HR Manager - 6 month fixed term contract

Isio • Glasgow, IL

4d • Hybrid

About The Position

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 operational services that support Isio’s People strategy and colleagues from entry level to Partner. The role works across Actuarial and Consultancy, Investment, Wealth, Private Office, Pensions Administration, Employee Benefits and Central Functions, partnering with HR Business Partners and business leaders on complex specialist issues, employee relations, employment law, policy and process, and end-to-end M&A people activity.

The HR Manager provides expert HR advice, leads complex or high-risk employee relations matters, manages settlement agreement negotiations, and reviews and governs HR policies, processes and employment terms. The role also analyses people data, maintains accurate HR records and HRIS data, supports wellbeing and absence activity, and contributes to operational priorities, risk insight and strategic initiatives. It builds relationships across business units, coaches managers and more junior colleagues, coordinates employee lifecycle processes, supports payroll and reward activities, leads HR projects and manages data subject access requests.

The role leads the HR people workstream for mergers, acquisitions, divestitures and strategic partnerships. This includes due diligence, people risk assessment, consultation, TUPE activity and integration planning, in collaboration with business sponsors and functions including Risk, Finance, IT and Corporate teams.

This is a six-month fixed-term contract, starting as soon as possible, based in Glasgow with a hybrid working arrangement. Isio describes itself as a fast-growing professional services business and highlights career development, training, diverse work, and an inclusive, supportive culture. It offers a hybrid, flexible approach to work and is an equal opportunities employer.

Requirements

• CIPD qualified, or equivalent relevant professional experience.
• Extensive employee relations experience and strong knowledge of UK employment law and TUPE regulations.
• Demonstrable experience negotiating and drafting settlement agreements and managing complex or high-risk cases through to resolution.
• Experience managing data subject access requests or similarly sensitive information requests, including sound judgement concerning confidentiality, redaction, record-keeping and statutory deadlines.
• Excellent communication skills and ability to translate complex HR information into clear, focused and commercially relevant advice.
• A flexible and credible stakeholder approach, with confidence advising, coaching and constructively challenging at all levels.
• 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, balancing legal, commercial and employee considerations.
• Strong data analysis and reporting skills, including deriving insight and making evidence-based recommendations.
• Proficiency in HR information systems, with a focus on data accuracy and process effectiveness.

Nice To Haves

• Professional services or partnership-based experience is highly desirable.
• Experience of HR due diligence, people risk assessment and transaction-related change is desirable.

Responsibilities

• Collaborate across Employment, Policy and HR Services and the wider HR function to shape priorities, deliver the People strategy and drive continuous improvement.
• Provide expert employment law and HR advice to HR Business Partners, leaders and managers, leading complex or high-risk matters and supporting fair, consistent and commercially sound outcomes.
• Manage employee relations cases from initial assessment through resolution, coaching managers, coordinating stakeholders and preparing clear, accurate and legally compliant documentation.
• Lead settlement agreement matters, including negotiation strategy, negotiations, agreement of terms with stakeholders, and preparation of final draft agreements and correspondence for approval and execution.
• Review, design, implement and govern HR policies, processes and terms and conditions.
• Analyse people data and trends and turn findings into recommendations for business decisions, risk management, service improvements and policy development.
• Maintain accurate employment records and HRIS data for operational delivery, reporting, governance and decision-making.
• Support the Head of HR Services with operational priorities and strategic initiatives, including management information, risk insight and business recommendations.
• Manage complex employee relations cases and risks, and escalate material business risks.
• Manage occupational health referrals, workplace assessments, welfare support and related interventions, coordinating providers and stakeholders.
• Use casework and wellbeing insight to inform preventative interventions and wider People priorities.
• Build trusted relationships with Partners, leaders, client-facing colleagues and the wider HR team, providing constructive advice and challenge.
• Understand each Business Unit’s operating model, commercial drivers and strategic priorities to provide relevant HR support.
• Champion inclusion and belonging, working with the Head of Inclusion and Belonging to embed inclusive practices.
• Manage more junior colleagues and provide coaching and career development.
• Coordinate joiner, mover and leaver processes with Recruitment, HR Business Partners, Payroll and IT.
• Review offer letters and employment contracts before issue, working with Recruitment to ensure accuracy, consistency and compliance.
• Partner with Reward and HR Business Partners on annual performance, salary and bonus review processes.
• Work with Payroll on monthly payroll requirements, sickness data and timely completion of changes.
• Identify capability needs arising from casework, policy or process changes and liaise with Learning and Development on 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 and conduct clear, constructive and timely conversations.
• Manage data subject access requests in partnership with IT, Legal and relevant stakeholders, coordinating data searches and review, applying redactions and exemptions, maintaining an audit trail, and preparing responses for approval and issue within statutory timescales.
• Manage the people workstream for mergers, acquisitions, divestitures and strategic partnerships with the Head of HR Services and relevant business sponsors.
• Plan and deliver HR due diligence, people risk assessment, consultation and TUPE activity in line with transaction objectives and legal and regulatory requirements.
• Coordinate integration planning and delivery, including cultural considerations, employee communications, and review and harmonisation of policies, contracts, benefits and working practices.
• Collaborate with Risk, Finance, IT and Corporate teams so people, culture and employee experience are considered throughout the transaction lifecycle.

Benefits

• Career development through an evolving client base, diverse and meaningful work, and nationwide opportunities.
• Training and development to expand skills and explore career paths across diverse markets.
• Hybrid, flexible approach to work supporting work-life balance.
• The employer says it offers benefits, with further details available on its careers website; specific benefits are not listed in the posting.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed