People Advisor

Role overview

The People Team at Chelsea Football Club is hiring a proactive and adaptable People Advisor to work from Stamford Bridge in a permanent full-time position of 35 hours per week. The role sits within a busy, high-volume environment and supports the People Partnering team with a strong focus on employee relations, manager capability, and core people processes.

You will work closely with People Partners and serve as a day-to-day contact for managers, offering practical support and guidance while developing your own expertise. The position mainly supports commercial, revenue-driving functions and requires regular time on site to build relationships, understand challenges, and help improve how people matters are handled.

Application timing

The closing date is 3rd July. Applications are encouraged as early as possible because the role may be filled before the deadline if a large number of applications are received.

Employee relations support

In this role, you will help manage a wide range of employee relations matters and support formal casework from start to finish. This includes arranging meetings, issuing invitations, preparing paperwork, taking accurate notes, and ensuring proper follow-up and record keeping.

• Act as the initial contact for managers seeking advice on employee relations issues.
• Support formal ER processes such as investigations, disciplinary matters, grievances, probation reviews, flexible working requests, performance management, and performance improvement plans.
• Help manage short- and long-term sickness absence cases, AWOL situations, welfare meetings, and occupational health referrals.
• Work with the Wellbeing Lead and Safeguarding team on wellbeing-related cases.
• Support more complex ER matters alongside People Partners when needed.
• Maintain accurate case records and keep HR systems current.
• Spot patterns in ER activity and escalate useful insights where appropriate.
• Promote equality, diversity, and inclusion through fair and inclusive decision-making.

Manager capability and people development

You will also help strengthen manager confidence and capability by working with People Partners and the Learning and Development team to create and deliver relevant training, tools, and guidance.

• Coach managers so they feel more confident handling people issues.
• Provide practical advice on everyday people management.
• Develop templates, tools, and resources to improve manager support.
• Assist with Quarterly Team Review processes and support managers with performance ratings and constructive feedback.
• Work with People Partners, People Ops, and Payroll during pay review activity.
• Help shape people policies and procedures that align with legal requirements and good practice.

Support for People Partners

Part of the role is to provide effective operational and administrative support to People Partners and broader People team projects.

• Assist with role requisitions and recruitment activity where needed.
• Support resourcing processes and ensure new or replacement roles are benchmarked and approved correctly.
• Provide analysis and insights on key people data such as ER trends, absence, and turnover.
• Help targeted business functions improve by addressing people-related challenges.
• Support the delivery of engagement survey results and departmental objectives.
• Deliver high-quality administrative support for partnering priorities.
• Support exit interviews with People Partners and People Ops.
• Contribute to people projects that support Chelsea FC’s priorities, values, and culture.
• Represent the People team in cross-functional groups and bring people considerations into wider discussions.
• Stay informed on organisational changes, sector developments, and current people practice.
• Encourage consistent and fair application of policies across the business.

Performance expectations

• Build strong, trusted relationships with managers, employees, and colleagues in the People team.
• Handle ER cases in a timely, organised, and compliant way with clear documentation and minimal risk.
• Provide reliable, high-quality support across the full ER process.
• Help managers improve their confidence and consistency in applying people practices.
• Manage varied priorities accurately while adapting to business needs.

What we are looking for

The ideal candidate will have experience working in an HR or People environment at Advisor level, with a solid understanding of employee relations and employment law. Strong organisation, clear communication, and the ability to handle sensitive information with discretion are important, along with confidence managing multiple priorities.

CIPD qualification status is desirable, either already achieved or in progress. Experience in fast-moving commercial, retail, or hospitality environments would also be an advantage.

Personal qualities

• Willing to learn and grow in an ER-focused role.
• Flexible and responsive to changing business needs.
• Resilient in a fast-paced, high-volume setting.
• Practical, proactive, and focused on solutions.
• A collaborative team player.

Club expectations

• Demonstrate the club’s BLUE behaviours: Brave, Lead, Unity, and Edge.
• Follow club policies and procedures, including Health & Safety, Financial Authorisation, Confidentiality, and GDPR.
• Act as an ambassador for diversity, equality, and inclusion and treat others fairly in line with the club’s policy.
• Help maintain a safe environment for children, young people, and vulnerable adults, and escalate any safeguarding concerns appropriately.
• Report any misconduct or suspected misconduct to the HR Department.

Equality, diversity and inclusion

Chelsea FC is committed to creating an environment where colleagues and applicants can be themselves and contribute their perspectives and experiences. All applications are considered fairly regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy, or maternity. Reasonable adjustments can be requested during the recruitment process.

Safeguarding and screening

Successful applicants must complete a DBS check before starting. Depending on the role, additional child protection screening may also be required.

Other information

This job description may change over time as the club’s needs evolve. The role is not field-based, but regular workplace presence is expected to support strong working relationships and effective delivery.