The Role

This role provides practical, hands‑on people support across the employee lifecycle, ensuring HR policies, processes, and people practices are delivered consistently, compliantly, and with a strong employee experience. The role partners closely with managers and employees, offering first‑line advice on UK employment matters while supporting broader people initiatives.

Key Responsibilities

Employee Relations & People Support

• Act as the first point of contact for employee and manager HR queries
• Provide advice and guidance on:
• • Performance management
  • Absence management
  • Disciplinary and grievance matters
  • Capability and conduct issues
• Support formal HR processes, including investigations, hearings, and outcomes, ensuring legal and procedural compliance
• Maintain accurate and confidential employee records

HR Operations & Compliance

• Ensure HR policies, processes, and employment practices comply with UK employment law and internal standards
• Support contract management, including issuing contracts, variations, and letters
• Assist with redundancy, TUPE, and organisational change processes as required
• Monitor probation reviews, right‑to‑work checks, and statutory requirements
• Payroll and benefits management

Recruitment & Onboarding

• Support end‑to‑end recruitment activity, including:
• • Job adverts
  • Interview scheduling
  • Offer letters and pre‑employment checks
• Deliver a consistent and engaging onboarding experience for new starters

What You Bring

• Proven experience in a generalist HR role within the UK
• Sound working knowledge of UK employment law and HR best practices
• Experience handling employee relations cases end‑to‑end
• Strong organisational and time management skills
• Ability to manage sensitive information with discretion and professionalism
• Confident communicator able to build trusted relationships at all levels
• CIPD Level 5 (Associate) desirable or working towards

Desirable

• Experience working in a fast‑paced or scaling organisation
• Exposure to organisational change, restructures, or redundancies
• Experience using HRIS and people data to inform decision‑makingPlease note that Evotix is unable to offer visa sponsorship. You must have the legal right to work in the country where the role is based at the time of application.

Interview Process

We aim to keep our interview process transparent, fair, and respectful of your time. While steps may vary slightly by role, you can typically expect:

• Initial chat: A conversation with a member of our Talent team to learn more about your background, motivations, and answer any initial questions.
• Predictive Index (PI) assessment: A behavioural and cognitive assessment designed to better understand your working style and how you approach problem-solving.
• Hiring Manager interview: A role-focused discussion exploring your experience, skills, and how you approach real-world scenarios relevant to the role.
• Final interview: A conversation with key stakeholders to dive deeper into collaboration, alignment, and mutual fit.
• Offer: If successful, we’ll move quickly to share an offer and next steps.

We’re happy to make reasonable adjustments at any stage of the process — just let us know what you need.

Ready to Make a Difference?
If you’re a bold, results-driven leader who thrives on challenges, loves scaling success, and is passionate about making a difference—we want to hear from you!

Thank you for your interest. Please note, we are not seeking support from external recruitment agencies at this time. Direct applications from candidates are warmly welcomed.