HR Advisor

Provides coaching support to leaders on addressing and managing employee issues such as policy violations, low performance, discipline, job abandonment, and conflict mediation. Offers general policy interpretation and consultation to leaders and employees on performance, attendance, misconduct, and other HR matters. Advises front-line leaders on routine cases with limited complexity and supports employees dealing with workplace tension, conflict, or general manager/team concerns.

Responsibilities

• Provide employee relations counsel and service to leaders (primary client) and employees, including complex policy interpretation and strategic consultation.
• Coach and guide managers on creating confidential and psychologically safe spaces for employees to share personal experiences, fostering trust and open communication.
• Counsel employees and leaders on conflict resolution to manage potential workplace issues, covering topics such as Performance Management, Health Services, Union/Collective Bargaining Agreements, and other complex matters.
• Partner with leaders to build strong employee relationships and cultivate a positive, trust-based team culture, including attending meetings to facilitate communication, ensure alignment, promote transparency, and support resolution of concerns.
• Coach managers to deliver holistic, balanced, and future-focused feedback, and equip leaders with strategies for goal setting, continuous conversations, and employee development.
• Follow up with stakeholders (e.g., leaders, employees, Employee Relations, Business HR) to monitor resolution progress for effective case management.
• Assist in assembling HR insights based on employee relations cases and trends, preparing actionable insights for Business HR (BHR) and HR SET teams.
• Analyze case themes in partnership with Senior HR Advisors and HR Advisory leadership, recommending changes to Company policies, practices, training, programs, or procedures.
• Serve as an escalation point for HR Contact Center cases and mentor aspiring HR Advisors as part of pipeline development.
• Act as a subject matter expert or project lead for HR Solutions transformation initiatives.
• Maintain Knowledge Management components, including content creation and updates to ensure accuracy for employees and managers.
• Contribute to building the future-state HR model by assisting in strategy, operating model, SLAs, and process creation in partnership with the HR Solutions Team.
• Improve customer experience consistency and empower leaders/employees through self-service, training, resources, and process improvements.
• Build strong relationships with HR SET partners, collaborating cross-functionally to solve problems and identify improvement areas.
• Act as a key liaison for Business HR teams, presenting insights and facilitating proactive discussions in high-priority areas.
• May be paired with a Senior HR Advisor for mentorship and enhanced support for large functions, enabling independent management of smaller functions.

Requirements

• Bachelor’s degree in business or a related field, or equivalent work experience in employee relations, business HR (generalist/consultant), or a related HR field.
• Typically, 3 years of previous HR experience, with at least 1-2 years within an HR Center of Excellence, HR Solutions, or Business HR preferred.
• Strong interpersonal and communication skills with the ability to collaborate effectively with stakeholders at all levels.
• Thoroughness and adherence to compliance and standard operating procedures (SOPs).
• Ability to communicate concisely (written/verbal), adjusting style to match the audience; exhibits self-awareness, empathy, and active listening skills.
• Critical thinking to problem-solve, anticipate challenges, and propose innovative solutions.
• Proven ability to deliver superior user-experience with timely, accurate, and empathetic support to employees and leaders, ensuring professionalism and fostering a positive workplace.
• Ability to remain calm under pressure in high-stress or conflict situations; approachable with strong customer service focus (high emotional intelligence).
• Experience assessing and prioritizing work with varied urgency levels, adapting to changing workloads and project timelines while delivering on responsibilities.
• HR certifications (e.g., SHRM-CP, PHR, or similar) are a plus.

Skills

• HR Acumen: Demonstrates general HR knowledge and understanding of disciplines beyond their specialty, including how HR disciplines interact and impact other areas. Utilizes a well-developed network to make informed decisions on HR matters.
• Consulting: Connects with stakeholders to gather specific information for resolving customer problems. Communicates intent effectively, solicits requirements, and collaborates with relevant stakeholders.
• Emotional Intelligence: Includes self-awareness, self-management, and empathy toward stakeholders (internal and external) via active listening. Builds trusting relationships and establishes credibility to influence optimal outcomes.
• Interpersonal Savvy: Relates well to diverse individuals inside and outside the organization. Builds rapport, constructive relationships, and uses diplomacy and tact to diffuse high-tension situations.
• Adaptive Communication: Formulates strategies to convey complex information about services, products, systems, or processes to targeted audiences. Communicates effectively between technical and non-technical audiences.
• Prioritization: Assesses and accurately assigns priority levels to tasks based on importance, urgency, and alignment with business and strategic goals.
• Learning Agility & Critical Thinking: Pursues continuous learning in relevant fields, methods, or technologies. Utilizes critical thinking to identify opportunities, execute solutions, and measure impact to improve practices and processes.
• Technical & Digital Acumen: Intermediate proficiency.
• Business Acumen: Beginner proficiency.
• Cross-Functional Partnering & Planning: Beginner proficiency.
• Customer Centricity: Intermediate proficiency.
• Storytelling through Data: Beginner proficiency.
• Talent Planning: Beginner proficiency.
• Change Adaptability: Beginner proficiency.
• Root Cause Analysis & Decision Quality: Beginner proficiency.
• Organizational & Political Savvy: Beginner proficiency.
• Program Awareness: Beginner proficiency.
• Client Engagement & Influence: Intermediate proficiency.
• HR Ethics: Intermediate proficiency.

Pay

Compensation range starts at $70,320.00 and ends at $105,480.00. Geographic-specific pay structures apply:

• Structure 110: $77,360.00 - $116,040.00 USD
• Structure 115: $80,880.00 - $121,320.00 USD

Final salaries are based on skills, experience, market conditions, candidate location, and other factors identified during the hiring process.

Benefits

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups