HR Generalist

This is a remote position.

Job Description – HR Generalist

About Us

We are a dynamic consultancy start-up committed to excellence and innovation. Our team is collaborative and motivated, with a "work hard, play hard" culture that celebrates achievements and supports both personal and professional growth. Our values—care, transparency, integrity, accountability, and professionalism—drive us to deliver outstanding results for our clients.

Job Overview

The HR Generalist will lead the day-to-day HR function and act as a strategic partner to leadership, ensuring employees and managers receive proactive, consistent, and compliant support across the full HR lifecycle. This is a small-team environment (currently two staff in HR, including this role), so the position combines hands-on delivery with strategic ownership.

The role covers employee relations, workforce planning, and governance, while also driving initiatives that strengthen engagement, learning, compliance, and continuous improvement of HR systems and processes. The successful candidate will hold the function steady during periods of growth and change, maintaining rigorous standards of professionalism, integrity, and alignment with company values.

The successful candidate will hold the function steady during periods of growth and change, maintaining rigorous standards of professionalism, integrity, and alignment with company values.

Key Responsibilities

Employee Relations

Manage formal ER processes, including disciplinaries, grievances, absence management, and conflict resolution.

Coach and support managers to handle issues consistently, fairly, and lawfully, identifying and escalating risks where necessary.

Policy & Governance

Review, update, and communicate HR policies to reflect changes in employment law and best practice.

Ensure policies are embedded in culture, understood by managers, and consistently applied.

Compliance & Risk Management

Maintain robust compliance processes, including right-to-work checks, GDPR, safeguarding requirements, and health and safety obligations.

Identify HR-related risks (legal, reputational, cultural) and escalate promptly to leadership or external advisors.

Workforce Planning & Organisational Development

Support leadership with workforce and succession planning, identifying risks, talent gaps, and future needs.

Provide recommendations to strengthen workforce resilience and scalability.

Support organisational change initiatives, including restructures, role design, and change communications.

Recruitment & Onboarding

Manage recruitment campaigns from job description drafting through to selection and onboarding.

Ensure a professional candidate experience and smooth integration for new hires.

Work closely with hiring managers to embed values and inclusive practices in hiring.

Learning & Development

Oversee compliance training cycles (GDPR, H&S, equality), tracking completions and ensuring audit readiness.

Support management capability development and identify skills gaps across the workforce.

Manage the L&D calendar and recommend learning interventions.

Employee Engagement & Culture

Deliver structured engagement activities, including surveys, recognition schemes, and reporting on outcomes.

Act as a steward of company values, embedding them into policies, communications, and practices.

Promote inclusivity, wellbeing, and a culture of continuous feedback.

Compensation & Benefits

Support compensation and benefits processes, including benchmarking, salary reviews, and benefits administration.

Ensure fairness, competitiveness, and alignment with company values.

HR Reporting & Insights

Analyse and present HR metrics (turnover, absence, ER cases, recruitment pipeline) to inform leadership decisions.

Develop dashboards and regular HR insight reports for leadership.

Use data to influence strategy and drive evidence-based decisions.

General HR Advisory & Continuous Improvement

Act as the first point of contact for HR queries, offering practical, compliant, and people-centred solutions.

Continuously review and improve HR processes, systems, and reporting to enhance efficiency, scalability, and employee experience.

Qualifications & Experience

Proven experience in an HR Generalist or HR Advisor role with strong ER exposure.

In-depth knowledge of UK employment law, HR compliance, and best practice.

Demonstrable experience in policy development, workforce planning, governance, and change management.

Experience managing compensation and benefits processes (e.g., salary reviews, benchmarking, benefits administration) desirable.

Strong interpersonal and communication skills, with the ability to influence and coach managers.

Excellent organisational skills, with the ability to balance operational tasks and strategic priorities.

High level of integrity, professionalism, and confidentiality.

Proficiency in HR systems and reporting tools; experience building HR metrics/dashboards preferred.

Person Specification – HR Generalist

Essential Criteria

Proven experience in an HR Generalist or HR Advisor role, with strong employee relations exposure.

In-depth knowledge of UK employment law, HR compliance, and best practice.

Demonstrable experience in policy development, workforce planning, governance, and change management.

Ability to balance hands-on operational HR with strategic leadership in a small-team environment.

Strong interpersonal and communication skills, with the ability to influence and coach managers at all levels.

High degree of integrity, professionalism, and confidentiality.

Proficiency in HR systems and reporting tools; ability to produce HR metrics and insights.

Strong organisational skills, with the ability to prioritise and manage multiple responsibilities in a fast-paced setting.

Desirable Criteria

Experience managing compensation and benefits processes (e.g., salary reviews, benchmarking, benefits administration).

Experience in a consultancy, professional services, or start-up environment.

Previous involvement in organisational change, restructures, or rapid growth scaling.

Experience with engagement surveys, culture initiatives, and wellbeing programmes.

Familiarity with HRIS optimisation and process automation.

CIPD qualification (Level 5 or above) or equivalent practical expertise.