What Are the Main Types of HR Advisors?

There’s no specific route to become an HR Advisor. HR (Human Resources) Advisors link companies or organisations and employees by guiding employee relations, HR policies and employment law compliance. Due to the cultural context, type of organisation, industry and size of business, HR Advisors come in different forms.

• Generalist HR Advisor: Someone responsible for various HR activities in several areas, such as recruitment and resourcing, employee relations, performance and reward, and HR policy development. This position tends to be in industries where the HR work is administrative and focused on day-to-day activity.
• Employee Relations (ER) Advisor: An ER Advisor will manage employee relations issues such as handling grievances, disciplinary matters, workplace conflict and union relations (where applicable) to ensure that all employee matters are managed per employment law and company policies.
• Recruitment Advisor: These HR professionals primarily focus on the hiring process and work with hiring managers to create job descriptions, post job ads, screen candidates, and conduct interviews. The role of the recruitment advisor also includes strategies around talent acquisition to attract quality candidates.
• Learning and Development (L D) Advisor: L D Advisors assess employees’ learning and development needs. They prepare training programs, organise workshops, and ensure the staff have the required skills to perform their roles. L D Advisors assist employees in building their careers, enabling the organisation to achieve its objectives.
• Compensation and Benefits Advisor: This HR Advisor is the expert who focuses on compensation strategies and bonus and benefit programmes for employees. This advisor is involved in salary benchmarking, creating benefits packages and ensuring the company’s compensation strategy is competitive and fair.
• Compliance and Policy Advisor: Compliance-oriented HR Advisors make sure the organisation fulfils all obligations per employment law, health and safety standards, and HR policies. They help businesses avoid legal troubles by updating HR documentation and ensuring employees receive equitable treatment.

What Does an HR Advisor Do?

HR Advisors work with the workforce to keep them happy and motivated and to ensure their activities align with the organisation’s goals. Their tasks vary depending on the size of the organisation and the specific focus of the human resources department, but here are the primary roles of an HR Advisor:

• Give HR Advice to Employees and Managers: The HR Advisor advises employees and managers about issues that may arise, such as performance management, recruitment, employee relations, workplace policies, legal issues around employment matters and so on.
• Support Recruitment and Onboarding: HR Advisors will be responsible for some recruitment activities, such as creating job descriptions and advertisements, interviewing candidates, and helping new employees fit into the teams and the business through onboarding.
• Engage in Employee Relations: Managing employee relations is central to the HR Advisor’s job. This function includes dealing with conflict, disciplinary procedures, handling employee grievances, and mediating when needed.
• Keeping HR Records: HR Advisors ensure that all employee data, contracts, and records are updated and compliant with GDPR (General Data Protection Regulation). They also keep track of attendance (leave) and performance reviews and administer benefits.
• Develop and implement HR policies: HR Advisors work with senior management to develop and enforce company policies on absenteeism, diversity and inclusion, workplace behaviour and employee benefits.
• Ensure Legal Compliance: To ensure the company follows the law, HR Advisors ensure that the business follows the law, such as by implementing equality and diversity rules, health and safety legislation, and data protection laws. They keep the business compliant by providing up-to-date advisory services and ensuring company policies adhere to legal standards.
• Manage Learning and Development Initiatives: HR Advisors may also be focused on employees’ development by analysing where skills and competency gaps may exist, coordinating development programmes, and ensuring employees have the skills they need to perform well.

Average HR Advisor Salary

The salary of an HR Advisor in the UK depends on experience, sector, and location. Still, HR Advisors tend to receive competitive wages, especially in big companies or those operating in industries such as finance technology or healthcare:

• Beginner HR Advisor: A Beginner HR Advisor can expect to earn between £25,000 and £30,000 per annum by the company and the location.
• HR Advisor with several years experience: £30,000-£40,000Salary: Senior HR Advisor: £40,000-£50,000More responsibility: HR Advisor with several years experience, with more responsibility, for example, with regards to employee relations, or more complex HR issues.
• Senior HR Advisor: HR Advisors who oversee HR operations or specialise in an HR function (compensation and benefits) can command £40,000-plus or £50,000-plus, especially in larger organisations or sectors such as finance or consulting.

HR Advisor Skills

You’ll need a blend of people, technical, and problem-solving skills to succeed. You need to be a good communicator and know employment law and HR best practices. Here’s your HR Advisor job skills checklist:

• Communication Skills: Strong verbal and written communication skills are essential for HR Advisors as they must communicate HR policies, mediate disputes and provide clear advice to managers and employees. They also need to be approachable and handle difficult situations with tact.
• Interpersonal skills: A crucial part of being an HR Advisor is being naturally empathetic and having strong interpersonal skills. Building a relationship with employees and line managers is vital, understanding their concerns, and working with them to resolve issues is vital.
• Problem-Solving Skills: You’d be surprised at the complex problems an HR Advisor might have to work through to help with an employee issue. She has to think outside the box, analyse problems, and develop practical, fair solutions that work well for employees and the organisation.
• Knowledge of employment law: A good understanding of UK employment law is required as an HR advisor, including knowledge of employees’ rights, health and safety legislation and equal opportunities. Keeping up to date is also essential.
• Organisational skills: The HR Advisor must carry out various tasks simultaneously, including responding to multiple deadlines and employee requests and maintaining employee records and contracts.
• Ability to Resolve Conflicts: There are times when a dispute arises between an employee and the employer. An HR Advisor must develop the right skills to resolve conflicts and grievances. Conflict resolution skills involve listening actively to both parties and mediation and negotiation to resolve the dispute before it escalates.

HR Advisor Tips

As an HR Advisor hoping to embark on a rewarding career, here is some practical advice to help you succeed.

• Get some HR experience: if you haven’t before, it’s essential to gain HR experience by working in HR assistant or administrator positions at different organisations. This is important as it will bring you up to speed in the various areas of the function (e.g., recruitment, employee relations, compliance) and provide you with a broad understanding of HR before you move into an advisory role.
• Earn HR certifications: if you are starting in the field or have experience but no certifications, earning an HR certification gives you an extra sense of qualification and makes you more marketable. One of the most well-known HR certifications is the CIPD (Chartered Institute of Personnel and Development) qualification, the Level 5 Diploma in HR Management.
• Deepen your employment law knowledge: Attend workshops, read industry journals and take legal training courses to stay abreast of employment law and HR developments. This will help you keep your advice accurate and ensure your organisation complies with the latest regulations.
• Maintain Good Relationships: Develop close relationships with employees and managers to know what type of HR support other stakeholders need.
• Specialize if Needed: If more experience is required, consider specialising in recruitment, employee relations or learning and development.

HR Advisor Requirements

An HR Advisor usually needs education, experience, and professional qualifications. There’s no specific educational route to becoming an HR Advisor, but having a relevant degree or a qualification in HR will put you at an advantage. What are the typical requirements for becoming an HR Advisor?

• Relevant Degree: Whilst optional, a degree in Human Resources, Business Administration, Psychology or a related field is beneficial to many HR Advisors as it helps to underpin their knowledge of HR management.
• CIPD qualification: Many employers value candidates with a CIPD qualification. The Level 5 Diploma in Human Resource Management is a commonly held qualification that covers all the main areas of HR, including employee relations, talent management, and HR legislation.
• Work Experience in HR: A typical requirement for entry into an HR advisory position is 1-3 years of experience in an HR role, such as an HR assistant or HR administrator. This experience will help you develop the skills you need to advise on HR matters.
• Knowledge of Employment Law: One of the role’s key responsibilities is being up-to-speed with all the latest HR best practices in these areas. Experience: Any experience assisting an HR business partner or line manager with employee relations, recruitment and compliance matters will be an advantage.

How to Become an HR Advisor

Here’s a step-by-step guide to becoming an HR Advisor in the UK:

• Get a Degree or Qualification in HR: Get a degree in Human Resources, Business, or a related field, or get a CIPD qualification, such as the Level 3 Certificate in Human Resource Practice, and start your HR career.
• Get some experience in an entry-level HR role: Start with entry-level HR positions such as HR Assistant or HR Administrator so that you can gain experience in recruitment, employee relations and HR administration.
• Get professionally certified: As you gain experience, consider getting a CIPD Level 5 Diploma in HR Management or other qualifications. These are respected qualifications that will help you advance your HR career.
• Apply for HR Advisor Roles: Once you have reached the relevant level of experience and completed your HR qualifications, you can apply for HR Advisor roles. Customise your CV to emphasise your HR experience, employment law knowledge, and ability to handle employee relations and other HR tasks.
• Keep abreast of employment law and HR trends: HR is an ever-evolving field, with regular updates in employment law and HR trends. Try to attend workshops, webinars, and conferences, and be well-versed in recent developments and changes in legislation to provide appropriate and relevant advice.
• Network network network: It’s the primary way to develop your career in the HR world. So make sure you join a professional body (in the UK, this will be the Chartered Institute of Personnel and Development [CIPD]), attend events and remain in contact with other HR people.

Frequently Asked Questions

Why Should You Become an HR Advisor?

A career as an HR Advisor is gratifying if you enjoy working with people, solving problems and helping businesses manage their people effectively. This job lets you have a tangible impact on company culture, employee satisfaction and the bottom line. HR Advisors are in high demand across many industries, making it a very stable career with plenty of growth opportunities.

Is Being an HR Advisor a Good Career Choice for You?

If you are a compassionate, organised and employment law-minded person with an all-consuming interest in employee wellbeing, you could be cut out for a career as an HR Advisor. With this role, you will need to be a good communicator, work well with confidential information, and be able to mediate and resolve conflict. It is perfect for those who enjoy a fast-paced environment where no two days are the same.

HR Advisor Salaries

The median salary of an HR Advisor in the United Kingdom is £25,000 to £40,000, depending on experience and qualifications and the geographical and sectoral context in which the role is undertaken. This salary can rise to £40,000 £50,000 or more, especially in large companies or highly competitive sectors such as finance, technology or legal services.

Which Qualifications Can Help with a Career as an HR Advisor?

A recognised qualification such as the CIPD Level 5 Diploma in HR Management can be the difference between ‘entry-level’ and ‘management’. A degree in human resources, business administration, or a related subject is an excellent way to gain a sound HR background.

Do I Need Experience to Get Started as an HR Advisor?

In most cases, you will need experience working as an HR Advisor, and the best way to gain that experience is by working in a more junior HR role, for example, as an HR Assistant or HR Administrator. This will usually be a requirement for applying for these jobs as part of the selection requirements.

HR Advisor Career Outlook

The demand for HR professionals is constant in the UK across sectors as the employment market grows and companies are pushed to prioritise HR. HR Advisors have a good career outlook and the chance to develop specialisations in recruitment, employee relations, compensation, and benefits.

HR Advisor Hierarchy and Progressing Within the Role

As an HR Advisor, you can move into more senior positions such as Senior HR Advisor, HR Business Partner, HR Manager, etc, and have more responsibility for strategic people work. Over time, with more experience and further qualifications, you could then move to HR Director or Chief HR Officer roles leading an organisation’s HR (people) function.

HR Advisor Exit Options and Opportunities

From here, HR Advisors may move on to other HR roles, such as Learning and Development, Talent Acquisition, or Employee Engagement. Some will move to management roles, such as Operations Management, or specialise in areas such as employment law or employee relations consultancy.