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HR Change Adviser

Details


1116882


City St Georges University of London


02/09/2026


2 Months


Monday to Friday - 35 hoiurs per week


Smart Casual

Pay


£26.04


£3.14

Description

Role
The HR Change Adviser will play a pivotal role in handling and facilitating employee relations and supporting the integration of the Professional Services Directorates following the merger. 

 
The role involves collaboration with Professional Service Directors and the Change Support Unit to design, implement and monitor change initiatives that ensure a smooth transition and alignment with the University’s strategic goals. The postholder will be responsible for supporting Directors and other senior managers with the development of change proposals, acting as HR lead for the consultation process, and ensuring that employee relations and organisational needs are addressed in line with HR best practice and legal compliance, with a strong emphasis on staff wellbeing. 

Duties and responsibilities
1. Being Student/Customer focused

  • Provide accurate and timely HR advice that is fully compliant with current employment legislation, University policies & procedures and best practice standards.
  • Actively consider the impact of HR decisions on HR service delivery and Directorate outcomes.
  • Deliver HR services and advice that are responsive to the Director’s needs, ensuring clarity, timeliness, and professionalism.
  • Actively seek feedback and adapt approaches to enhance the experience of managers, staff, and other key partners.
2. Planning and organising
  • Prioritise and manage multiple change management projects to meet deadlines and organisational Professional Services Target Operating Model principles.
  • Work with the Change Support Unit to develop structured plans for change initiatives, outlining clear objectives, milestones, and deliverables. 
  • Ensuring timelines are realistic and monitored, and risks are identified and mitigated.
  • Apply prioritisation frameworks/mechanisms to sequence tasks.
  • Maintain up to date documentation (plans, consultation documents, consultation schedules and comms materials) using agreed version control and shared repositories to ensure a single source of truth.
3. Interpersonal skills (including communicating and influencing)
  • Build strong relationships with Directors, Union representatives, and stakeholders to facilitate collaboration and trust.
  • Communicate complex HR and legal information clearly and persuasively, adapting style to different audiences such as redundancy consultation meetings and being proactive with following up and tracking queries and responses during consultation. 
 
4. Problem solving and decision making (including initiative)
  • Analyse HR issues, identify risks, and propose practical, legally compliant solutions.
  • Exercise sound judgment and initiative in resolving sensitive employee relations matters, balancing organisational priorities with fairness and staff wellbeing.
  • Anticipate potential risks and recommend proactive measures to prevent escalation.
  • Support in the development and sensitive communication of redundancy quotes and legal settlement agreements.

5. HR Analytics and Reporting

  • Prepare accurate reports and dashboards for senior leadership, providing insights and an update on change programmes.
  • CIPD Level 5 (Desirable) 

Skills and experience

1. Interpersonal skills (including communicating and influencing)

  • Build strong relationships with Directors, Union representatives, and stakeholders to facilitate collaboration and trust.
  • Communicate complex HR and legal information clearly and persuasively, adapting style to different audiences such as redundancy consultation meetings and being proactive with following up and tracking queries and responses during consultation. 

2. Problem solving and decision making (including initiative)

  • Analyse HR issues, identify risks, and propose practical, legally compliant solutions.
  • Exercise sound judgment and initiative in resolving sensitive employee relations matters, balancing organisational priorities with fairness and staff wellbeing.
  • Anticipate potential risks and recommend proactive measures to prevent escalation.
  • Support in the development and sensitive communication of redundancy quotes and legal settlement agreements.

3. HR Analytics and Reporting

  • Prepare accurate reports and dashboards for senior leadership, providing insights and an update on change programmes.
  • CIPD Level 5 (Desirable) 

Location
Clerkenwell - Required to come into Gloucester Building 2 days a week

Additional information
Interview will take place on Wednesday 2nd September.

 

This advert will expire at 23:59 on 30/9/26.

Disclaimer: this advert may end earlier if we receive sufficient applications before the deadline. If you wish to apply for this role, please apply sooner rather than later.

Please note payroll at City University Unitemps, runs monthly with mid-month timesheet cut off dates. Before applying to this role please ensure you view the payroll deadline dates here

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Equality, Diversity and Inclusion Statement (EDI)

City, University of London is committed to promoting equality, diversity and inclusion in all its activities, processes, and culture, for our whole community, including staff, students and visitors.

We welcome applications regardless of gender, sexual orientation, disability, marital status, race, nationality, ethnic origin, religion or social class. For more information on our approaches to encouraging an inclusive environment, please see our Equality, Diversity and Inclusion Pages

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