Work with clinical teams and service providers in most critical pathways to determine current workforce needs and the skills required to deliver these. Assist operational/service/clinical managers in building their baseline workforce data, helping to form a clear understanding of vacancies and potential areas of growth or decline. Work with clinical teams to consider how to fulfil these needs, either through recruitment, development of existing skills, coming up with new ways of working or new roles. Work with HR, Finance and Planning teams across the Trust, the system and Health Education England to commission what is needed to deal with immediate workforce pressures, distinguishing between those things that can be fixed at Trust/local level and those that would benefit from a system-wide approach. Lead the development, production and analysis of regular workforce information and reports and provide meaningful trends and analysis available for the Integrated Care System Board, to support the management and effective deployment of the workforce and the development of robust workforce plans. Proactively identify risks and issues, displaying a high degree of creative problem solving to mitigate.

Work with clinical teams and service providers in most critical pathways to determine current workforce needs and the skills required to deliver these. Assist operational/service/clinical managers in building their baseline workforce data, helping to form a clear understanding of vacancies and potential areas of growth or decline. Work with clinical teams to consider how to fulfil these needs, either through recruitment, development of existing skills, coming up with new ways of working or new roles. Work with HR, Finance and Planning teams across the Trust, the system and Health Education England to commission what is needed to deal with immediate workforce pressures, distinguishing between those things that can be fixed at Trust/local level and those that would benefit from a system-wide approach. Lead the development, production and analysis of regular workforce information and reports and provide meaningful trends and analysis available for the Integrated Care System Board, to support the management and effective deployment of the workforce and the development of robust workforce plans. Proactively identify risks and issues, displaying a high degree of creative problem solving to mitigate.

Works closely with senior management to provide business focussed HR solutions to support the provision of high quality, productive and innovative services across the CSU and allocated CCGs. This includes active and regular participation and contribution to organisation wide and external meetings including a range of customer and stakeholder groups.Provides an effective and professional HR service to management and staff in allocated CCGs. Provides advice to managers on a range of HR areas including employee terms and conditions, organisational change and development, and complex employment issues to provide an efficient and effective HR service.

A key member of the senior HR and OD team supporting them to lead and deliver against the HR and OD work plan for the Trust by working at a corporate level across the organisation and with external stakeholders.Delivering a varied portfolio of work, operating flexibly both internally and externally. Supporting the Deputy Director of HR and OD to oversee other programmes of work in support of the wider HR and OD work plan.Acting on behalf of the senior HR and OD team, providing a comprehensive and confidential support function in achieving aims and objectives, which includes signposting and directing to specific services both internally and externally.The governance lead for the HR and OD directorate, required to create and maintain project plans, draft reports, update information and communicate (verbally and in writing) effectively and to a high standard, up to Executive level.

Responsible for leading on Trust-wide projects in key areas such as Staff Survey, Equality and Diversity, Workforce Development, HR Systems Development and Lead Bespoke Training in Divisions. Deputise for Divisional HR Managers at meetings and devise plans within specific directorates to ensure delivery on workforce KPIs. Act as HR expert/mentor to junior members of the HR team. Provide a proactive and professional service to specific directorates including advice on complex Employee Relations and Organisational Change, implementing good people management practices and coaching managers on how to handle issues relating to all Employee Relations matters. Completed inaugural HPMA ASPIRE HR Business Partner course.

HR Lead and support to a Service Director on a large-scale change management project. Provide a range of comprehensive HR advice and HR service to managers and staff on complex HR issues. Support Head of Employee Relations and HR Managers including reporting at Performance Contract Meetings and Project Management Meetings.

Provided comprehensive and pragmatic operational HR support to Senior Management/Managers within the Capita Symonds (Real Estate and Management) in line with Company procedures and legal requirements. Proactively partnered Senior Management/Managers in providing pragmatic and commercially focussed solutions on people issues that met business objectives. Responsible for 800 employees. Provided Consultancy/Advisory service to managers. Mobile and Remote.

Partnered with IT to provide assistance on completing annual Internship project, and assisted the wider HR team by championing and training the HR System (Topaz) in a period of transition.

Working within the Sole Contributor/Team Leader band, I partnered with numerous business units, including Finance, Sales, Marketing and Customer Operations leadership teams and contributed to their leadership. Involvement in project work on confidential departmental projects and initiatives. Involvement in discrete departmental initiatives as part of the HR plan aimed at achieving best practice and enhancing departmental or organisational effectiveness. Responsibilities included: actively working to enhance individual and departments through HR interventions, working within broader organisational change and restructuring process, provided advice and support to managers and staff in order to maximise the effectiveness of the change and mitigate adverse employee relations. Accountable for the management of grievance and disciplinary hearings including those within a unionised environment, conducting redundancy consultations, proactively managing absence cases, provision of management statistics and information (metrics) and actively work to enhance individual and departmental performance through a variety of initiatives.

Managed HR operations for UK, Scotland and Ireland; as a standalone role, had sole operational responsibility for 120 employees and managed an HR Administrator.