HR Advisor

Job title: HR Advisor
Division: Operations
Department: Human Resources, HR Policy and Delivery

• Salary: National (Edinburgh and Leeds) ranging from £39,100 - £50,000 and London from £41,600 - £55,000 (salary offered will be based on skills and experience)
• This role is graded as:  Associate, Level 8 - Corporate
• Your recruitment contact is Raimonda Stankute via [email protected]. Applications must be submitted through our online portal. Applications sent via social media or email will not be accepted.

About the FCA and team 

We regulate financial services firms in the UK, to keep financial markets fair, thriving and effective. By joining us, you’ll play a key part in protecting consumers, driving economic growth and shaping the future of UK finance services.  

The HR Advisory team sits within the HR Policy and Delivery department in the Human Resources (HR) Directorate. HR supports the FCA to deliver public value through its people by promoting an environment that reflects our values, motivating high performance, championing the FCA as a world-class professional organisation and proactively planning for future workforce needs.

The HR Policy and Delivery department contributes to these priorities by designing and enabling processes, procedures and systems that foster positive relationships between managers and colleagues. We are the first point of contact for colleagues through HR Help and our digital HR Assistant, provide support on complex employee relations matters and deliver people data and insight to enable evidence-based decision-making.

The HR Advisory team focuses on providing guidance, coaching and support to people managers on informal employee relations matters, including probation, performance management, absence management and hybrid working.

Role responsibilities

• Provide practical guidance and coaching to people managers on a wide range of people matters, including performance and absence management, flexible working, probation and informal grievances and disciplinaries
• Build manager capability in core people management skills by coaching them through day-to-day people management interactions, including navigating policy, handling difficult conversations and ensuring consistent and appropriate application of policy
• Act as a first point of contact for managers, supporting them to resolve complex or sensitive people issues informally and confidently
• Support managers in addressing complex personal or workplace issues, identifying proportionate and effective solutions
• Work with external providers, including occupational health, to deliver targeted and timely support
• Collaborate closely with HR colleagues, including HR Business Partners, Employee Relations, HR Policy and Organisational Capability, to problem-solve and agree appropriate interventions
• Develop and maintain guidance and support materials, such as written guidance, presentations and interactive case studies
• Use people data and insights to take an evidence-based approach and inform advice to stakeholders

Skills required

Minimum:

• Experience in coaching leaders and people managers through a range of HR policies and procedures and providing generalist HR support
• Demonstrated ability to adapt communication style to provide clear, practical and proportionate HR advice to a range of stakeholders, based on their needs and level of understanding
• Experience of building effective working relationships with managers and stakeholders, including the ability to constructively challenge decisions or behaviours to achieve appropriate outcomes

Essential:

• A collaborative team player who demonstrates an inclusive approach and can influence and challenge to deliver shared goals
• Strong prioritisation, organisational and record-keeping skills, with the ability to manage multiple competing demands
• Confident in clarifying issues and scope, weighing options and assessing risks and benefits to reach balanced, well-reasoned decisions
• Comfortable producing, analysing and interpreting data to provide insight and take an evidence-based approach
• Confident engaging with a wide range of stakeholders, including senior leaders and influencing them towards appropriate solutions
• Skilled at identifying capability or learning gaps in people managers and translating these into targeted development interventions

Benefits

• 25 days annual leave plus bank holidays
• Hybrid model where employees work a minimum of 40% in the office each month (expectation of 50% for senior leaders). Changing from September to a minimum of 50% in the office each month (expectation of 60% for Directors and Executive Directors)
• Non-contributory pension (8–12% depending on age) and life assurance at eight times your salary
• Private healthcare with Bupa, income protection and 24/7 Employee Assistance
• 35 hours of paid volunteering annually
• A flexible benefits scheme designed around your lifestyle

For a full list of our benefits and our recruitment process as a whole visit our benefits page.

Our values and culture

Our colleagues are the key to our success as a regulator. We are committed to fostering a diverse and inclusive culture: one that’s free from discrimination and bias, celebrates difference and supports colleagues to deliver at their best. We believe that our differences and similarities enable us to be a better organisation – one that makes better decisions, drives innovation and delivers better regulation.

If you require any adjustments due to a disability or condition, your recruiter is here to help - reach out for tailored support.

We welcome diverse working styles and aim to find flexible solutions that suit both the role and individual needs, including options like part-time and job sharing where applicable.

Disability confident: our hiring approach
We’re proud to be a Disability Confident Employer and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes we may progress applicants whose experience most closely matches the role’s key requirements.

Useful information and timelines 

Timeline:

• Job advert closes: Sunday 8th February at 11:59pm
• CV Review/Shortlist: 9th -10th February  
• Interview: w/c 16th February
• Your Recruiter will discuss the process in detail with you during screening for the role, therefore, please make them aware if you are going to be unavailable for any date during this time.