Job summary
Gloucestershire Managed Services (GMS) is seeking a Employee Relations / Human Resources Advisor to provide professional HR support, with a primary focus on employee relations and workforce advisory services. Working closely with the HR Business Partner and wider HR team, the ER/HR Advisor will deliver expert consistent, and legally compliant advice to managers and staff on a wide range of complex people matters, including disciplinary, grievance, performance, and absence management.
The role supports the effective implementation of HR policies, workforce change initiatives, and organisational priorities, ensuring fair and inclusive practices that promote a positive working environment. Through strong partnership working, sound judgement, and a proactive approach, the advisor contributes to workforce stability, organisational performance, and a culture of respect, equality, and continuous improvement.
Please note this job will attract GMS Terms and Conditions of Service (TCS)
Please see attached TCS for reference
Main duties of the job
The Employee Relations / HR Advisor manages a varied caseload of employee relations matters, providing practical guidance and hands-on support to managers throughout formal processes including investigations, hearings, performance management, and absence cases.
The role involves applying HR policies consistently, preparing documentation, maintaining accurate records, and ensuring cases are progressed in line with organisational standards and employment legislation. The post holder supports workforce change activity and day-to-day HR processes, working closely with colleagues across HR, payroll, and operational teams to deliver coordinated people support. A key aspect of the role is building manager capability, resolving issues constructively, and helping maintain a fair, professional, and effective working environment.
About us
Gloucestershire Managed Services (GMS) is committed to delivering high-quality support services that enable excellent patient care across Gloucestershire. As a values-driven organisation, we place people at the heart of what we do, fostering a culture built on respect, collaboration, and continuous improvement. We are proud to provide a supportive and inclusive working environment where staff are encouraged to develop, share ideas, and contribute to meaningful organisational change. By working in partnership with clinical and operational colleagues, GMS plays a vital role in supporting frontline services, and we are dedicated to creating a workplace where everyone feels valued, empowered, and able to perform at their best.
Job description
Job responsibilities
Technical and Operational
- Provide expert advice to managers on ER matters, including disciplinary, grievance, performance, and absence management
- Support and coordinate formal investigations, hearings, and employee meetings, ensuring compliance with organisational policies and employment law.
- Maintain accurate records of all ER cases and produce reports and trend analyses to inform management decision-making.
- Advise on HR policies, procedures, and contractual matters, ensuring consistent application across GMS
- Support workforce changes, recruitment, onboarding, and HR processes, ensuring alignment with organisational priorities
- Ensure all advice and processes comply with employment legislation, organisational policies, and statutory requirements.
- Collaborate with Payroll, Recruitment, and Organisational Development teams to provide seamless HR support.
Professional Development
- Maintain up-to-date knowledge of employment law, HR best practice, and organisational policies.
- Undertake mandatory and role-specific training.
- Support a culture of learning and continuous improvement within the team.
- Act as a role model for professional conduct, fairness and inclusivity.
- Promote equality, diversity, and inclusion across all HR practices and interactions.
Supervision and Coordination
- Provide guidance and support to managers in handling ER cases and workforce matters.
- Contribute to HR projects and organisational change initiatives, providing advice and coordination as required.
- Monitor HR workload and priorities, escalating complex issues to the HR Business Partner.
- Facilitate communication and collaboration across teams to ensure consistent HR support and advice.
- Support managers and staff through performance management and employee relations challenges.
Job description
Job responsibilities
Technical and Operational
- Provide expert advice to managers on ER matters, including disciplinary, grievance, performance, and absence management
- Support and coordinate formal investigations, hearings, and employee meetings, ensuring compliance with organisational policies and employment law.
- Maintain accurate records of all ER cases and produce reports and trend analyses to inform management decision-making.
- Advise on HR policies, procedures, and contractual matters, ensuring consistent application across GMS
- Support workforce changes, recruitment, onboarding, and HR processes, ensuring alignment with organisational priorities
- Ensure all advice and processes comply with employment legislation, organisational policies, and statutory requirements.
- Collaborate with Payroll, Recruitment, and Organisational Development teams to provide seamless HR support.
Professional Development
- Maintain up-to-date knowledge of employment law, HR best practice, and organisational policies.
- Undertake mandatory and role-specific training.
- Support a culture of learning and continuous improvement within the team.
- Act as a role model for professional conduct, fairness and inclusivity.
- Promote equality, diversity, and inclusion across all HR practices and interactions.
Supervision and Coordination
- Provide guidance and support to managers in handling ER cases and workforce matters.
- Contribute to HR projects and organisational change initiatives, providing advice and coordination as required.
- Monitor HR workload and priorities, escalating complex issues to the HR Business Partner.
- Facilitate communication and collaboration across teams to ensure consistent HR support and advice.
- Support managers and staff through performance management and employee relations challenges.
Person Specification
Qualifications
Essential
- CIPD Level 5 or equivalent ER/HR experience
- Evidence of continuous professional development in HR of employee relations
Desirable
- CIPD Level 7 or working towards
Experience
Essential
- Proven experience managing ER cases (disciplinary, grievance, performance, sickness)
- Advising managers on HR policies, procedures, and contractual issues
Desirable
- Supporting organisational change initiatives
- Experience with ESR or other HRIS systems
- Experience in a large, multi-site organisation
Knowledge and Skills
Essential
- Knowledge of employment law, HR policies, and best practice
- Ability to analyse HR data and produce management reports
- Ability to advise managers on complex ER cases and workforce matters
- Good organisational and time management skills
- Competence in Microsoft Office and HR systems
Person Specification
Qualifications
Essential
- CIPD Level 5 or equivalent ER/HR experience
- Evidence of continuous professional development in HR of employee relations
Desirable
- CIPD Level 7 or working towards
Experience
Essential
- Proven experience managing ER cases (disciplinary, grievance, performance, sickness)
- Advising managers on HR policies, procedures, and contractual issues
Desirable
- Supporting organisational change initiatives
- Experience with ESR or other HRIS systems
- Experience in a large, multi-site organisation
Knowledge and Skills
Essential
- Knowledge of employment law, HR policies, and best practice
- Ability to analyse HR data and produce management reports
- Ability to advise managers on complex ER cases and workforce matters
- Good organisational and time management skills
- Competence in Microsoft Office and HR systems
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
