- Supporting Departmental Managers on several change programmes across the Council in designing and implementing new structures to enhance business practices, streamline processes and to achieve Council-wide financial savings, whilst ensuring compliance with legislation and internal policies & procedures.- Empathise with and support staff by meeting individually to explain the Organisational Change & Redundancy Policy and processes, the nature of the proposed business cases supporting the change programmes, liaising with Unions and working with both internal teams and external providers to arrange interview skills workshops and providing on-to-one redeployment coaching.- Effectively advising and coaching managers with respect to day-to-day operations and employee relations issues, including attendance issues, sickness, capability issues and the council wide Voluntary Redundancy Scheme.

- An interim regional HR role assisting the Head of HR Operations with a key organisational growth project – The Field Team of the Future Project, whereby the company’s re-organisation proposals involved managing prospective redundancy consultations and redeployment opportunities, and the recruitment of additional Field Managers to effectively manage increased courier numbers and delivery volumes in the peak period in the run up to Christmas. The project also involved engaging staff in the introduction of new rotas and encouraging staff conversion to new contracts to facilitate this change with the overall project aim being to enable a fully functional, efficient seven day delivery operation in support of business needs and industry growth for the future.- Also worked with the regionally based HR Team with regards to the management of daily HR issues, including absence management, changes to contract, maternity, grievance and disciplinary meetings and undertaking Field Team Exit Interviews.

- Responsible for the creation of an in-house human resources function, including developing processes and procedures to encompass all operational employee lifecycle aspects and activities, the management of employee relations issues and the provision of a strategic overview in line with the company’s commercial objectives and long term business plans.- Responsible for advising the Board of Directors and senior management team with regards to change management, staff engagement and communications strategies, employee relations matters, identifying and minimising organisational risk, legislative changes and best practice.- Successfully working in conjunction with Departmental Heads to effectively resource posts through efficient and cost effective recruitment strategies, in addition to the development of job descriptions, person specifications and personal objectives for all staff.- Currently supporting the Chairman and Chief Finance Officer in developing a company and individual performance related pay strategy and responsibility for the company’s benefits administration and renewal.- Effective development of a HR network of suppliers in relation to building strong relationships with benefits providers, recruitment agencies, training specialists, occupational health and employee assistance scheme providers.

- Provided strong first-line employee relations advice and support to senior management and their staff based at Head Office, including undertaking restructuring proposals, group and individual consultation meetings and the providing policy update training.

- Coaching and supporting managers with regard to employee relations, change management, talent management and general HR issues in accordance with policies and procedures, best practice and legislation, regularly providing advice by telephone or by visiting the various office sites.- Establishing rapport and strong working relationships in order to effectively build trust and constructively advise and train managers in relation to conducting monthly one-to-one supervision meetings with their staff, addressing and managing general performance and capability issues, including sourcing appropriate support mechanisms where required e.g. counselling, dyslexia assessments, courses and specialist learning assistance. - Effective management of disciplinary and grievance cases, assisting and supporting managers during investigation and hearing meetings ensuring that they are conducted in a fair and consistent manner, preparing notes, formulating recommendations and reports, and progressing these through to a satisfactory outcome decision and case conclusion.- Conducting restructuring and redundancy consultation meetings, preparing the necessary communications and documentation, also manage sickness absence issues & deal with sabbatical & career break requests.- Working with managers in the recruitment of Project Workers, Specialist Practitioners, Team Leaders and administrative roles, including the preparation of advertisements, short listing, liaising with applicants, organising interviews and preparing employment offers.

Primary responsibility for managing and supporting staff through the redundancy consultation process, which has included a complex set of redundancy matters, co-ordination of the outplacement programme and the closure of the office site.

Interim role focusing on the following:- Change management, restructuring and provision of a Shared Service of a key department in partnership with another Council.- Consultation with staff with respect to a change to terms and conditions; specifically a change to pay bandings.- Management of complex employee relations cases.

- Supported the HR Manager in the harmonisation of terms and conditions of five separate Schools within the College; specific involvement in the negotiation of benefits and responsibility for departmental consultation meetings, issuing new contracts to staff and persuasion skills achieved a 100% acceptance of new terms from the staff within my departmental areas of responsibility.- Successfully managed the restructuring of five separate School Registry departments which resulted in a greatly enhanced service delivery to students and staff and reduced costs.- Provided operational and strategic advice to the Dean of Faculty, Directors and senior managers to support the delivery of the HR Strategy in alignment with the College Business and Growth Strategy, including recruitment and support in the implementation of a new Faculty Structure and the introduction of a new School.- Managed complex employee relations casework and advised and developed Line Management capability to proactively undertake and deal with attendance, disciplinary and grievance issues, restructuring & talent management.- Revised HR policies, procedures and management guidance notes in line with changing legislation & best practice and delivered training initiatives to aid and support managers.- Accurately compiled and processed information for the monthly submission to the Payroll Department, including new starter & leavers' information, variations to contract & benefits information; also prepared annual salary review and performance information for presentation to the Chief Executive, Deans and Directors of the College.- Undertook various project work, reviewed processes and developed the team for the efficient delivery of the HR function.