HR Manager (People & Leader Advisory · 6-Month Fixed-Term Contract)
Job summary
Fixed-term / Temporary
London
Occasional remote
Salary: Not specified
Experience: > 3 years
Skills & expertise
HRIS software
Employment law
Communication skills
Performance management
Collaboration and teamwork
Questions and answers about the job
The position
Job description
- As HR Manager at Thomson Reuters, provide HR advisory and consultation support to defined business units across the UK and Ireland. Act as a trusted advisor and escalation point, supporting managers and employees with moderately complex to complex people matters, including employee relations, performance management, organisational change, cyclical HR processes, and manager enablement
- Partner closely with HR Business Partners, HR Operations, Centres of Expertise, Governance and Compliance, Legal, Reward, Payroll, Benefits, Talent, and other specialist teams to deliver consistent, timely, and high-quality HR solutions
- Act as a trusted advisor and Tier 2 HR escalation point for employees, managers, and leaders across a defined UK and Ireland client group
- Use HR case management technology as a core Tier 2 delivery channel, ensuring accurate documentation, timely case resolution, appropriate escalation, and consistent service delivery
- Monitor case trends, SLA performance, recurring issues, and manager and employee feedback to identify risks and opportunities for improvement
- Give practical HR advice and coaching to managers, employees, and HRBPs on everyday and complex matters, performance concerns, documentation, and people decisions
- Assess facts, identify risks, and recommend practical solutions that balance business needs, employee experience, compliance, and company values, leading with empathy in every interaction
- Support assigned business units, countries, or segments through core HR cycles such as performance management, and help with talent management, employee surveys, bonus cycles, and pay reviews as needed
- Work with HRBPs and business leaders to identify workforce themes, risks, and trends, and prepare reports and analysis to support workforce planning
- Manage employee relations activity. Conduct or support investigations and grievance management that are fair, confidential, and compliant, and advise managers on disciplinary action, conflict resolution, and performance improvement
- Keep accurate case records in EthicsPoint and the Global ER Tracker, and escalate recurring themes or risks when needed
- Guide managers on performance, talent, and compensation processes in partnership with Compensation and other specialist teams. Ensure these processes are completed on time and applied fairly and consistently
- Support reorganisations, reductions in force, and other workforce changes. Work with Legal, Payroll, Benefits, Talent Acquisition, and others to comply with local labour laws, collective bargaining agreements, union requirements, and works council obligations
- Contribute to HR projects and process improvements, such as M&A support, HR transformation, and adopting new technology
- Work collaboratively with team members in an HR pod model, share insights in calibration discussions, and help maintain the pod playbook
- Leverage data, analytics, AI-enabled tools, and automation to improve HR advisory effectiveness, streamline work, and enhance decision-making
Preferred experience
- Demonstrable experience providing advice and support to managers and employees on topics such as performance management and employee relations cases
- Excellent knowledge of UK and Ireland employment law, HR practices, and employee relations processes
- Familiarity with employee representative processes, collective consultation, or unionised environments is desirable where relevant
- Experience using HR case management systems, HR tools, reporting, dashboards, and data to support decision-making and service improvement
- Experience identifying process improvements, redesigning workflows, improving knowledge content, and supporting the adoption of technology, automation, or AI-enabled solutions
- Demonstrable HR generalist experience, ideally in a large, complex, or global organisation
- CIPD qualification or equivalent professional HR accreditation
- Experience providing HR advisory support or working within a regional HR, shared services, centre of expertise, or similar HR service delivery model
- Ability to balance business priorities, employee experience, risk, and compliance in decision-making
- Strong stakeholder management, communication, coaching, analytical, organisational, presentation, and business writing skills
- Experience supporting cyclical HR processes such as performance management, compensation, talent reviews, engagement, benefits, and workforce planning
- Experience handling moderately complex to complex employee matters, including investigations, grievances, disciplinary processes, performance concerns, absence management, terminations, and organisational change