HR Manager

The HR Manager sits within Isio's Employment, Policy and HR Services pillar, works across the full employee lifecycle and reports to the Head of HR Services.

The team provides specialist HR advice and high-quality operational services that underpin Isio’s People strategy and support colleagues from entry level to Partner. Working in a fast-paced environment, the team continually improves its services in response to business needs and internal client expectations.

The Employment, Policy and HR Services team proactively manages people operations and risk by:

· Providing specialist advice and operational HR support

· Developing inclusive, forward-looking policies and processes

· Using people data and insight to identify trends, risks and opportunities

· Maintaining HRIS data integrity and improving processes and services

· Supporting the People risk governance framework

· Managing key employee lifecycle, wellbeing and absence activities

The HR Manager is a recognised specialist expert with influence across the people agenda in Actuarial and Consultancy, Investment, Wealth, Private Office, Pensions Administration, Employee Benefits and Central Functions. Working closely with HR Business Partners and business leaders, the role guides colleagues through complex specialist issues and recommends best practice on employee relations, employment law, policy and process, and manages end to end M&A people activity.

Term: Fixed Term Contract for 6 months starting asap, hybrid, Glasgow

What does the role entail:

HR Specialist Advice:

· Collaborate across Employment, Policy and HR Services and the wider HR function to shape priorities, translate the People strategy into effective delivery and drive continuous improvement

· Provide expert employment law and HR advice to HR Business Partners, leaders and managers, taking the lead on complex or high-risk matters and ensuring fair, consistent and commercially sound outcomes

· Manage employee relations cases from initial assessment through to resolution, coaching managers, coordinating stakeholders and producing clear, accurate and legally compliant documentation

· Lead settlement agreement matters, including developing the negotiation strategy, conducting negotiations with employees or their representatives, agreeing terms with relevant stakeholders, and producing the final draft agreement and associated correspondence for approval and execution

· Lead the review, design, implementation and governance of HR policies, processes and terms and conditions to support business growth, compliance and an inclusive, high-performing culture

· Analyse people data and emerging trends, translating findings into practical recommendations that inform business decisions, risk management, service improvements and policy development

· Maintain accurate employment records and HRIS data to support operational delivery, reporting, governance and informed decision-making

· Support the Head of HR Services with operational priorities and strategic initiatives, including management information, risk insight and business recommendations

· Provides expert HR advisory service, managing complex ER cases and risk, and escalating material business risks

· Manage occupational health referrals, workplace assessments, welfare support and related interventions, coordinating providers and stakeholders to support wellbeing, attendance and organisational risk management

· Use casework and wellbeing insight to inform preventative interventions and wider People priorities

Business Unit Management:

· Build trusted relationships with Partners, leaders, client-facing colleagues and the wider HR team, providing constructive advice and challenge

· Develop a strong understanding of each Business Unit’s operating model, commercial drivers and strategic priorities to deliver relevant, high-quality HR support

· Champion inclusion and belonging, working with the Head of Inclusion and Belonging to embed inclusive practices and strengthen understanding across the business

· Manages more junior colleagues and provides coaching and career development

Business Relationships:

· Coordinate joiner, mover and leaver processes with Recruitment, HR Business Partners, Payroll and IT, ensuring timely and accurate delivery

· Review offer letters and employment contracts before issue, working with Recruitment to ensure accuracy, consistency and compliance

· Partner with Reward and HR Business Partners to support annual performance, salary and bonus review processes

· Work closely with Payroll to deliver monthly payroll requirements, maintain accurate sickness data and ensure changes are completed on time

· Identify capability needs arising from casework, policy or process changes and liaise with Learning and Development on appropriate interventions

· Lead and contribute to HR projects, organisational change and strategic People initiatives, ensuring effective implementation and alignment with business goals

· Coach people managers to apply HR processes confidently and conduct clear, constructive and timely conversations

· Manage data subject access requests (DSARs) in partnership with IT, Legal and relevant stakeholders, coordinating data searches and review, applying appropriate redactions and exemptions, maintaining a clear audit trail, and preparing accurate responses for approval and issue within statutory timescales

M&A Projects:

· Manage the people workstream for mergers, acquisitions, divestitures and strategic partnerships, working with the Head of HR Services and relevant business sponsors

· Plan and deliver HR due diligence, people risk assessment, consultation and TUPE activity, ensuring alignment with transaction objectives and legal and regulatory requirements

· Liaise with Business Units and HR Business Partners on integration planning and delivery, including cultural considerations, employee communications and the review and harmonisation of policies, contracts, benefits and working practices

The role collaborates closely with Risk, Finance, IT and Corporate teams to ensure that people, culture and employee experience are considered and effectively managed throughout the transaction lifecycle.

What we're looking for:

Qualifications:

CIPD qualified, or equivalent relevant professional experience

Experience:

The successful candidate will have:

· Extensive employee relations experience, with strong knowledge of UK employment law and TUPE regulations

· Demonstrable experience of negotiating and drafting settlement agreements and managing complex or high-risk cases through to resolution

· Experience of managing DSARs or similarly sensitive information requests, with sound judgement in confidentiality, redaction, record-keeping and statutory deadlines

· Excellent communication skills, with the ability to translate complex HR information into clear, focused and commercially relevant advice

· A flexible and credible stakeholder approach, with the confidence to advise, coach and constructively challenge at all levels

· Professional services or partnership-based experience is highly desirable

· Ability to work independently and collaboratively at pace, exercise sound judgement in ambiguous situations, and prioritise competing demands with strong attention to detail

· Strong understanding of people risk and employment frameworks, with the ability to balance legal, commercial and employee considerations

· Strong data analysis and reporting skills, with the ability to derive insight and make evidence-based recommendations

· Experience of HR due diligence, people risk assessment and transaction-related change is desirable

· Proficiency in HR information systems, with a strong focus on data accuracy and process effectiveness

Why Join Isio

Isio is a fast-growing professional services business, that offers career development through an evolving client base, diverse and meaningful work, nationwide opportunities, and a culture that rewards high performance and accountability.

We hold ourselves to the highest standards and our values guide how we advise our clients, how we operate as a business and how we work together as a team.  We call it the Isio Attitude. We encourage our people to be bold, to communicate with conviction, and to deliver advice that matters.

Here, growth brings opportunity - more responsibility, more clients, and work that stretches and develops you. We invest in training and development so you can expand your skills and explore different career paths across diverse markets to make your mark. Isio is a place to realise your potential and build a career with impact. You can find out more about Isio and the benefits we offer on our career's website Isio - Careers & Benefits.

About Isio

A progressive advisory firm, partnering with clients of all sizes to deliver expertise in pensions, employee benefits and wealth advisory services.

Working with pension trustees, employers, individuals, families and their offices, we are supported by talented colleagues across 10 UK offices. With a Big 4 heritage we combine a strong focus on quality with a fresh perspective challenging traditional thinking.

Our culture shapes our work; we foster a supportive environment where we develop our people to grow and fulfil their potential. We invest in our services, products and technology, and provide clear, expert solutions for our clients. This brings clarity, confidence, and better outcomes for everyone.

At Isio, we are committed to fostering an inclusive, equitable and diverse workplace, in which our colleagues feel they belong, regardless of background or difference. We uphold the values of respect, fairness, and inclusion in our actions and decisions. We believe that by adhering to these principles, we will create a stronger, more innovative, and supportive environment for all, as well as ensuring that the advice and support we provide to our clients is more creative, more insightful and leaves a lasting impact.

We can offer a hybrid, flexible approach to work, supporting a work-life balance that works for you. Isio Group is an equal opportunities employer, and we welcome applications from all suitably qualified candidates.

If you think you may require a reasonable adjustment to be made for any reason at any stage of your recruitment process, please ask us hrrecruitment@ISIO.com