Guiding strategic HR. Supporting all individuals with the cornerstones of People and wellbeing.

• Providing support to Senior Leaders, Line Managers, Supervisors, Team Leaders and all colleagues on all people related issues, including but not limited to proactive management of all HR policy and processes.• Dealing with day to day HR queries at all levels by phone, email and in person.• Design and delivery of the Groups Learning and Development pathways for Graduates, Leaders and SLT. • Developed and rolled out a full softskills program for the Group. • Lead the recruitment function across the Group all aspects of the recruitment lifecycle, including training courses for leaders. • Managing the new starter process, including the creation of Contracts and Offer Letters and the return of all relevant paperwork, and onboarding. • Monitoring and supporting the induction of new starters and advise Line Managers on probationary period processes• Responsible for induction and ad hoc training to build awareness of Company and Group policy • Advising and supporting on various disciplinary and grievance issues to successful resolution in all capacities. investigator, scribe, lead and or appeals • Ensuring all employee details are kept accurate and up to date both on file and on our HR Systems and ensure payroll related changes are processed accurately and on time• Work on various projects and upgrades as necessary.

Just updating as we have achieved #58 in the times best companies list.Having become established at one of the UK's leading building societies, responsibility for head office in-house recruitment to support and guide our local and national operations, aiding the customer / candidate experience with the recruitment of Head Office. Specifically - Technical Team; Specialist Governance whilst support branch network; and Skipton Direct. Supporting areas such as IT; Risk; Compliance; Audit; and Senior Hires. This is an exciting; dynamic and forward thinking society to work for that really tries to live our values and behaviors.The role is to drive self sourcing quality candidates into the business whilst creating an outstanding candidate journey that builds future leaders for the long term benefits of both the individuals and the mutual. This is currently being achieved through work with colleagues and stakeholders around the business and subsiduries; building great relationships with our recruitment partners and suppliers whilst introducing new technology and ways of working that match the society aims.Skipton Building Society is a mutual organisation, which means we are owned by our members and believe in placing them at the heart of everything we do. We are run by a board of directors who are responsible for deciding our strategy. They act as trustees, safeguarding Skipton’s assets so that we can continue to offer our members peace of mind, combined with outstanding products and a standard of personal service which is second-to-none.Any potential applicant is a potential or current customer and we must therefore treat them with exactly the same professionalism, courtesy, delivery promise as any member would expect.This permanent role is one that I am cherishing and aim to deliver upon with drive; energy, skill and a smile.Should anyone wish to consider joining me within Skipton you are welcome to visit www.skipton.co.uk/careers

HR Manager engaged initially on a 3 month contract with the remit to drive the start to end recruitment process of 80 staff across 17 centres throughout the UK. This was achieved through various sourcing methods to ensure a low cost no cost solution. The contract was extended twice to assist the company on various HR change management areas, which include:• Redundancy ( 3 separate rounds of redundancy & assisting managers with the 1-2-1 meetings)• Disciplinary (Providing line manager guidance & support with investigations through all stages including dismissal)• Performance (Attended performance management training that allowed me to advise regional & centre managers on performance issue, both career mapping & managing under performance).• Grievances (Undertaking first stage fact finding interviews and providing reports to senior HR Business Partner)• Training (Wrote and delivered a company wide training course to 10 centres on a new HR software package)• Induction (As part of the HR Team we would induct new starters into the company)• Project (Designed and rolled out a new competency framework in line with company objectives & values)• Project (Conducted job evaluation of all front line roles and rewrote and rolled out new job descriptions; person specifications; adverts and interview)• Employment Law (Providing Information; advise and guidance to manager at all levels)• Recruitment (Re engineered the recruitment process to ensure right person; right time; right role and right cost)• Apprentices – (Recruited in new apprentices across the business and worked with local providers) • Payroll (This was outsourced, however i was responsible for advising managers on interim role payment changes)• Careers advice & coaching (Through the redundancy process i have provided 1-2-1 careers advise to individuals at risk. Additionally, feedback for internal candidates who have been in successful in their applications and providing a development plan.

Responsible the delivery of an additional 150 Cavity Wall & Loft installation individuals by November 2011 and within budget.Working through the full the end to end recruitment cycle for the Energy Service teams across the UK.Manpower planning for all sitesRecruitment MI weekly / monthlyAdvertising design and delivery on a national scale via web and traditional methodsKey stakeholder engagement Supplier management

The role at Turning Point is to recruit within the Social Care sector; Learning Disability; Mental Health; Substance Misuse; Employment Services; Connected Care and all head office functions across the UK. Advising the business Directors; Regional Managers and budget holders on the all aspects of recruitment. Specifically campaign management, TUPE Transfer recruitment; Learning Disability Sector and with building casual banks to reduce reliance on agency usage. Responsible for recruitment SLA’s of lowering the overall cost per hire, whilst introducing significant quality improvements and reducing the time to hire. Own the full recruitment life cycle from operational requirement to candidate offer and develop manager’s capability to effectively recruit high quality staff.

The role within Barclays Group was predominantly working within the Retail Banking Network in one of the UKs Regional Hotspots (Manchester). Advising on recruitment and resourcing initiatives enabling the Area Directors to run effective businesses whilst also controlling central manpower planning costs. Advising line manager on recruitment process and procedures in line with Barclays policy, whilst also offering support with attendance management and home visits, return to work plans.Delivering a business focused recruitment solutionDesign & Deliver a robust attraction strategyAttend & Participate in assessment events for Managers across the regionBuild talent pipelines to strengthen the employer of choice brandEstablish academies, and timely succession planning.Deploy appropriate resourcing channels limiting unnecessary spendEnsure the region is compliant and our rigorous controls & governance is of a satisfactory and high standardsTeamworkBuild Effective relationship with Area Directors and Branch ManagersSpeak at monthly Area Branch Manager meetings on Recruitment and advise on changes in Processes and LegislationWork with internal and external partner such as Advertising Agency, PSL – Recruitment Agencies, Media suppers and colleagues across the whole companyShare best practice locally & nationally on champion projects (currently attraction)Coaching & developing Branch Manager understanding and capability of the recruitment processes and aid the Training department on Resourcing for success coursesResourcing Work with Area Directors and the Branch Management team with People engagement.Ensure the SAP HR data is correct and all moves/changes are logged efficiently and correctly via the Organisational Management team .Produce robust rolling 12 months manpower planning for the national team monthly.Produce weekly / Monthly MI for the regional and National teamsProduce sickness data to the areas & work on retention strategies

This role covers 4 key areas of Recruitment, Manpower Planning, Sourcing, Assessing and Retention. Design & implement a robust recruitment strategy in line with business & growth plans. To manage the recruitment team (8) and the function. Detail workable attrition strategies utilising all methods available for all sites. (4)  Assist in the attrition plan and ensure recruitment reflects retention. Design assessment centres relevant to our business functions and with Best Practice. Ensure an efficient and legal offer process is established with a smooth transition into the company. Create a recruitment succession plan. Produce effective Management Information for the recruitment Function. Work with operations to ensure a manpower planning strategy for the four sites. Build effective relationships with all levels including internal and external companies. Build effective relationships with our current suppliers. Ensure the growth of the department is in line with the company growth plans. Develop & coach recruitment officers, undertake quarterly 121’s and produce development/objectives to enhance their growth. Assist HR / Training and other functions when requested.  Own the Recruitment Project for the opening the Middleton new site and be part of the transition team for the Belfast site.  Undertake resource planning & reassess for redeployment. Own the internal recruitment process for ASM, SM and other middle management positions.