HR Advisory

HR ADVISORY

Our HR Advisory services have been designed to help employers execute critical strategic HR functions. Our HR Advisors are professionals who provide advice and guidance on HR issues within an organisation. They work with members of staff, offering support and expertise on employee relations, performance management, employee engagement, and many other areas of HR. Our HR Advisors review and revise the human resources administrative procedures in a company and ensure that labour policies are implemented. They are able to guide and advise on the hiring, payment, benefits, and departure of staff and have up-to-date knowledge of policies such as workplace safety, employee rights, and sexual harassment.

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What is an HR Advisor?

Our HR Advisors are sexperienced human resources professional who use their experience and knowledge to support the work of a human resources department or team. They work closely with HR managers to help them find the best ways of reaching their goals. This could be to increase retention, improve staff onboarding and training, enhance employee relations and formulate policies for promoting a healthy workplace culture.

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Common responsibilities of an HR Advisor

HR Advisors can fill a variety of roles, depending on both the employer and the situation. For instance, a human resources advisor supporting a larger organisation might have a more specialised role, whereas one supporting a smaller organisation may have a wider range of responsibilities. Here are some of the common responsibilities of our human resources advisors.

Advising managers and other staff

One of the primary functions of our human resources advisors is to give advice to various members of a client organisation. HR managers and other staff may seek the advice of an advisor on how to best locate talent, interview processes, ways of increasing staff retention and how to develop effective training programmes. To achieve this, the advisor may develop dedicated training programmes to impart useful information and skills to HR staff.

Developing HR policies

In addition to advising HR managers and others on the best ways to conduct their work, a human resources advisor may directly develop and implement HR policies. They might do this jointly with other managers, whereby they first discuss organisational goals and strategies before developing new policies. A human resources advisor might also develop training programmes and materials for communicating new policies to staff.

Ensuring compliance

One area of knowledge which is typically quite important for a human resources advisor is employment law. It's crucial that an organisation's human resources work complies with employment law, and this is often the responsibility of a human resources advisor. Using their experience and knowledge of relevant legislation, the advisor reviews workplace rules, procedures, employment contracts and other documentation to ensure compliance. They also contribute to the development of these documents from the beginning to ensure they meet the necessary legal standards.

Recruiting and interviewing

A human resources advisor already has experience within the field of HR. Consequently, they're usually capable interviewers and recruiters. Depending on the organisation, these advisors may also contribute to the recruitment process could involve creating job advertisements, finding talented candidates and conducting interviews. In addition to doing this directly, they might also supervise other members of the HR department as they perform these duties to offer advice and guidance as needed.

Resolving disputes

One of the functions of human resources departments is to act as a mediator in disputes between staff, or between staff and the organisation itself. With their experience and knowledge, human resources advisors are typically going to be capable of handling many of these disputes. They can act as sources of information, mediators and intermediaries in such disputes and help the parties involved reach a mutually agreeable solution. This requires a human resources advisor to be impartial, communicative and fair.

 

Skills and competencies of advisors

Human resources advisors benefit from a diverse skill set to help them perform their duties effectively, some examples of which are as follows:

Communication

A core skill for human resources advisors is communication, as their role involves constant and regular interaction with others. Their ability to communicate clearly and effectively allows them to give useful advice to those who seek it from them. It also makes them capable interviewers. Human resources advisors regularly collaborate with managers to develop strategies and policies, and good communication skills mean they can understand what these managers want and effectively convey their own ideas. Additionally, communication is a crucial part of effective arbitration and conflict resolution. Key contributors to effective communication include active listening, empathy and writing skills.

Knowledge of employment law

Since human resources advisors are often a source of information for their colleagues, it's necessary for them to have a good working knowledge of employment law. This means that they can help develop new procedures, policies and contracts which comply with relevant legislation. They may communicate with an organisation's legal team to accomplish this, and the advisor is often the first person staff contact when they have questions about compliance.

Problem-solving

A key responsibility for many human resources advisors is helping an organisation meet its goals. They also help resolve disputes, which means that good problem-solving skills are typically vital for this role. This means being able to analyse a situation, identify the causes of any problems, evaluate available resources and develop a workable solution. Their problem-solving ability benefits from multiple contributory skills, such as analytical skills, strategy development and critical thinking.

Leadership and coaching

As a HR professional, the human resources advisor might be part of the HR management team. This means they're often responsible for the work of a team of others, in addition to their responsibility for developing and leading new policy implementation. Human resources advisors therefore frequently coach, mentor and lead other HR staff.

Software skills

Human resources advisors benefit from being able to use certain types of software applications. In addition to word processing software, they can also make good use of slide-show and spreadsheet software. Slide shows can be useful for making presentations to convey new policies to others or explain legal requirements and other information. Spreadsheets are useful for tracking information on staff and deriving useful insights like retention rates. Data analysis skills are also be very useful in this regard.