Play a lead role in supporting the HROD team to offer an HROD service that is recognised as being empowering, innovative and value for money, known for delivery, efficiency and instrumental in the achievement of University objectives. Work in partnership with customers and other stakeholders to understand their current and future business challenges, goals and people requirements. Deliver effective, innovative and pragmatic solutions to these requirements. Lead role on complex casework, organisational change programmes, Wellbeing strategy, HROD policy, job evaluation, lead projects to enable colleagues to deliver their role in projects to deliver the People and Culture Strategy Action Plan. Deputise for Head of HR and Head of L&OD when required.

Provide HR partnering service to YSJ. The role became HROD consultant in July 2021. Play a lead role in supporting the HROD team to deliver an HR business partnering role to the organisation across the full range of HR activities.

Provided professional HR advice and guidance to senior managers and colleagues providing a full generalist HR service.Delivered proactive HR support for supporting employees on all aspects of HR and operational services in accordance with strategy, policies and procedures, legislation and best practice.Responsible for the implementation and review of HR policies and procedures in line with legal requirements, good practice and organisational needs. Supported hiring managers and Directors on all recruitment matters. Proactively influence, support, develop and coach managers in their approach and consideration of employee relations issues, ensuring that they understand the impact of these on the individual and the organisation. Supported management on formal cases (sickness, disciplinary, capability and grievance and complex case work). Created, developed and led training and workshops to support managers and coordinators and contribute to the programme of training for staff. Talent Management and succession planning and performance management. Development of wellbeing and engagement strategy. Re-tendered occupational health contract. Led on change management and employee relations.Provided HR Support to York Minster School as part of this role prior to closure (July 2020).Oversight of Volunteering Programme at York Minster

Support the delivery of change programmes through structured consultation processes to ensure smooth delivery in line with organisational policy and proceduresProvide advice and guidance to managers and staff on policies and procedures and good practice in handling individual staff issues, including informal and formal grievance and disciplinary matters, attendance management, flexible working requests and any other ad hoc mattersSupporting managers to address attendance management issues advising on return to work meetings and formal stages of the attendance management procedure as well as advising on the involvement of OH and supporting with reasonable adjustments and any other wellbeing issues.Support learning and development needs of managers and staff and provide solutions in close liaison with the Learning and Development team.Research, develop and recommend changes to HR procedures and policies as appropriate. Provide support with HR-related training and briefing sessions.

HR strategy - supported SMEs and business of all sizes with the appropriate HR strategy to support and grow business, including skills audits, workforce planning, succession planning employee engagement strategies. Support to align HR strategy with Business Strategy and Business PlansGeneralist/Operational day to day HR: Recruitment, Contracts, Key employment Policies, Staff Handbooks, Disciplinary and Grievance Issues, Absence and Performance Management.Change Management - supported with restructuring and change managementUpskilling of Managers - developing managers so they had the appropriate skills to deal with people management issues, provision of appropriate training solutions and interventions tailored to business

Development of HR policies and HR strategy for the setting up of a new commercial, private sector digital technology company providing digital services to DWP. Worked with a variety of IT specialists (technical architects, infrastructure engineers, software and testing engineers, agile delivery managers, business and database analysts) to collaboratively develop a new performance management policy, behavioural framework (including all products and forms and training sessions). I developed on-line forms and supporting guidance, delivery of training and briefing sessions to the business. I also developed recruitment and retention strategy, reviewed employment contracts, developed health and well-being strategy, and induction/onboarding policy, developed other policies including poor performance, discipline and grievance and developed toolkits for managers.The teams I worked with were co-located at different sites.

Delivered several modules of Level 5 CIPD course on behalf of Be Pro Development

Support Managers in HR transformation programmes and coaching of managers with organisational developmentTalent Management and development to support the business including succession planning for business critical roles.Recruitment and Selection to roles including training managers in competence based recruitment.Worked in partnership with Trade Union Side.Working with managers and Trade Unions to resolve issues in line with employment legislation and organisational policy.Restructuring and Redundancy Support for large restructuring projects, and TUPE transferProvide advice on policies and procedures to managers and staff and development of training in those procedures.2009-2011, Project Lead for Equal Pay Claims, and experienced in dealing with a diverse range of employment tribunal claims.Equality and Diversity - equality schemes, equality assessments, diversity and equality action plans and equality monitoring, reasonable adjustment guidance to staff. Provided advice to transactional teams to ensure appropriate compliance with Equality Act 2010 legislation.Pay and Reward: Writing and development of pay remits and pay modelling.Advice, guidance and support to operational transactional team and impact on HR processes.Employee Engagement: Running of focus groups to build on employee engagement issues identified.

Project lead for implementation and delivery of CSL web-based staff handbookDiversity and Equality leadDevelopment and implementation of HR policies and procedures including negotiation and consultation with Trade Unions and coaching of managersManaging recruitment campaigns from initial authorisation of vacancy to appointment including selection interviewingImplementation of e-recruitment module for resourcing and recruitmentDevelopment and implementation of job evaluation system

Responsible for leading a small team providing a customer focused personnel service covering resourcing, advisory work, complex casework management, (performance, grievance and disciplinary issues), and complex casework, payroll and management information

Provided a comprehensive personnel, development and training advisory service to 180 staff. This included employee resourcing, personnel services (including payroll), consultation and negotiations with staff and trade union representatives, supervisory development, absence management, grievance and disciplinary issues

Comprehensive eight month Personnel Graduate Training Scheme. Assisted in the consultation and closure if Glasgow Railfreight Distribution Terminal resulted in the redundancy and redeployment of forty give staff.

Recruitment - graduate and clerical recruitment, generalist HR admin.Organised recruitment and selection daysDelivered performance management and appraisal courses