Development of customer-facing digital products and services working within an agile environment I work with backend, design, content and UX teams to produce solutions that meet customer needs. Writing clean, reusable, well-engineered code in line with development standards, I work with attention to accessibility and strive to review and, as appropriate, update code and tech stack with new technology and tools.Skills:HTML CSS/SASSJavaScript/TypescriptSvelte/Astro/ReactTailwindWCAG Accessibility standards Responsive web designWorking with Umbraco/Contentful

Initially, I worked full-time with Refuweegee supporting the current team as a volunteer. I continue to provide support to the charity as required.My focus during my two months full-time was to create a full suite of people documentation including volunteer and employee handbooks, contracts of employment, etc, and to compile the proposal for the move to an outsourced payroll provider.

Completion of the 16-week intense course with CodeClan in Glasgow. The course was designed with industry experts to develop relevant skills in software development. The course includes a Professional Development Award in Software Development once completed. Languages taught include Ruby, JavaScript and Java.The course ensures we learn a number of tools for optimising our development activity including:TDD Object-oriented programming SOILD principles RESTful workflows Agile development Pair/Mob programming NodeReactMongoDBSQLSinatra

Responsible for the full employee life cycle including reward, employee relations, payroll and systems; I was responsible for developing the relatively new HR function to a new level of maturity.•Implemented a pay and grading framework using extensive bench marking analysis in my first 6 months in post.•Modernised the use of HR data to provide HR reporting and MI processes to provide insights to the business on people issues.•Managing the HRIS implementation project due for implementation in 2018 to move from manual to computerised HR and payroll processes.•Responsible for all HR policies from inception and development to implementation.•Completed the full gender pay gap reporting, analysis and narrative for the executive board, employees and for publication.•Responsible for the governance of employee data under GDPR including planning and implementation of processes and policies under the new legislation.•Completed three departmental restructures involving change management, redundancy, selection and redeployment.•Business partnering responsibility for operational HR issues to the executive and MD.•Currently developing a full suite of employee benefits for implementation throughout 2018.•Reviewed and implemented improved processes for annual salary review and bonus in 2017 using only Microsoft Excel based data resulting in 100% accuracy in both.•Operational HR responsibility for addressing compliance and audit actions and reviews through process improvement and project activity.

As part of People Operations I managed the operational delivery of the People Technology Team and was responsible for ensuring the integrity and effectiveness the people systems and technical infrastructure.• Manage the team providing support directly and indirectly to employees, managers and the People Function across multiple service towers, regions and time zones. • Manage the relationships within the IT support model to ensure requests to IS or 3rd party services are prioritised.• Ensure People Operations maintains data integrity and best practice both for Management Information and work structures. • Proactively evolve and improve the quality of service, design and user experience of the self-service offering.• Manage technology and data risks including internal/external audits.• Manage process control measures to ensure compliance identifies risk mitigation opportunities, and that requests for data are appropriately reviewed and approved. • Performance management including team and individual objectives, day to day support, motivation and coaching, development and succession plans in line with the People Function development framework. • Develop and maintain appropriate technical/operational standards and quality assurance processes for monitoring team output and ensuring delivery of tasks to a high standard. • Key point of contact for stakeholders for system enhancements and developments; sign-off responsibilities for all change requests. • Build and maintain stakeholder relationships at all levels in the organisation, ensuring change has a positive impact on the business. • Work closely with senior colleagues in the People Function and IT to promote and maintain the successful operation of the department. • Responsible for ensuring all UAT is completed on time and to required standard with all required documentation updated to defined standards.

Appointed to support the HR Shared Service pilot in line with the Scottish Government Shared Service strategy; I managed the HR function through the Business Partnering model with responsibility for the HR partners, generalist and transactional teams. The shared service was created as joint venture between the National Library of Scotland and the National Galleries of Scotland.• Develop and implement the HR departmental plan in line with corporate strategy. Ensure HR team and individual objectives are aligned in support of the plan.• Management of the HR teams focused on the development of the teams and individuals in line with the shared service strategy.• Manage the HR contracts (e.g. occupational health; EAP) in line Scottish Government frameworks including the procurement of services. • Manage HR performance to meet statutory and internal governance requirements, SLA’s, efficiency and best value, in line with each organisation’s corporate commitments.• Deliver up to date, professional and accurate HR advice at all levels, in line with the law and best practice.• Effectively manage the HR budgets of both organisations, in accordance with financial guidelines and policy.• Manage the alignment of HR policies, processes and activities between NLS and NGS. • Provide specialist advice on the HR implications of the shared service initiatives across both organisations including TUPE regulations and contractual implications.• Lead major projects including Pay & Grading review and pensions reform.• Develop the implementation strategy of the shared HR shared service model for NGS and NLS, delivering a program of change projects.• Develop the SLA and service specification for HR to establish and maintain a pro-active service for both internal and external customers.• Deputise for the Head of Organisational Development & HR.

Operating as part of the HR Leadership team and managing the HR Business Services (shared service) Team responsible for 4 HR Advisors and 4 HR Assistants.• Accountable for all HR-related processes and procedures in line with defined HR policy and all relevant employment legislation.• Accountable for the compliance and audit of HR data.• MI reporting and monitoring of HR service provision.• Continuous process improvement devising and implementing alternative methods of engaging with our customers and raising awareness of policies, procedures and initiatives.• Monitoring HR systems for proposal and implementation of improvements.• Maintain HR Intranet site.• Liaise with corporate communications on the production and release of employee communications.• Manage the relationship with external vendors and service providers to ensure financial efficiency and quality.• Liaise with external bodies and sit on relevant committees to share and implement best practice.• Management HR complaints and incidents including appropriate changes to working practises.• Manage and participate in HR projects and organisational initiatives.• Contributing to long term strategy, objective and goal setting.Escalation Team Manager (additional duties since May 2013)• Managing the central HR team providing a shared service for the 9 disparate HR Teams following the formulation of the single national Police force.• Developing new centralised processes.• Sitting on a number of working groups focussed on the design and creation of a single HR Shared Service for the SPA and Police Scotland including HR Technology and change management.

HR Manager in Business Support Centre (BSC) Shared Service Centre. The OneHR department consists of Payroll, Recruitment, Learning and Development, Reward Administration, Transactional and Employee Service Desk teams. • Management of 12 HR Specialists and Team Members covering the Reward Administration, and Transactional teams providing front line HR contact centre service to all of BAA.• Provide advice and guidance on HR issues both directly to the business and through training of advisors and team members.• Ensure adherence and training is carried out on changes to HR legislation and related policies are updated and communicated to the business.• Data analysis, MI reporting and forecasting and exec communications.• Manage stakeholder relationships to develop understanding of the business, provide resource forecasting and ensure first class service provision.• Provide project management and work-stream lead support to departmental projects such as salary review, TUPE and process improvements.• OneHR headcount budget management.• Application of LEAN and Six Sigma management tools to departmental processes.• Management of departmental continuous process improvement strategy and change management.

Providing support to the Head of HR and project team through a TUPE in project.• Supporting the TUPE activity for the transfer of over 1400 employees from Securitas to G4S. • Managing project activity of 15 UK wide consultants • Resolving business issues and coordinating UK one to one consultation activity, managing the central phone and email helpdesk function.• Carrying out one to one consultations with employees prior and post transfer.• Supporting the HRBP and Programme manager on TUPE project work and HR related business issues• Production of and reporting of project MI.

Providing advice, guidance and support for a varied client base of SME’s. Duties included:• Managing the phone and e-mail advice service for generalist HR queries.• Compiling and updating employment documentation such as compromise agreements, contracts and handbooks.• Writing articles for the monthly HR client newsletter.

Providing support to the HR Services department through continuous process improvement, project management, change management, audits, provision of communications and reporting. Key achievements include project management of HR e-filing solution and the development and implementation of the departmental dashboard.

Team management of the front line HR service through training and development of staff, providing guidance and support, managing supplier relationships, allocation of resources and reporting of operational statistics and recruitment and selection. Key achievements include design of process documentation and library of resources, project management of the integration HR shared service to a single site.

General personnel administration - first point of contact for managers and employees for personnel issues, employee lifecycle administration and recruitment and selection administration. Key achievements include redesigning the contractual administration process to provide departmental cost savings.

General administration including dealing with void products and advanced query resolution. Also responsible for collating MI for daily resource and KPI reporting and FSA breach reporting.