HR Advisor

This role is working 36 hours a week, 52 weeks a year.

We have an exciting opportunity for an experienced and proactive HR Advisor to join our HR team. This is a key role providing high quality HR support and advice across multiple schools within the Trust. You’ll act as a first point of contact for schools and external partners, ensuring a professional, confidential, and customer-focused HR service that reflects our values.

This role will work closely with the HR Cluster Team, which supports Three Rivers Academy and several other THPT schools across the region. As such, there is an expectation to travel between schools as required. The role can be based at either Three Rivers Academy or Eastwick School.

Working closely with the HR Partner, you will provide advice and guidance to managers on a wide range of HR matters including employee relations, performance management, absence, and recruitment. You will also oversee the work of our HR Assistants to ensure the smooth running of HR operations and processes across the Trust.

Key Responsibilities:

• Provide timely and practical HR advice on areas such as employee relations, absence, performance, and recruitment.
• Support and coach managers to apply policies and procedures consistently and fairly.
• Oversee HR processes including payroll input, recruitment documentation, and maintenance of the Single Central Record.
• Support change management and employee relations casework under the guidance of the HR Partner.
• Maintain accurate HR records, data, and reports to ensure compliance and effective decision-making.

About You:

We’re looking for a friendly, reliable, and flexible individual who enjoys working as part of a collaborative HR team. You’ll have:

• Experience in a generalist HR role, ideally with exposure to employee relations casework.
• Strong communication and organisational skills, with the ability to build positive relationships across multiple sites.
• A sound understanding of employment legislation and HR best practice.

Experience of working within a school or education environment is desirable but not essential.

Why Join Us?

This role offers an excellent opportunity to develop your HR career within a supportive and professional team. You’ll benefit from mentoring, on-the-job training, and potential support toward achieving a professional HR qualification.

No Agencies please

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust welcomes applications from all, irrespective of gender, marital status, disability, race, age or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.