As a member of the Birmingham Branch Committee, I provide support to develop the branch annual events schedule to ensure a relevant and varied programme for CIPD members. Acting as the Branch lead on the Midlands Area Partnership (MAP) Commitee, I provide support with Midlands Conference arrangements such as identification of conference presenters, sponsors and offering stands for organisational promotion. Whilst working at BCU and as a member of the CIPD Birmingham Branch Committee, I fostered excellent relationships between BCU Business School and CIPD. I continually contributed to the student experience by attending the induction events for HR undergraduate and postgraduate cohorts and presented slots to promote CIPD support for HR professionals and local branch events. I also attended BCU HR Boards of Study as CIPD Branch Representative and organised CIPD events held at the BCU Business School to externally promote BCU brand and business to CIPD members.I acquire knowledge through regular attendance at CIPD events, building external networks, seminars, webinars and social media to ensure that I remain up to date on future changes to employment legislation and sector trends, which is shared to inform HR policy development and initiatives.

As a member of the Birmingham Branch Committee, I provide support to develop the branch annual events schedule to ensure a relevant and varied programme for CIPD members. Acting as the Branch lead on Treasury matters, I ensure a robust, transparent and systematic process for managing detailed and accurate branch finances. I acquire knowledge through regular attendance at CIPD events, building external networks, seminars, webinars and social media to ensure that I remain up to date on future changes to employment legislation and sector trends, which is shared to inform HR policy development and initiatives.

As a member of the Birmingham Branch Committee, I provide support to develop the branch annual events schedule to ensure a relevant and varied programme for CIPD members. Acting as the Branch Secretary, I provided a thorough and accurate administrative service for the management of committee member records, meeting minutes and branch governance requirements. I acquire knowledge through regular attendance at CIPD events, building external networks, seminars, webinars and social media to ensure that I remain up to date on future changes to employment legislation and sector trends, which is shared to inform HR policy development and initiatives.

As a member of the Birmingham Branch Committee, I provide support to develop the branch annual events schedule to ensure a relevant and varied programme for CIPD members. Acting as the Branch Web Editor, I managed the CIPD Birmingham Branch web page to ensure up to date and effective communications on upcoming branch events, branch contact details and policy updates.

Aligned to a dedicated business portfolio, I worked in partnership with senior leadership teams and line managers to build credibility as an effective HR business partner and established strong working relationships in order to gain a thorough understanding of the overall business vision, strategy and key drivers, acquired through management and departmental briefings. Engaging at an operational and strategic level, worked with the business to understand core business objectives in order to develop and implement People Plans aligned to key business outcomes. Provided business focused, risk-based advice and guidance to managers on HR policy and casework matters to aid decision making and utilised effective influencing skills to ensure the right effective outcome is reached for the business.Assessor for the Ambitious Futures Programme Assessment Centre (joint-collaboration with three other Universities). Developed and delivered a number of Performance Appraisals workshops to launch a new performance appraisal process and introduction of performance ratings. HR lead for Childcare Vouchers, Private Healthcare Scheme and University’s Job Evaluation Framework (fully trained in the HAY methodology). HR lead for the University’s Pension Schemes – including development of the University’s HR Pensions Policy ensuring compliance with scheme rules and signposting University staff to appropriate sources of information. Worked with Finance and Payroll to successfully plan and implement a number of major Pension Scheme changes (e.g transitioning from Final Salary Schemes to Career-Average and Defined Contribution Scheme arrangements, Lifetime and Annual Allowances changes, Real-Time Information (RTI), Auto-Enrolment, increased employee NI Contributions due to changes in SERPs Opt-Outs. supported the University in forecasting and managing increased costs in line with scheme changes, increased employer/employee contributions).

The OpportUNIty (Student Jobs on Campus) Scheme was the University’s internal temporary recruitment agency and provided current BCU students with opportunities to fill many part-time temporary positions within the University, whilst studying. This Scheme enables students to gain valuable, paid work experiences and employability skills whilst fitting work around their studies. Not only does the scheme enhance student prospects in the job market, but it also enables students to become more involved in University life by delivering, leading and supporting many aspects of the learning experience, from administration to research and mentoring roles.Responsible for the OpportUNIty (Student Jobs On Campus) Team, I successfully managed and led the outsourcing of this scheme to an externally based recruitment agency. In managing the team, we regularly identified, sourced and filled internal short term recruitment needs across Birmingham City University from our current student base. Working with various partners within the business, I managed the successful outsourcing of this scheme to an external temporary recruitment agency from developing the business case, devising detailed transition plans, holding appropriate consultation with key stakeholders and ensuring a smooth implementation. The outsourcing of this project was successfully delivered within scope and on schedule. The outsourcing of this scheme successfully created wider opportunities for our current students through external recruitment agency employment and increased real-life recruitment process experience.

Following a major transformation of the HR function in 2015/16 and introduction of a Business Partnership Model, I supported the induction, development and integration of the new HR Business Partner team and provide ongoing business focused advice and guidance on policy and casework matters. Provided strategic, business focused and risk-based HR advice and guidance to managers on all aspects of people management and highly complex / sensitive casework including disciplinary, capability and absence matters, contractual changes, policies, pay and benefits, recruitment and selection, equality and diversity, performance management and change management. An experienced line manager providing advice and guidance to HR Business Partners, Advisors, Administration staff.Developed and analysed a wide range of workforce MI to determine the most appropriate HR advice for management in order to achieve business plans for succession planning and short/long term resourcing needs. Supported the transition to electronic HR personal files enabling a paperless environment and HR access off-site.Acting as an advocate of change and transformation, I supported Senior Management in the successful implementation of a number of substantial and concurrent transformation programmes, which included understanding business needs, data analysis and modelling organisational design requirements and the formulation of business cases. Successful implementation of new transformational operating models and structures were achieved through effective employee engagement within set timescales, budget and with exits appropriately managed.Developed frameworks for Flexible Working and Annual Leave in order to manage staff expectations across the Business and ensure operational needs across the Establishment were managed. Worked with senior managers to review employee feedback and identify improvements/interventions e.g. communications, stress audits, ‘you said, we did’.

Aligned to a dedicated business portfolio, I worked in partnership with senior leadership teams and line managers to build credibility as an effective HR business partner and established strong working relationships in order to gain a thorough understanding of the overall business vision, strategy and key drivers, acquired through management and departmental briefings. Developed the ‘HR Dashboard’ providing a strategic overview of HR activity to aid management decision-making and support monitoring of progress against strategic plans. Provided business focused advice and guidance to managers on HR policy and casework matters to aid decision making and utilised effective influencing skills to ensure the right effective outcome is reached for the business.Led a team of ten HR staff to create and develop the BCU iCity HR Intranet site as a customer first point of contact for policies, procedures and information across the full spectrum of HR, Training and Health and Safety. Provided MIS to HR Senior Management Team and developed an improved, consistent and adaptable HR change process for departmental restructuring. Took the lead in communicating new process to HR Business Partner team to ensure consistency of practice and promote the new HR way of working.Designed and delivered practical sessions on Performance Management to underpin activities for incorporating University values into the Performance Appraisal to assess behaviours against objectives. Other management training sessions presented and delivered included Sickness Absence Management, Points-Based Visa System and Corporate Induction. Developed a number of University Policies to ensure compliance with legislation and experience of Trade Union consultation for the purposes of restructuring, policy development and casework matters. HR lead for staff policy development on Disability including system modifications, Two Ticks Disability Standard assessments and Mindful Employer Charter assessments.

Aligned to a dedicated business portfolio, I worked in partnership with senior leadership teams and line managers to build credibility as an effective HR professional and established strong working relationships in order to gain a thorough understanding of the overall business vision, strategy and key drivers, acquired through management and departmental briefings.Provided business focused advice and guidance to managers on HR policy and casework matters to aid decision making and utilised effective influencing skills to ensure the right effective outcome is reached for the business.Supported Senior Management in the successful implementation of a number of transformation programmes, which included understanding business needs, data analysis and modelling organisational design requirements and the formulation of business cases. Successful implementation of new transformational operating models and structures were achieved through effective employee engagement within set timescales, budget and with exits appropriately managed.HR lead for the implementation of the University’s first Apprenticeship Scheme.Actively participated in HR Department achievement of Investors in People Gold Award - 2010/2013. Engaged with portfolio to support wider IiP assessment of organisational capability and shared own experiences/knowledge to inform development plans.

A wholly-owned subsidiary of Birmingham City University, the TIC was a unique organisation offering external business consultancy in addition to delivery of fully-accredited degree and short course programmes in Computing, Digital Technology & Engineering subjects. In my role, I provided HR advice and guidance to managers within portfolio client base, including grievance, disciplinary, sickness absence and performance management. Active involvement in policy development, management of recruitment process and general HR administration undertaken. Negotiated Recruitment Agency Preferred Supplier List to reduce organisational costs and implemented HR SLAs for recruitment and administration within organisation to improve service. Presented Corporate Induction, supported annual pay review process, fully trained panel member in Croner Job Evaluation and member of the Equal Opportunities Steering Committee. Produced complex MIS on staff composition and nominated key contact for tic HR submission of annual HESA report.

Working in a Business-Partnering model, supported the recruitment and HR administration processes, departmental re-organisations and dealt with first-line HR policy and procedure queries. Produced MIS for senior management team. Responsible for meeting arrangements and liaison with Unifi Trade Union. Prepared reports on Internal Customer Satisfaction Survey and internal SLA target outputs for HR team to improve service delivery, customer expectations and impact on overall business performance. Experience gained of Reward and Performance systems/metrics including Performance Related Pay, Bonus and Sharesave Schemes and implementation of Flexible Benefits scheme. Supported the roll-out of a fully integrated HR/Payroll System from Northgate to SAP.