• Through relationships with Divisional Champions act as a partner to our teams through advice, support and engaging them in the ongoing development of a positive culture for our people and increase in diversity in our hiring practices.• Supporting our Employee Led Inclusion Groups (ELIGS) to deliver their annual plans by: * Advising on best practice to manage committee and wider group member. * Attending regular meetings and events in various locations/virtually. * Supporting the group chairs through ongoing dialogue and always encouraging intersectionality across all groups. * Maximising their profiles internally and externally through activity including campaigns and award submissions.• Working with ELIGS, Reward and Communications teams to create and to deliver the annual Inclusion, Diversity and Wellbeing calendar with activities and events that are engaging, informative and importantly accessible to all and ensure they adopt a companywide approach that is relevant and can impact on frontline team members.• Supporting the delivery and associated action planning processes of annual and pulse engagement surveys• Building relationships with all internal, operational, and external comms teams to ensure adequate and appropriate promotion of activity while maintaining compliance with divisional air traffic control processes.• Take ownership for driving and delivering key activities from the annual operating plan including but not limited to Wellbeing focus months, Reverse and Female Mentoring, Podcast, and National Inclusion Week ensuring positive outcomes in a timely and cost-effective manner that maximise impact, push boundaries and support our goals.• Support the delivery of quality data and insights to stakeholders that measures, assesses and summarises the impact of activity against agreed goals.• Drive innovation using knowledge, expertise, and external insights to anticipate and advise on trends

Managing around 150 ER cases across different divisions in the business.• Supporting a large business of 40,000 employees with ER Matters.• End to end case management of people matters such as, Disciplinary, Grievance, Performance Management, Absence management, Early Conciliation and Employment Tribunals.• To build strong, credible, and visible relationships with key stakeholders within my allocated region.• Ensuring the Case Management system is up to date and managed consistently and Line Managers are effectively coached through issues, case management and risk.• Liaising with ACAS in pre conciliation, in line with the approach agreed with leading stakeholders.• Internal Management of Employment Tribunal cases and act as key contact for all parties involved.• Where ET’s arise, I am required to prep the bundle for our Solicitors in order to reduce risk and cost.• Coaching Senior Leaders and HRBP’s on all matter’s ER and of varying complexities.• Keeping up to date with relevant employment law and legislation introductions/changes.• Managing Long term absence cases in line with company policy and company values.• Develop and maintain case logs for all case types.• Drafting and checking outcome letters to ensure company response is in line with policy and company values.• Promote positive mental health and be an advocate for Wellbeing in the Workplace.• Actively involved in business projects such as, updating policy, as an when required, creating training packs to support the ER Team and wider business.• Identifying patterns and trends in absence and culture of the business and escalating where necessary.

I was a solitary HR Advisor for 18 locations and over 100 employees, lining directly into the CEO.I managed all HR, recruitment, retention, reward, wellbeing, OH, payroll and employee relations for the business. I further maintained compliant personnel records and a substantial turn over in staff (one third).Additionally I have:• Implemented a people change strategy between charitable trust and private equity, including a new company mission statement and company values.• Written and designed a full and concise employee policy suite • Renovated many processes including onboarding (recruitment, induction, and probation), payroll, and expenses.• Project managed from start to finish a new HR Software, Payroll provider, Occupational Health and an Employee Assistance Programme• Coached managers in how to have better conversations & build better relationships with crew• Changed and relaunched the PDRP’s along with delivering training to all managers.• Complex ER case heavy workload with detailed and broad employment law knowledge• Negotiations and settlement agreements• TUPE. In and out, including notification, DD and consultations.• End to end Recruitment. Creation of job specs, advertising, resourcing candidates, working to budgets and PSL negotiations.

I was a part of a team of three HR professionals, providing support and advice to a multi business group that employs around 1000 employees. Below are some of the duties that I was responsible for.• Delivering a proactive and flexible service by providing relevant and appropriate HR support and administration to all employees.• Managing all personnel records including the inputting of new joiners and processing of leavers. Using the system efficiently to run reliable reports concerning training, attendance, punctuality, holidays, absence etc.• Document production such as employee terms and conditions, offer letters and references with a strong attention to detail.• Employee relations. Including carrying out and documenting full and concise investigations, production of full evidence packs, and chairing hearings. In cases where management carried out disciplinary hearings, providing accurate advice in line with best practice and legislation. • Payroll. I designed and executed the production of a new payroll process. A new and effective way to reporting, monitor and process overtime, annual leave and sickness.• Project Management – taking lead in major projects during a group rebrand such as the implementation of a new HR system, introducing driving license checks and producing a business case for an ATS system, talent pools, performance and talent management systems.

I was working as the lone member of HR providing support and advice for all employees and managers, responsible for all HR activities from, from setting up the recruitment authorization right through someone’s life cycle with the company as well as looking at business planning and strategy.Managing and seeing through complex employee relation issuesThe management and implementation of the pension enrolmentProposed and executed a reward and recognition programmeEnd to end recruitment from talent spotting, producing job specs, interviewing candidates, managing budgets and PSL negotiations and management.Sickness logging and reporting and RTW interviews.Policy and procedure writing and updating in line with current legislationEmployee relations including, investigations, disciplinary, grievance and dismissals.Production of appraisal documentationTo run and be participate in weekly management meetings.Document production such as contracts, offer letters and referencesRedundancy/change management including business cases and consultation meetingDeliver a proactive and flexible HR advisory service by providing relevant and appropriate HR support to all employeesTo pro-actively maintain & always seek to improve personnel proceduresAdvising and supporting managers on recruitment and selection practices.Induction training and effective assessment of new employee’s performance during the probationary period.Review and manage employee benefit schemesFacilitate and administer the production of job descriptions, skills matrices, statements of employment etc.To manage all personnel records & systems of reporting regarding training, attendance, punctuality, holidays, absence etcAdvise and counsel Supervisors/ Managers in effective HR in line with employment law and best practice.

This role included a vast variety of HR & recruitment involvement, taking care of the whole process including but not limited to...Recruitment - Establishing the PSL (including the negation on terms and conditions), creating job specs, scheduling interviews and the production of all new joiner documents such as contracts and offer letters.Ensuring new joiners meet the Pre-Employment Screening required by our lenders and providing quarterly data for audit purposesCreating the induction schedule which includes diary management of over 10 diaries. Maintaining accurate personnel records both electronically and manuallyProvide full HR support for all employees and managers. This covers maternity, paternity, sickness return to works and monitoring to recognise trends etc. Employee Relations - Carrying out grievance hearings, disciplinary hearings, investigation/fact find meetings and dismissals. Payroll - Produced payroll and pensions information for all employees, issued the company benefits such as buying annual leave, childcare vouchers and cycle to work scheme. Leavers - Carry out holiday calculations and ensure correct documentation is issued.Updating policies and procedures in line with current legislationAdvise on Occupational Health issues and seek specialist advice as appropriate

 Building on existing client base and maintaining relationships Identifying and obtaining new clients across all sectors and industries Setting up interviews for candidates and securing interview slots with clients Maintaining temporary staffing business within the branch  Interviewing, screening and selecting candidates Working to KPI’s and deadlines on a daily basis Managing CRM System

 Registering candidates for both temporary and permanent positions Using a selection of recruitment sites and databases to resource candidates  Processing and calculation of payroll Laising with both clients and candidates and clients to coordinate interviews Adding new vacancies to various websites and job search engines Screening CV’s and confirming applicable candidates Candidate support including the working out of holidays and payroll queries

 Proactively building and developing internal and external networks of contacts and build knowledge of key business matters. Coordinate graduate recruitment pipelines and administer candidates through the recruitment process from start to finish. Assess Graduate pipeline activity to predict volumes of commitment required by the business to meet graduate targets. Liase with the partners, executive directors and interviewers on a daily basis to gain availability for interviews and assessment days. Coordinate and schedule assessment centre days ensuring all rooms are booked, assessors and partners are scheduled and all administration tasks are completed. Deliver excellent service in line with recruitment requirements and ensure service level agreements and KPI's are consistently met. Support the Team Coach in introducing new ways of working and the monitoring of implementation of changes.Coordinate the induction plan and train new joiners. First point of contact for all candidates applying, enabling a smooth on boarding experience for candidates joining the firm. Arrange face to face, telephone and video conference interviews and assessment days by liasing with candidates, central recruitment and the business. Screen Graduate and Undergraduate applications and coordinate ability tests. Case manage candidates who require special and disability adjustments. Ensure all travel expenses are checked, signed off and sent to accounts payable. To meet with new joiners on their first day and introduce them to the living and values of EY and the role of Recruitment Services Coordinator for both the experienced hire team and the Graduate Hire Team.

 Preparation and management of trainee's offer letters and training contracts inline with SRA regulations. Registering and ongoing management of Eversheds' trainees training contracts. Coordination of essential paperwork to ensure that newly qualified Solicitors are admitted to the SRA and allowed to practise law. Management and communication of salary changes. Part of a team accountable for the definition of Graduate recruitment process map. Identification and communication regarding potential issues regarding SRA changes or process failures to the Resourcing Manager.

 Working alongside an on-site recruitment team within Capital One being responsible for all administration work for both the permanent and temporary teams.  I was proud to be awarded the 'national support angel of the month' award in April 2008. Supervising assessment centres. Telephone screening of candidates. Contract and offer letter creation. Referencing. Payroll and salary calculations. Credit and criminal checks in line with FSA regulations