About the Role
To provide professional, proactive and commercially focused HR advice and support to managers and employees throughout the employment lifecycle, with a particular focus on employee relations, employee wellbeing, absence management and complex people cases.
You will provide first-line HR advice across Glasgow Prestwick Airport Ltd (GPAL), supporting managers to deal with people matters fairly, consistently, confidently and in accordance with Company policy, employment legislation and best practice.
This is a highly varied, busy and pressurised HR role within a 24/7 operational airport environment, where priorities can change quickly and no two days are the same. The successful candidate will need to be comfortable managing a demanding caseload, dealing with sensitive and sometimes complex employee issues, responding quickly to operational requirements and balancing multiple competing priorities without compromising the quality of HR advice or the employee experience.
About Us
Glasgow Prestwick Airport directly employs around 500 people and supports over 4,000 jobs across Scotland’s aerospace cluster. Located at the heart of Scotland’s aviation and aerospace industry, we deliver a wide range of in-house aviation services, providing vital connections to the rest of the world.
What We’re Looking For
The role requires an individual who is resilient, organised, pragmatic and solutions-focused, with the confidence to challenge constructively and provide sound professional advice in sometimes difficult circumstances.
Essential
-
Proven experience working in a generalist HR Advisor or equivalent HR role.
- Significant practical experience of Employee Relations case management.
- Experience advising managers on employment policies and procedures.
- Good working knowledge of UK employment legislation and HR best practice.
- Experience preparing accurate and professional HR documentation.
- Experience dealing confidently with sensitive and confidential employee matters.
- Excellent proficiency in Microsoft Office, particularly Word, Excel, Outlook and PowerPoint.
Desirable
-
CIPD qualification or working towards a relevant CIPD qualification.
- Experience working in a complex, operational or 24/7 environment.
- Experience working with Trade Unions.
- Experience working with occupational health providers.
Key Responsibilities
Employee Relations
Act as a key point of contact for managers on a broad range of Employee Relations matters, providing professional, practical and timely advice.
-
Coach and support managers to confidently manage ER matters themselves, ensuring consistency and fairness.
- Provide advice on the interpretation and application of Company policies, procedures and employment legislation.
- Prepare high-quality HR correspondence, including investigation documentation, meeting notes, outcome letters, warnings, capability documentation and other ER correspondence.
- Attend and support formal and informal employee meetings, investigations and hearings as required.
- Ensure ER cases are progressed promptly and effectively, maintaining appropriate records and case documentation.
Occupational Health & Wellbeing:
-
A significant element of the role will involve supporting the wellbeing of GPAL's workforce and managing cases where health, attendance and employment intersect.
- Take ownership of the absence and wellbeing caseload, ensuring cases are proactively managed and progressed.
- Arrange and conduct welfare meetings and maintain appropriate contact with employees during periods of absence.
- Provide sensitive and appropriate HR support to employees experiencing personal, physical or mental health difficulties.
- Advise managers on appropriate support, reasonable adjustments, phased returns and other workplace adjustments.
- Identify when occupational health referral is appropriate and prepare high-quality referrals that provide sufficient background and relevant questions.
- Manage occupational health recommendations through to implementation and review.
Employee Engagement & Development:
-
Support managers and employees with performance development reviews, performance management and development planning.
- Support the design, coordination and delivery of HR and employee development initiatives.
- Assist with the development and delivery of HR-related training.
- Support managers with the development and review of job descriptions.
- Contribute to employee engagement initiatives and communications.
Compensation & Benefits
-
Promote GPAL employee benefits and support initiatives designed to improve employee understanding and uptake.
- Assist HRBP with supplier and service contract renewals and related processes.
- Ensure appropriate HR input is provided to payroll-related queries and issues.
Policy and Procedure Development and Management
-
Support the development, review and implementation of HR policies and procedures.
- Ensure policies reflect current employment legislation, regulatory requirements and best practice.
- Identify where policies or procedures require review following changes in legislation, case law, operational requirements or emerging people issues.
- Support consultation and communication of new and revised policies.
Equal Opportunities
We are proud to be a Disability Confident employer and are committed to applying equal opportunities at all stages of our recruitment and selection process. Reasonable adjustments will be made to our recruitment process to ensure that no applicant is disadvantaged.
For more information on this role please view the role profile attached
Closing date for applications 4th September 2026
Please visit our company website for more information
