I believe HR is much more then quoting employment legislation and informing companies of the cost of getting it wrong. It is about adding value to a company through their people which are their greatest asset. It’s essential to understand a company’s needs when offering advice and support; making sure it is the right fit for the business and providing options, not one size fits all.Having over 10 years experience in HR within both the public and private sectors and 6 years experience in Operations Management, Farsight HR has the ability to work with companies to understand their needs and to positively contribute to their short to long term goals.Specialties: Support with grievance, discipline, absence management, change management restructure / redundancy & TUPE.Employee Handbooks, policies, procedures and contracts of employment.Mediation & conflict resolution.Recruitment, interview support, job descriptions, assessment centres & advert writing.Employment tribunal support, bundle preparation, liaising with the tribunal service and Acas for settlement.Trade union negotiation & employment law advice.

Researching, writing and rolling out 3 operational manuals including Workforce, Recruitment & Payroll following an external audit.

Providing advice and support to HR Business Partners and ER Advisor’s on complex ER cases in order to reduce the risk to the business.· Reviewing policies and procedures and briefing the HR Business Partners on the implementation.· Review the use of Charter (HR database) to make it more effective regarding ER metrics.· Line management responsibility for 2 Employee Relatiions Advisors· Preparation of Compromise Agreements· Key lead on HR projects including Default Retirement Age / Redundancy and Restructure

· Up-dating all policies and procedures such as discipline, grievance, performance, management and absence management· Supporting Senior Managers on the restructure of the Continuing Health Care Department· Deputising for the Associate HR Director· Conducting job evaluations using the Agenda for Change module· Supporting the Tupe out of a department· Managing a complex and significant case load· Advising senior managers on policies and procedures· Line management responsibility for a HR Officer· Responsible for the training, mentoring and coaching of the HR Officer on all aspects of ER· Delivering line management training