy or service quality.
• High attention to detail, particularly in data processing, reporting, and meeting note‑taking.
• Ability to build effective working relationships across People functions, managers, and offshore teams.

• Problem‑solving mindset, able to triage issues, identify root causes, and escalate appropriately.
• Comfortable working autonomously with minimal guidance while contributing to team-wide improvements.
• Confident facilitator, able to lead discussions, manage group dynamics and adapt delivery style to suit different audiences within settings such as manager workshops, employee engagement and manager feedback sessions
•  Process focused, with a strong focus on consistency, accuracy and adherence to agreed HR procedures, SLAs and quality standards.