Senior People Advisor - North West based
| Posting date: | 26 March 2026 |
|---|---|
| Salary: | £42,177 per year |
| Hours: | Full time |
| Closing date: | 12 April 2026 |
| Location: | Liverpool, Merseyside |
| Remote working: | Hybrid - work remotely up to 4 days per week |
| Company: | Alternative Futures Group |
| Job type: | Permanent |
| Job reference: | 1777 |
Summary
Job Purpose
The Senior People Advisor provides high-quality, professional HR support to managers and colleagues across the business. The role is responsible for leading on complex employee relations casework, providing expert advice, and ensuring policies and procedures are applied consistently. The postholder will be a trusted partner ensuring delivery of people practices by our managers thorough documentation, the timely progression, and resolution aligned with legal and policy frameworks.
Our Senior People Advisors will work closely with our People Advisors to deliver an effective HR Business Partnering model that is focused on proactive approach and solution to support management teams and staff.
Dimensions
1 x People Advisor
Key Accountabilities and Responsibilities
Manage complex or sensitive ER cases including absence, capability, restructures, and investigations, providing hands-on support to managers. Act as escalation point for People Advisors, offering expert guidance on disciplinary, grievance, performance, probation, and attendance matters. Lead case management meetings with Heads of Operations and support managers through all formal processes ensuring legal and policy compliance.
Mentor and support People Advisors, sharing best practice to build capability. Review case documentation for quality and accuracy, providing feedback and coaching. Prepare appeal documentation and act as HR representative in hearings, advising on risk and ensuring balanced outcomes.
Support organisational change including restructures, TUPE, and role changes by drafting consultation documents, preparing selection tools, and supporting meaningful consultation. Promote early resolution by coaching managers in effective and compliant people management. Support HR cyclical activity and collaborate with People Culture Specialists to improve management capability in handling ER issues.
Maintain accurate HR records ensuring GDPR compliance, contribute to policy updates based on case learning and legislation, and work within organisational frameworks escalating risks appropriately.
Skills and Knowledge
Strong knowledge of employment legislation and its application in complex casework. Significant experience managing ER cases end-to-end. Understanding of HR policies, governance frameworks, and safeguarding responsibilities.
Advanced case management skills with the ability to assess risk, provide clear advice, and coach others. Excellent communication skills with confidence to support managers and guide People Advisors on sensitive matters. Strong analytical and organisational skills with the ability to prioritise workload and meet deadlines.
Ability to build effective relationships with stakeholders across the organisation.
Values and Attitudes
Empathetic and people-focused approach. Strong interpersonal and communication skills with the ability to work collaboratively. Resilient, adaptable, and solution-focused with a positive outlook.
Able to manage pressure, work independently, use initiative, and maintain discretion when handling sensitive matters.
Experience
Minimum 3 years’ HR advisory experience managing complex or high-risk ER cases. Experience across disciplinary, grievance, attendance, capability, probation, and investigations.
Proven ability to manage sensitive matters with sound judgement and professionalism. Experience supporting organisational change and producing accurate reports and case documentation.
Qualifications and Training
CIPD Level 5 (or equivalent experience) with commitment to continuous professional development.
Other
Full driving licence and ability to travel across Northwest sites.
Band II role.
A more comprehensive job description is available on our website.
The Senior People Advisor provides high-quality, professional HR support to managers and colleagues across the business. The role is responsible for leading on complex employee relations casework, providing expert advice, and ensuring policies and procedures are applied consistently. The postholder will be a trusted partner ensuring delivery of people practices by our managers thorough documentation, the timely progression, and resolution aligned with legal and policy frameworks.
Our Senior People Advisors will work closely with our People Advisors to deliver an effective HR Business Partnering model that is focused on proactive approach and solution to support management teams and staff.
Dimensions
1 x People Advisor
Key Accountabilities and Responsibilities
Manage complex or sensitive ER cases including absence, capability, restructures, and investigations, providing hands-on support to managers. Act as escalation point for People Advisors, offering expert guidance on disciplinary, grievance, performance, probation, and attendance matters. Lead case management meetings with Heads of Operations and support managers through all formal processes ensuring legal and policy compliance.
Mentor and support People Advisors, sharing best practice to build capability. Review case documentation for quality and accuracy, providing feedback and coaching. Prepare appeal documentation and act as HR representative in hearings, advising on risk and ensuring balanced outcomes.
Support organisational change including restructures, TUPE, and role changes by drafting consultation documents, preparing selection tools, and supporting meaningful consultation. Promote early resolution by coaching managers in effective and compliant people management. Support HR cyclical activity and collaborate with People Culture Specialists to improve management capability in handling ER issues.
Maintain accurate HR records ensuring GDPR compliance, contribute to policy updates based on case learning and legislation, and work within organisational frameworks escalating risks appropriately.
Skills and Knowledge
Strong knowledge of employment legislation and its application in complex casework. Significant experience managing ER cases end-to-end. Understanding of HR policies, governance frameworks, and safeguarding responsibilities.
Advanced case management skills with the ability to assess risk, provide clear advice, and coach others. Excellent communication skills with confidence to support managers and guide People Advisors on sensitive matters. Strong analytical and organisational skills with the ability to prioritise workload and meet deadlines.
Ability to build effective relationships with stakeholders across the organisation.
Values and Attitudes
Empathetic and people-focused approach. Strong interpersonal and communication skills with the ability to work collaboratively. Resilient, adaptable, and solution-focused with a positive outlook.
Able to manage pressure, work independently, use initiative, and maintain discretion when handling sensitive matters.
Experience
Minimum 3 years’ HR advisory experience managing complex or high-risk ER cases. Experience across disciplinary, grievance, attendance, capability, probation, and investigations.
Proven ability to manage sensitive matters with sound judgement and professionalism. Experience supporting organisational change and producing accurate reports and case documentation.
Qualifications and Training
CIPD Level 5 (or equivalent experience) with commitment to continuous professional development.
Other
Full driving licence and ability to travel across Northwest sites.
Band II role.
A more comprehensive job description is available on our website.
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.