Working in a collaborative team of HR ProfessionalsCreating HR plans for a variety of clients within a variety of sectorsAssessing client needs & priorities in terms of HR provision to align with development plansLeading and/or advising on Employee relations casework (disciplinary; grievance; absence management; settlement agreements)Project management (employee engagement project)Creating and implementing various human resources strategies; initiatives and projects for clientsGap-analysis (compliance with current legislation)Adapting policies to align with client company culture and values whilst remaining compliant with current employment law.Minimising / managing risk to clients from an employment law perspectiveDriving best practice in human resources processes & procedures.Designing line manager training sessions in Disciplinary/Grievance; Conduct vs capability; handling flexible working requests; hybrid working; performance managementAdvising on and facilitating best practice induction; onboarding, probation, appraisal and performance management processesCoaching line managers and human resources teams.

Standalone Position - Sole responsibility for creating the new HR function within the group·Ensuring that best practice and current employment legislation were embedded in all aspects of HR across the groupReviewed; updated and implemented contracts of employment for all employees across all four group companies.·Updated and implemented the staff handbookQuickly became a trusted HR advisor to the group Directors and Senior Management Team.Reviewed & Created group policiesSalary benchmarkingSourced and implemented payroll software; resulting in my bringing the payroll function in-house thus saving the company expense on out-sourced payroll.Weekly & Monthly payroll processing (full cycle including RTI and Pensions)Reviewed and revised organizational structure initiating clear reporting lines (in order for colleagues to have clarity on their individual point of contact)Defined job roles and job responsibilities - thereby improving focus, engagement, and clarity for employeesCreated job descriptions for all employeesReviewed and revised on-boarding process to improve new-starter experienceCreated and implemented induction plansCreated and implemented scheduled probation reviewsIntroduced "succession planning" thinking in regard to recruitmentIntroduced one to one "job chats" to identify colleague career goals, aspirations and engagement to aid with succession planning and workforce development.Promoting an effective "customer service" HR functionManaging expectations in terms of conflicting priorities

Cleared employee relations backlog on starting role (Disciplinary; Grievance; Absence; Investigation)Ownership of and responsibility for the sourcing, buy in and roll out, along with ongoing management of a new e-learning system.Re-focussed and improved the running of the HR department by implementing separate and distinct responsibilities for the two HR Assistants.Coaching line managers in performance management and employee relations.Routine case management (absence, disciplinary, grievance and appeals)Ensuring consistent application of and compliance with policies, procedures and employment legislation, whilst maintaining ethical and fair practiceManagement of the HR department with oversight of two HR AssistantsLeading HR activities and projects, including the areas of employee engagement, performance management, organisational design, employee relations and HR best practiceHR input for Covid-19 pandemic which includes staffing, health and well-being, implementation of various solutions to overcome Covid challengesFull cycle recruitment and onboarding (in line with best practice and safer recruitment guidelines)Oversight of payrollReviewing job descriptions across the business to ensure relevance with current duties and responsibilities.Review and continuous improvement of systems and processes.Liaising with NMC; SSSC and Disclosure Scotland in regard to referralsEmployee wellbeing and supportTraining line managers in effective use of probationary reviews, appraisal and supervision process to drive a culture of continuous development and improvement.Working in collaboration and partnership with the Home Manager and Director in order to achieve positive business outcomes regarding human resources.Driving effective, fair and consistent people management practices in a complex and sometimes challenging environment.

Solely responsible for the setup and ongoing development of the new HR function within the businessWorking in partnership with the Director and Care Home Manager to develop and implement HR solutions to drive performance, effectiveness and employee engagement.Reviewing and updating existing policies and procedures to ensure all are in line with current and future business needs and regulatory requirementsIntroducing new policies as required.Management and oversight of the overall HR function for the businessLeading HR activities and projects, including the areas of employee engagement, performance management, organisational design, employee relations and HR best practicePerformance Management, along with supporting and developing line manager capabilityManagement and oversight of administrative staffWorking in cooperation and partnership with the Home Manager and Director in order to achieve positive business outcomes regarding human resources.End to end recruitment, including resourcing, induction and onboardingEnsuring all new starts have a positive onboarding experience through effective candidate journey.Reviewing job descriptions across the business to ensure relevance with current duties and responsibilities.Finance:Managing the finance & payroll function for the businessEnd to end Payroll processing (Sage50)Cash Flow monitoringAnalysing costsMonitoring expenditure against budgetsCreating ReportsManagement AccountsMonthly billingCredit ControlCompilation and Analysis of profit & loss to highlight irregular expenditure.Management and oversight of the overall finance function for the business.Petty Cash & Resident Fund account auditingOversight of all purchasing requirements to ensure expenditure remains within budget/forecast

Various HR roles