Responsible for providing full HR generalist support to senior leaders and managers in Women's and Children's Directorate, as well as part of Corporate (1600 staff). Providing expert advice on all people related issues, supporting with fostering the organisation's culture in line with PRIDE values by promoting staff engagement and building for the future through workforce planning and managing organisational change. Key role in the current strategic plans of reducing spend and achieving sustainable operational capacity.Introduced Temp Staffing review meetings, analysing all area spend and enabling senior leaders to make decisions, reallocating 10% of that account's spent to a rechargeable account and added governance mechanisms to prevent overutilisation of agency.Designed and implemented a shadow executive themed staff engagement initiative, to enhance employee voice and participation.Led Medical sickness case management, bringing overall within KPI and Long terms down by 20%.Launched two cultural shift initiatives aimed at promoting Trust values and setting expectations in challenged areas, accompanied by training courses and department comms. Resolved complex recruitment queries and provided HR and EDI support to recruitment panels as a panel member, keeping pipeline time within KPIs.Responsible for monitoring department overall compliance, raising overalls by 15% and managed an action plan for a key patient safety course, pushing from 50% to 92% within two months to achieve requirements.

Accountable for the provision of a comprehensive and all inclusive ER service to the whole organisation (7000 staff). Worked in partnership with divisions, senior leaders and unions and line managed a team of four. Led change initiatives to redesign the service and provide a more efficient model, aimed at better value for money and quality outcomes that remained financially viable and realistic to implement. Responsible for coordinating the Trust's legal defence in Employment Tribunals and producing grounds of resistance and settlement agreements. Handled difficult negotiations and provided advice on payroll and settlement figures.Reduced average case duration by 55% across all areas.Closed three historic issues that had escalated to tribunal by utilising ACAS and settlements, cutting legal costs to £0.Rebuilt trust to service and built internal audit processes to handle complaints.Managed a gradual reduction of open/in progress formal cases across the team from over 40 to sub 10 monthly (excluding sickness).Authored four ER policies and introduced agreed outcomes into the Trust, with potential time savings of 90% in non gross misconduct cases.Proposed and implemented a new team structure, combining the existing four manager roles into two and splitting them into a manager and a consultant instead, saving a yearly £100000 and enabling choice of progression for team members that wanted to specialise in management or further ER knowledge.Achieved a 14% yearly team turnover, versus a historic over 100%.

Managed complex ER casework at all stages, including informal, formal, investigations, hearings and appeal hearings in the Women's and Children's Division (1800 staff). Provided detailed advice on Employment Law queries and coached management towards prompter outcomes that followed best practice. Reduced average case duration by 60% in own area.No cases progressed to employment tribunals in the division by focusing on informal management, expert negotiation and thoroughly written formal documentation, slashing relevant spend to £0.Led a sickness review project which reduced sickness rates by 20% over 6 months, engaging all area stakeholders and Business Partner colleagues.Managed the team's reporting and transitioned the team to a cloud based ER tracker.

Managed a comprehensive ER portfolio of the Estates and Facilities department (300 staff), by providing timely advice to all levels of stakeholders, conducting workplace investigations and producing hearing documentation. Employed HR metrics to tackle sickness rates and ensured that cases progressed in line with ACAS and Employment Law. Introduced a team wide semi automated ER Tracker based on an excel file linked to a database, achieving higher team efficiencies, enabling the production of team wide reports and releasing significant amounts of manager capacity.

Responsible for the HR Systems (iTrent, PDR, Recruitment) and managed up to date staff filing, payroll information, work patterns and annual leave queries. Ensured that requests were compliant to legal and company regulation and policy. Provided HR Analytics support to the wider University teams, updating databases and running reports.

Provided support to the HR Compliance Adviser and advised other departments and both existing and future workers with regards to UKVI compliance and visas and assisted the recruitment team with queries about sponsorships and visa routes.