Lucy Bridge Email & Phone Number

Cardiff, Gb

• Partnered with leaders and department leads to develop and implement HR/Retention/Recruitment Strategies aligned with business objectives resulted in improved employee performance and retention. This led to me being promoted three times whilst at Mirus.• Lead on the retention project that utilised the employee values proposition and innovative practices that reduced the turnover rate from 25% to 23%, ensuring that the organisation sat below the UK social care turnover of 29%.Managed, coached and mentored both HR practitioners and Recruitment Administrators.• Coached and mentored managers to effectively and confidently manage ER related matters, minimised business risk and ensured operational delivery.• Dealt with complex ER cases ranging from safeguarding, police investigations, gross misconduct, ill health capability to managing conflict within the workplace. As well as the management of multiple TUPE following successful contract awards.

• As the site HR Leader reporting to the off site divisional HR Manager the role involved upskilling, coaching and mentoring the HR admin team to align to the new strategic aims. As an engineering and manufacturing company it was important to develop a personable and collaborative approach to improve HR reputation.• The role involved talent acquisition, effective onboarding, ER case management and management coaching. The development of a supervision framework, HR training programme and manageable ER case management.

• Ensuring advice and guidance delivered in a business partnership style that supports the regulatory requirements and strategic aims of the business, whilst keeping with the business inclusive values. Maintained effective HR practices through coaching, mentoring and reflective practice so that managers have the best tools to ensure colleagues are engaged and managed through governing procedures. • Complex ER case management – ill health medical capability. Overlapping disciplinary, grievance and sickness case management. High risk case management. Decreasing ER case managements from 85 per month to 55. • TUPE – management of both in and out. Both single service awards to having to exiting over 10 services at the same time. • Redundancy management – management of redundancy projects within a regulatory care services• Statistics – established informative business statistics that allowed stakeholders to make informed business discussions to improve operational delivery. • Management coaching – ensuring management have the skills knowledge to appropriately and effectively manager ER cases March 16 – December 16 N

Create innovative recruitment practices for excellent candidate selection. Refocusing the strategic aim of the organisation to focus on current colleague engagement and development, thus reducing exit cost and continual recruitment/onboarding

• I was involved in the implementation of case management systems that allowed for proactive case management associated with disciplinary, grievance, absence, maternity and pensions• Main project was to reduce lost time rate associated with absence. By establishment weekly reporting, case management scheduling and manager engagement. Lost time rate reduced from 12.51% in November 14 to 6.12% in May 15• Day to day activities consisted of ER case management, supporting HR Business Partners, trend analysis. The probation services was being privatised I was responsible for continual due diligence and metric reporting, including board reporting.

• Closure of the Welsh engineering and manufacturing site involved making over 150 people redundant, collective consultation and multiple restructures• Managed the implementation of a HR Software within 3 months, digitalising our HR systems from excel.• HR Business Partnering and leadership development was fundamental in the success of operations. • Provided guidance to managers and employees on best practices ensuring commercial viability; developed a wonderful relationship and operations and HR had a team ethos.• Data production and analysis; retention stats, absence records, diversity details. Also, contractual bid data• ER case management lead; disciplinary, grievance, medical capability providing advice/guidance in line with best practice.• Wrote the disciplinary policy and guidance framework for managers to effectively manage investigation and disciplinary cases. • Development of a bespoke department induction pack for 6 departments, inclusive of training managers to conduction induction. • Managed the entire recruitment process from job advertisements, to arranging interviews, to vetting. Managed recruitment activities from Engineers to Senior Leaders.• Managed the sickness process, obtaining an absence reduction every year for the last 4 years in the role.