Do you thrive on solving complex people issues and providing confident, well‑reasoned HR advice that really makes a difference? Are you skilled at analysing HR data and spotting trends that can shape culture, wellbeing and organisational improvement? Do you enjoy building trusted relationships with managers, staff and unions—becoming a go‑to adviser in a fast‑paced HR environment? Are you motivated by leading on meaningful HR projects, from policy development to implementing change across an organisation? As an HR Advisor at the Charity Commission, you will play a pivotal role in delivering a high quality, professional HR service that supports managers and employees across the organisation. This is a varied and influential position where you will lead on complex employee relations matters—including absence, conduct, capability and grievances—providing clear, confident and legally sound advice that helps managers make effective decisions and drive positive outcomes. You will also take ownership of key HR projects and policy development, working from initial concept through to implementation and embedding new approaches across the Commission. You’ll become a trusted partner to leaders and teams, building strong relationships and shaping cultural improvement through the insight you draw from HR data, trends and metrics. Your expertise will help influence senior decision making, strengthen workforce wellbeing and support the wider people strategy. With regular engagement across all grades—including senior leaders and external stakeholders—you’ll be at the heart of developing an inclusive, supportive and forward looking working culture. This is an excellent opportunity for a confident HR professional who thrives in a fast paced environment, enjoys solving complex people issues and brings a proactive, collaborative approach to improving HR services and organisational performance. The main things you will be doing are: Provide a dedicated HR advisory service to managers and employees on a full range of employment matters, including absence, health, conduct, capability, grievance and wider employee relations issues. Lead and support on complex and sensitive casework, guiding managers through relevant policies and procedures, ensuring decisions align with legislation, best practice and organisational standards. Deliver and contribute to HR projects and policy development, taking work from initial concept through to implementation and embedding improved approaches across the organisation. Use HR systems and data to analyse trends, produce meaningful workforce insights and share these with senior leaders to support effective decision‑making and drive cultural and organisational improvement. Build and maintain strong working relationships with managers, staff and union representatives, establishing professional credibility and working collaboratively to support organisational priorities and wellbeing. 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 .