Responsibilities included: Providing interim cover in the absence of the HR Business Partner which involved supporting Service Managers with all aspects of the employment life cycle. Presenting KPI information to managers at senior meetings; discussing current performance, variance from previous performance, potential opportunities and upcoming trends and potential threats to compromise future performance. I collated performance data and circulated it across the portfolios to raise awareness with a view to improving performance against the Trust’s targets and those set by the Care Quality Commission. I also supported the medical recruitment team in collating performance data to support the performance of clinical staff. I took a lead role in monitoring the wellbeing of the BAME and Pregnant staff during the pandemic and worked close with managers to ensure that risks were managed effectively and service delivery maintained whilst adhering to regulatory changes. I co-ordinated the recruitment activity for a newly developed Operational Delivery Network team to cover the North East and North Cumbria children’s services, forming collaborative partnerships with member organisations.

Responsibilities included: Managing the HR agenda and operating across all delivery arms within the business (Hospitality, Construction, Residential and back office). During my employment I took a lead role in 5 restructures, resulting in a number of staff being redeployed and utilising statutory trial periods and also managed a number of redundancies. I also dealt with a number of complex ER matters and a high volume of discipline and grievance cases; I took a lead role on a number of TUPE exercises both in and out of the business and supported managers at all levels of the organisation with all aspects of the employment life-cycle. I took a lead role in employee engagement, held regular meetings with engagement champions where actions and ideas were shared and the focus maintained, resulting in a positive impact on the staff and the engagement metrics. I also designed and delivered a number of management development sessions to up-skill managers and designed a be-spoke pay model to reduce organisational costs and minimise the impact to the organisation’s cash flow.

Responsibilities included: Managing the HR Department and staff, being responsible for high volume recruitment of agency workers, both UK and overseas, supporting Production Leaders and Foremen with day to day staffing issues, implementing and managing the time and attendance system, setting up reports, drafted a suite of mandatory company policies and documents, some in readiness for GDPR, involved in health and safety matters, implemented monthly drugs and alcohol testing, managing attendance, implemented department objectives and KPI's, overseeing the application of Framework Agreements, Agency Worker Regulations and Working Time Regulations, representing HR at meetings, supporting the Finance function, delivering tool box talks where required, attending Health and Safety Walkabouts on site, introduced new processes for efficiency and cost savings, liaison and knowledge sharing with partners within the group, maintaining effective working relationships with agencies, down-manning of staff as projects near completion.

Responsibilities included: Providing day to day support to managers on all employment law matters via telephone and on site visits within the region, some of which were CAT 1 sites, clients including Sabic and Ineos Nitriles. On site meetings with managers and employees to support with formal hearings, managing sickness absence, redundancy consultation meetings and management development. Supporting the recruitment team with on-boarding, submitting and managing occupational health referrals, coordinating drugs and alcohol testing, liaising with shared service provider for the production of documents and contracts. Reviewing and modifying documents in line with legislative changes. Liaison with Trade unions over pay negotiations. Working with NAEICI terms and conditions in a matrix organisation.

Responsibilities included: Primarily working in Adult Social Care but supporting other areas of the Council as required. Supporting managers with day to day employment matters to include, absence management and capability through to ill health retirement and release of pension benefits. Making Occupational Health referrals and counselling referrals. Dealing with Grievance matters, disciplinary matters and supporting investigations which highlighted an update of policy and processes in service user's homes in some cases. Involved in Job Evaluation and Working with Trade Unions across various sites in the region.

Responsibilities included: Managing the Personnel Unit and staff, responsible for HR strategy, budget, board reports, leading on absence management, change management, TUPE, discipline and grievance, HRIS, recruitment, policy and procedure, welfare services, job evaluation, employee engagement/satisfaction, equality and diversity, coaching (group and 1-1), multi site employee relations across a range of different terms and conditions (public and private sector), effective working relationships with Trade Unions.Notable achievements:Recognised by Housemark as being the top performer for showing the most improvement in absence management, shift from bottom quartile to top and sustained it for 2 years. In the last 2 years achieved a 45% reduction in the number of days lost and a cost reduction of 45k.Achieved cost savings in the region of 20k per year on agency staff new hire.

Responsibilities included: Supporting the delivery of the HR Strategy, grievance and discipline, drafting and presenting reports to the Board and senior managers, supporting and coaching senior managers and clients in employment matters, drafting agreements for a variety of workers to include volunteer agreements and contracts for services, contributing to the achievement of service standards in Direct Payments, business development and completion of PQQs and tenders, supporting the payroll function, co-ordinating mandatory and non-mandatory training, managing small scale TUPE transfers, managing the recruitment process end to end, Counter Signatory for CRBs, POVA and POCA, managing the induction process, policy development and updates, supporting IIP accreditation, lead on health & safety, network support and IT administration.

Responsibilities included: The development of a suite of HR Policies, coaching staff on the impact of the policies and legislation, design of an Induction Programme and Training Programme, lead on all health and safety matters, implemented a recruitment database and trained all recruitment staff, monitored large volumes of Work Permits in line with EU regulations, managed sickness absence, produced MI reports for manufacturing sites, conducted formal and informal meetings with manufacturing staff, recruited for the manufacturing industry, managed and issued PPE, drafted contracts and delivered inductions, supported the payroll function.

Responsibilities included: All aspects of staff management, to include performance management, absence management and coaching, ensuring all client requirements were met in terms of high volumes of new hires with the relevant skills, keeping an up to date recruitment database, designing suitable assessment techniques to client requirements, working with 3rd party organisations, attending recruitment fairs, monthly meetings with senior account managers.

Responsibilities included: All aspects of staff management to include performance management, absence management, staff scheduling, coaching, discipline and grievance, HR administration, delivering inductions and training programmes, supporting the payroll function, high volume recruitment, managing change, ensuring all targets were met, producing MI reports for clients, escalation contact for 32 clients, lead on VIP support, client visits - national and international.