Every organisation has moments that need more than a policy document and good intentions - a tricky grievance, an absence case that's dragging on, a TUPE transfer that needs doing properly, not just quickly. That's the caseload you'll own.

We're looking for an Employee Relations Advisor to work alongside our Employee Relations Manager, managing a caseload of ER matters - disciplinary, grievance, absence, performance, conduct - through to a fair, consistent, and legally sound resolution. You'll work closely with our Area People & Culture Managers, giving them the advice and support they need to handle cases confidently and correctly on the ground.

This isn't a back-office policy role. You'll support investigations and hearings, provide guidance across every stage of a case, and - in the ER Manager's absence - act as first point of contact for the team, triaging new queries and flagging what needs escalating.

What the role actually looks like

Day to day, you'll be managing your own caseload, tracking each case against agreed SLAs and keeping things moving so nothing sits waiting for a decision that should have been made last week. You'll support Area People & Culture Managers with pragmatic, risk-aware advice - from policy familiarisation through to investigation support, hearing preparation, outcome letters, and appeals - and you'll manage maternity, paternity, parental leave, and flexible working requests through to conclusion.

When cases get more complex - TUPE transfers, restructures, higher-risk casework - you'll support the ER Manager directly: gathering evidence, sitting in meetings, drafting documentation, and keeping a clean, defensible paper trail throughout.

Beyond the caseload, you'll help build the things that mean fewer cases land on your desk in the first place - contributing to manager training on investigations, absence management, and disciplinary process, and helping keep our ER policies sharp, current, and genuinely usable by the managers who rely on them. You'll also keep an eye on the bigger picture: spotting patterns across cases - by team, location, or issue type - and feeding that insight back to help shape what we do next.

What you'll bring

· Solid grounding in UK employment law (EU knowledge is a bonus)

· At least 2 years in a related ER or HR role - hotel experience is a plus, not a requirement

· The confidence to advise and, where needed, push back on managers at any level

· Sharp organisational skills and a steady head for juggling a varied, deadline-driven caseload

· Comfort with Word, Excel, PowerPoint, and HR systems

· CIPD qualification desirable, not essential - what matters most is sound judgement and a fair, consistent approach

Benefits

• Discounted hotel stays and food & beverage across Valor Hospitality properties, for you and your friends/family

• Wellbeing support, including access to an Employee Assistance Programme

• Ongoing training and development, with clear routes into supervisory and management roles

• Recognition through long-service and performance awards

• Pension scheme and workplace perks in line with Valor Hospitality's standard offering

Ready to Join Us?

We're an equal opportunities employer, and we welcome applications from all suitably qualified candidates, regardless of race, sex, disability, religion or belief, sexual orientation or age. At Valor Hospitality, we actively welcome applications from candidates of all diverse backgrounds.

Every application is carefully reviewed against the relevant skills and experience for the role, and we'll be in touch if you're a good match and have been selected for interview.

If you need any support at any stage of the recruitment process, or reasonable adjustments to help you do your best, please email our team at belonging@valoreurope.com.

Please note that employment is subject to proof of eligibility to work in the UK