● Providing a risk assessment to key stakeholders on high risk and litigation cases that is clear, concise and easy to understand, including options and recommendations.● Advise and support with informal and formal grievance issues, performance management and flexible working cases as well as contractual issues. ● Support, provide advice and ensure consistency in both misconduct and gross misconduct disciplinary matters up to and including dismissals and appeals. ● Consult managers and liaise closely with Occupational Health on attendance management, identifying when reasonable adjustments may support an employee to return to work and/or maintain satisfactory attendance.● Support managers to implement their revised organisational structure, providing guidance and direction through consultation periods and redundancies.● Coach managers in off the record discussions and draft Settlement Agreements as appropriate.● Compose correspondence in respect of all employee relations issues and ensure case notes are documented effectively and case summaries are in chronological order.● Design and deliver training sessions to managers and aspiring managers on key employee relations matters.● Review and develop policies and procedures in line with changes to employment legislation, MLC requirements or as per policy review schedule, creating supporting documentation for guidance.● Engage with internal and external stakeholders and recognised Unions on HR policies.● Analyse trends to proactively manage and improve employee relations issues.● Mentoring and coaching of more junior HR members.● Sharing knowledge, experience and best practice with both HR and wider business colleagues.

Secondment to a HR policy focused role acquired due to my knowledge and experience of creating and updating policies and procedures. Overall responsibility was to identify, create and implement outstanding policies and practices along with updating existing and outdated policies, ensuring all policies were clear, concise and reflected current employment legislation, and followed the ACAS Code of Practice, where applicable.● Project managed the creation and roll out of circa 50 new and revised HR practices and policies.● Engaged and influenced key stakeholders up to and including the CEO during policy sign off meetings.● Successfully resolved challenge to adoption of policies.● Liaised with cross functional departments to analyse impact and negotiate a viable policy and practices.● Implemented or revised practices to support the objective of the policies.● Supported with the revision of the HR pages within the Company Intranet creating manager and employee guides and user friendly forms and checklists.

Overall responsibility was to provide professional and business focused advice and support to managers and employees on employee relations matters, policies, procedures and employment legislation. The role also entailed covering a wide range of recruitment and selection matters including benchmarking, authorisation and challenging the operational need for the recruitment versus more cost effective alternatives.

Responsibilities included generating all contractual documentation, processing joiners and leavers, conducting exit interviews and completing the administration of overtime payments and additional allowances, ensuring the correct authorisation was received and coding them as appropriate. This role necessitated a high level of liaison with Senior Managers providing them with advice and guidance throughout the recruitment and selection process and supporting them as necessary with writing advertisements, interviewing and testing. Advice was also provided to employees in relation to maternity / paternity entitlements and payroll

Promoted twice during my time at Dorset Fire & Rescue Service. My initial role was to provide support to the HR department and to process payroll and sickness documentation, moving to a more operational role providing advice to managers and staff on all HR issues, payroll, Occupational Health referrals, recruitment and selection, contractual documentation and supervision of two HR Assistants. The final position held was to assist with the development and revision of HR policies including researching, benchmarking, reviewing existing and developing new policies and responding to colleagues following the consultation process. I also undertook HR project work, such as Criminal Record Bureau checks and Job Evaluation for all support staff.