HR Advisor

Summary

Description

Summary of This Role

What Part Will You Play?

• Leverages knowledge of HR policies and HR programs to identify gaps or areas for improvement. Provides responses to team member questions as well as routine inquiries from leaders. Requires only limited support in administering HR policies and HR programs.
• Using deep knowledge of HR data and available reports, works with HR leaders to understand reporting and measurement needs and recommends solutions. May assume ownership for ongoing routine and non-routine reporting and measurement requirements for executive and senior leader audiences, to support new initiatives, or to address legal and regulatory requirements.
• Using deep knowledge of the HR function, business priorities, and HR programs and goals performs in depth analyses to monitor the effects of changes. For example, may baseline information and track changes over time to help evaluate the impact of new program or policy change.
• Conducts research to support HR program development or HR practices to support the achievement of business goals.
• Creates near final reports and presentations needed for a range of audiences, including executive and senior leaders.
• Monitors and participates in HCM system business processes. Works with HR leaders to resolve escalated items. Working with limited supervision, partners with manager or other HR leaders on special projects as needed.
  

What Are We Looking For in This Role?

Minimum Qualifications

• Bachelor's Degree
• Relevant Experience or Degree in: Typically Human Resources, Economics or Business Administration
• Typically Minimum 4 Years Relevant Exp
• HR analyst experience or other HR experience emphasizing analysis, problem solving, independent thinking, and effective communication.
  

Preferred Qualifications

• Master's Degree
• MHR, MBA, or closely related degree
• Typically Minimum 6 Years Relevant Exp
• HR Analyst, HR Compliance, or HR Generalist experience
• PHR or SHRM-certified HR professional
  

• Serve as the first point of contact for business managers on HR policies, employee relations, and performance management.
• Advise and guide employees and managers on workplace issues, career progression, and conflict resolution.
• Collaborate with HRBPs on sensitive cases including disciplinary actions, grievance handling, and policy escalations.
  

• Oversee the execution of core HR processes such as onboarding, offboarding, transfers
• Ensure timely and accurate maintenance of employee records, HRIS data, and compliance with statutory and audit requirements.
• Drive process improvement in operational areas
  

• Own and manage HR dashboards, regular reports (e.g., attrition, headcount, diversity, hiring), and ad-hoc analysis for business stakeholders.
• Interpret workforce trends to identify challenges and recommend actionable insights
• Support audit, regulatory, and board-level reporting with accurate people data.