Group Senior HR Advisor
| Dyddiad hysbysebu: | 13 Mawrth 2026 |
|---|---|
| Cyflog: | Heb ei nodi |
| Gwybodaeth ychwanegol am y cyflog: | up to £40,000 and £5,520 car allowance |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 15 Mawrth 2026 |
| Lleoliad: | NE13 8BF |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Bellway Homes Ltd |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 303314JCP |
Crynodeb
There is an exciting opportunity to join Bellway, one of the UK’s largest house builders. Our Head Office located in Newcastle upon Tyne is looking to recruit an experienced Senior HR Advisor to join the Group HR team.
The Group HR function operates as a fully centralised team based at our Head Office in Woolsington, Newcastle upon Tyne. The team brings together key HR specialisms, including generalist HR, Learning and Organisational Development, Recruitment, and Reward & Benefits to deliver consistent, professional support to all business areas. Working within this integrated structure means contributing to a collaborative environment where expertise is shared, practice is aligned, and the employee experience is shaped through strong partnership and high‑quality service delivery.
We are on a journey to evolve to a more modern HR Business Partnering model to strengthen strategic alignment with the business and provide more proactive, high-quality support to our divisions. This role will play a key part in that transition, helping shape how we deliver HR services now and in the future. If you are not yet operating at business partner level, we will support your development and transition into the role. If you are already an HR Business Partner, you will help us drive and embed this change across the organisation. Alongside this, we are implementing new HR technology, which will enable more effective partnering and free time to focus on value adding, strategic activity.
The Role
The Senior HR Advisor provides specialist, solutions‑focused HR support across the business, acting as the first point of contact for six nominated divisions. The role serves as the escalation point for complex employee relations matters, ensuring all advice and actions align with Company policies and current employment legislation. A key focus is coaching managers to adopt proactive employee‑relations approaches and delivering clear, consistent guidance to support effective decision‑making and positive outcomes. The Senior HR Advisor contributes to HR project work and continuous improvement and collaborates closely with HR Advisors and the HR Business Partner to ensure a professional and high‑quality HR service.
Principal accountabilities of the Senior HR Advisor role include:
Deliver high quality HR advice to Group Head Office, Home Space and Divisional teams, acting as the first point of contact and escalation point for HR Advisors. Provide consistent, timely, and compliant guidance on HR policies, procedures, and employment legislation, mainly via telephone and Microsoft Teams.
Adopt a coaching and mentoring approach to develop managers confidence and competence in managing and mitigating people issues, supporting them to make fair, proportionate and commercially sound decisions.
Lead and advise managers on complex end-to-end casework including disciplinary, grievances, absence management and capability/performance management ensuring cases are managed appropriately and in line with company policy.
Support HR Advisors by providing expert guidance, reviewing complex casework, offering quality assurance, sharing expertise and promoting consistent best practice across Divisions.
Undertake quarterly reviews with Managing/Finance Directors of your nominated Divisions to present data insights and proactively identify and address employee relations issues, ensuring early intervention and effective resolution.
Support with Group wide HR projects and initiatives leading defined workstreams and embedding continuous improvement across HR processes, systems and policies.
Support leaders to understand what drives colleague engagement and develop divisional programmes to enhance this
Analyse and manage HR data and Management Information to identify trends, risks and opportunities, presenting clear insights and recommended actions to managers and HR leadership to support informed decision‑making.
Support the Group HR Manager, Head of HR and Group HR Director to continually look for improvement and drive positive change within the HR team deputising where appropriate on day‑to‑day matters (excluding strategic or business partnering responsibilities).
Build strong and credible relationships with managers and stakeholders, delivering proactive, solutions‑focused support while working collaboratively with the HR Business Partner and wider specialist HR functions.
Experience, Qualifications and Skills
Experience
Significant experience of working as a HR Advisor or Senior HR Advisor or equivalent, handling complex ER case work.
Experience of coaching managers and improving capability.
Multi-site HR experience with ability to manage cases remotely.
Strong knowledge of current and emerging employment legislation.
Ability to interpret people data and trends, using insights to identify proactive interventions and evidence-based recommendations.
Experience of HR systems, specifically Workday would be advantageous.
Experience supporting projects or improvement initiatives.
Qualifications and Training
GCSE Maths and English at Grade 4/C (or equivalent) or above
CIPD qualified or working towards
Skills and Aptitude
Strong ER expertise and ability to interpret complex situations.
Excellent communication, influencing and coaching skills.
Ability to manage competing priorities and work independently
High attention to detail with strong analytical skills
High discretion and professionalism.
Confident user of HR systems and digital platforms and the ability to adapt to new systems.
Commitment to diversity, inclusion and continuous improvement.
The Role and Working Conditions
The Group HR function operates as a fully centralised team based at our Head Office in Woolsington, Newcastle upon Tyne. The team brings together key HR specialisms, including generalist HR, Learning and Organisational Development, Recruitment, and Reward & Benefits to deliver consistent, professional support to all business areas. Working within this integrated structure means contributing to a collaborative environment where expertise is shared, practice is aligned, and the employee experience is shaped through strong partnership and high‑quality service delivery.
We are on a journey to evolve to a more modern HR Business Partnering model to strengthen strategic alignment with the business and provide more proactive, high-quality support to our divisions. This role will play a key part in that transition, helping shape how we deliver HR services now and in the future. If you are not yet operating at business partner level, we will support your development and transition into the role. If you are already an HR Business Partner, you will help us drive and embed this change across the organisation. Alongside this, we are implementing new HR technology, which will enable more effective partnering and free time to focus on value adding, strategic activity.
The Role
The Senior HR Advisor provides specialist, solutions‑focused HR support across the business, acting as the first point of contact for six nominated divisions. The role serves as the escalation point for complex employee relations matters, ensuring all advice and actions align with Company policies and current employment legislation. A key focus is coaching managers to adopt proactive employee‑relations approaches and delivering clear, consistent guidance to support effective decision‑making and positive outcomes. The Senior HR Advisor contributes to HR project work and continuous improvement and collaborates closely with HR Advisors and the HR Business Partner to ensure a professional and high‑quality HR service.
Principal accountabilities of the Senior HR Advisor role include:
Deliver high quality HR advice to Group Head Office, Home Space and Divisional teams, acting as the first point of contact and escalation point for HR Advisors. Provide consistent, timely, and compliant guidance on HR policies, procedures, and employment legislation, mainly via telephone and Microsoft Teams.
Adopt a coaching and mentoring approach to develop managers confidence and competence in managing and mitigating people issues, supporting them to make fair, proportionate and commercially sound decisions.
Lead and advise managers on complex end-to-end casework including disciplinary, grievances, absence management and capability/performance management ensuring cases are managed appropriately and in line with company policy.
Support HR Advisors by providing expert guidance, reviewing complex casework, offering quality assurance, sharing expertise and promoting consistent best practice across Divisions.
Undertake quarterly reviews with Managing/Finance Directors of your nominated Divisions to present data insights and proactively identify and address employee relations issues, ensuring early intervention and effective resolution.
Support with Group wide HR projects and initiatives leading defined workstreams and embedding continuous improvement across HR processes, systems and policies.
Support leaders to understand what drives colleague engagement and develop divisional programmes to enhance this
Analyse and manage HR data and Management Information to identify trends, risks and opportunities, presenting clear insights and recommended actions to managers and HR leadership to support informed decision‑making.
Support the Group HR Manager, Head of HR and Group HR Director to continually look for improvement and drive positive change within the HR team deputising where appropriate on day‑to‑day matters (excluding strategic or business partnering responsibilities).
Build strong and credible relationships with managers and stakeholders, delivering proactive, solutions‑focused support while working collaboratively with the HR Business Partner and wider specialist HR functions.
Experience, Qualifications and Skills
Experience
Significant experience of working as a HR Advisor or Senior HR Advisor or equivalent, handling complex ER case work.
Experience of coaching managers and improving capability.
Multi-site HR experience with ability to manage cases remotely.
Strong knowledge of current and emerging employment legislation.
Ability to interpret people data and trends, using insights to identify proactive interventions and evidence-based recommendations.
Experience of HR systems, specifically Workday would be advantageous.
Experience supporting projects or improvement initiatives.
Qualifications and Training
GCSE Maths and English at Grade 4/C (or equivalent) or above
CIPD qualified or working towards
Skills and Aptitude
Strong ER expertise and ability to interpret complex situations.
Excellent communication, influencing and coaching skills.
Ability to manage competing priorities and work independently
High attention to detail with strong analytical skills
High discretion and professionalism.
Confident user of HR systems and digital platforms and the ability to adapt to new systems.
Commitment to diversity, inclusion and continuous improvement.
The Role and Working Conditions