To lead on the consultation process to relocate the hospital, producing project plans, detailed negotiations with unions and staff.

To support the Global HR Director (‘GHRD’) in delivering a comprehensive HR service to the Group by providing high quality, commercially-focused expert HR advice and guidance; assisting with strategic HR management activities and projects, and managing the day-to-day operational activities of the Group HR Team based in the Isle of Man, Channel Islands, Malta and Hong Kong, to ensure consistency and fairness of HR practice in people management dealings across the Group. The Senior Manager – HR Business Partnering plays a vital role in supporting the business in managing human resources and employee relations activities, ensuring employment legislation is adhered to (in the locations of responsibility). Directly manage, coach and develop a team of HR Business Partners to deliver the people management related agenda at local level to ensure effective HR operational support to Line Managers, in accordance with Group HR Strategy. In addition, the jobholder will contribute to various HR-related change management projects, effectively managing local communications

 Responsibility for HR across nine geographic locations and over 650 members of staff, 8 companies either merged or acquired in previous 2 years. Preparation for IPO work for the acquisition of the group by a private equity house. Created and embedded a People Strategy to align behaviours and attitudes, training and development and recruitment with the wider business strategy. Achieved Top 100 companies to work for on two occasions Developed good working relationships with directors and managers from all areas across the business, helping and supporting when required. Deliver an effective HR, Training, Payroll, Administration and Facilities (team of 15) service to the organisation. Budget responsibility of 1.75m, saved 18% through cost control from previous financial year Introduced employee engagement programme aimed at improving engagement and customer satisfaction which has resulted in turnover reducing from 15% to 8% in 2 years and recruitment costs by 52%. This programme encompassed all areas: - recruitment, on-boarding of new employees, Company culture, communication and organisational design. Currently running with 87% of staff having more than two years service ensuring that key skills are retained within the business. Developed a recruitment strategy to meet growth of business +200 in three years, based on recruiting, developing and retaining our own talent. Supporting new talent with robust programmes of apprentice, trainee, coaching and development programmes across all business areas. Currently 82% of our management team is a result of internal promotions and talent development.

 Led the HR service for the Eastern Deanery provide specialist advice and support on the recruitment, terms and conditions of employment and employment law, as relevant to junior medical and dental staff in the East of England Provide effective management of the SHA’s HR service ensuring high standards of performance and development of its various functions to develop the SHA as an effective employer of choice Led on the change process to deliver HR and Organisational Development strategies for the SHA including a major transformation and amalgamation of three health authorities into one. Support the Head of Strategic HR and Deputy Director of Workforce and Development in addressing strategic workforce issues across three health authorities

 Provided pro-active advice and guidance to managers on the application of employment legislation, personnel policies and procedures. Reduced sickness absence by 37% through the introduction of a sickness management procedure and flexible working policy Led the implementation of staff and procedures for the Contact Centre, against a tight opening schedule Designed, developed and introduced a set of cultural Values & Behaviours for the organisation resulting in an increase in staff satisfaction in three consecutive staff surveys. Implemented an integrated HR & Payroll system saving 1.5 whole time equivalent and reducing payroll errors by 5.6% Designed programmes for the organisation on Change Management, Project Management, Balance Scorecard and Management Skills Successfully defended the Council at Employment Tribunal on a race discrimination claim

 Recruited all medical staff to hospital with individual responsibility for the recruitment of consultants. Increased underrepresented groups by 21% by developing a proactive strategy to recruit female surgeons Ensured through close working with other HR functions that a consistent approach to HR was maintained throughout all levels of the trust. Maintained relationships with other hospitals and took a lead role in development workshops. Negotiated with Staff Council and Unions on policy and specific employment issues. Acted as ‘investigator’ in discipline cases involving all levels of medical staff.