Responsible for formulating HR Strategy and alining HR initiatives to achieve the organisations business objectives and realise its Vision 2020. Responsible for leading the HR team of 5 to deliver an effective service to 500+ employees within the Partnership, managing a professional, multidisciplines, multi site organisation. Experience includes:Lead on TUPE transfer consultation and communication process for 500 employees across 32 officesManaged the restructuring and integration processHarmonisation of benefits, terms and conditions where appropriateReview of reward , renumeration and variable payFocus on employee engagement via the introduction of the Employee Communications Forum, Focus Groups, Recognition Schemes, Employee Satisfaction Survey and CEO / HR TourAuto Enrolment preparation, Pension and IFA review to introduce total reward focus, with Pension Road shows and Retirement Seminars.Introduction of low cost, high impact benefits such as BUPA discount scheme, EAPs, and DenPlanLearning & Development strategy with Training Needs Analysis, preparation of budgets, liaison with appropriate Boards, developing Firm wide Training and Development Plan, and assessing return on investment.Introduction of a structured Management Development Programme, which includes 360 FeedbackCreated the CJ Career Path and promotion processIntroduction of key competencies, linked to the career path, promotion process, job descriptions, and Partner Marking process.Introduced one page business plans for each division to aid communication of objectivesImprovement of Performance Management process with revised Appraisal Forms, Process and training, with key performance indicators aligning individual performance to business objectivesCreation and presentation of monthly Management Board reportsAchieved and retained Investors in People status, to Bronze Level in 2013.

Human Resources Business Partner covering 500 employees in Technical Back Offices, and then promoted to HR Manager for a Business Unit of 18000, leading a team of 9 HR specialists. The team worked to a plan to support the restructuring of the business. Achievements included:Aligning Operational an Resourcing HR Team plan with new business strategyDemonstrating cost effectiveness of resourcing teamFacilitating Change Management Work Shops for senior management team, and creating a workbook with workshop for junior managementFacilitating management development and succession planningDeveloping a high performance culture with Performance Management Audits, staff satisfaction survey, skills gap analysis and comprehensive development plans.Aligning training lans wit product portfolioProducing accurate manpower reports and scorecard to reflect the business needsProject managed the merger of 3 ISP organisations into the business unitManaged the performance and development of 9 diverse professionals within the HR team.Moved onto HR Manager Global Markets in September 2000, as the HR representative for global bid teams for potential outsource bids, acquisitions and mergers. Activities included due diligence, compensation and benefits analysis, proposals for harmonisation of contracts and terms, estimates of employment costs, employment law, communication plans, employee engagement and HR project plan management.

Generalist role covering regional offices, responsible for all HR issues within business unit, including presenting new HR policies to senior management team, centralisation of the Environmental Engineers, closure of regional offices, and integration of a new acquisitions. Also responsible for the graduate development programme for Civil Engineers.