HR Advisor

Purpose The HR Advisor, Americas supports the delivery of the people agenda for the local office, working closely with the Senior HR Manager and the Head of HR Americas. The role provides day‑to‑day advisory support to Partners, managers and employees on a broad range of complex HR matters for the Americas region, translating firm‑wide and country HR initiatives into effective local execution. Key Responsibilities Employee relations First point of contact for day‑to‑day HR queries from managers and employees. Advises managers on performance, conduct, attendance and capability issues in line with firm policies and local law. Supports investigations and case management for grievances, disciplinary matters and other employee‑relations issues. Escalates complex or high‑risk cases to the Senior HR Manager or Head of HR. HR policies and compliance Interprets and applies HR policies, procedures and guidelines, explaining them clearly to managers and employees. Supports the review and updating of HR policies to reflect legal requirements and best practice. Ensures compliance with employment legislation, internal controls and audit requirements. Maintains accurate and confidential employee records. Recruitment and onboarding Supports hiring managers and the Senior HR Manager with the business recruitment process, including drafting job descriptions, advertising roles, screening applications and coordinating interviews. Liaises with external recruitment agencies where required. Prepares offer letters in line with approved terms and internal guidelines. Co‑ordinates onboarding activities with the HR & Reward Assistant, including induction plans and new‑joiner documentation. Performance, development and talent Supports the annual performance review process, including communication, systems support and reporting. Guides managers on setting objectives, giving feedback and addressing underperformance. Works with Learning and Development to identify training needs from performance discussions and HR data. Supports talent and succession planning activities as required. Helps the Senior HR Manager interpret data, identify trends and prepare materials for leadership discussions and people reviews. Reward and HR operations Responds to employee queries regarding pay, bonus, benefits, leave and working time in line with established policies. Supports annual compensation review processes by preparing data, spreadsheets and reporting. Assists with HR reporting and analytics (e.g. headcount, turnover, absence) and provides insights to HR management. Works closely with the Shared Service Centre (LGS) and the HR & Reward Assistant to ensure smooth execution of HR processes (onboarding, transfers, leavers, data changes). Reviews and updates templates used by LGS to ensure alignment with regulatory requirements. Shares local feedback and trends with Centres of Excellence and the Shared Service Centre to support continuous improvement of HR services and tools. Change, culture and engagement Partners with local business teams to implement functional people plans according to the global people strategy. Serves as a key liaison between the office and HR Centres of Excellence (recruitment, learning, reward, talent & engagement) to ensure local needs are understood and addressed. Helps drive implementation of local people plans (engagement actions, development initiatives, communication activities) in line with the firm’s global strategy. Maintains a good understanding of key people metrics for the office and highlights emerging issues to the Senior HR Manager and the Head of HR. Tracks progress of agreed HR actions for the office, preparing updates and status reports for senior leadership. Coordinates logistics and follow‑up for local HR initiatives such as engagement sessions, development workshops or briefing events. Promotes the firm’s values, culture and inclusive behaviours through day‑to‑day interactions and local activities. Contributes to HR and change projects impacting the office (practice changes, system enhancements, process improvements), focusing on local coordination and communication. Captures lessons learned from local implementation and shares them with the wider HR team. Global mobility matters Supports global mobility initiatives and related HR processes. Qualifications & Experience Proven experience in a generalist HR role. Strong working knowledge of core HR processes (employee relations, recruitment, performance management, HR administration). Ability to interpret and apply employment policies and understand the basics of employment law within the relevant jurisdiction. Confidence in advising and coaching managers on people issues. Strong communication and interpersonal skills with the ability to build trust and influence. High attention to detail and strong organisational skills, with the ability to manage multiple priorities and deadlines. Proficiency with HR information systems (e.g. Workday) and Microsoft Office (or equivalent). Discreet and trustworthy, with a strong commitment to confidentiality and ethical practice. Calm and solutions‑focused, able to handle sensitive and sometimes challenging situations. Collaborative and team‑oriented, with a willingness to support colleagues and share knowledge. Proactive, with the confidence to make recommendations and follow through. Bachelor’s degree. Technical knowledge of HR issues. Compensation The base salary range for this role is $100,000 – $120,000. Actual compensation will depend on factors such as experience, qualifications, performance, degrees and location. The total package may include overtime pay, discretionary bonuses and other benefits. Equal Opportunity Employer We are an equal‑opportunity employer and do not discriminate on the basis of age, disability, gender, gender identity, race or ethnicity, marital status, religion, sex, sexual orientation or any other status protected by applicable law. Applicants with reasonable adjustments may request them during the selection process. #J-18808-Ljbffr Linklaters