• Provides a high quality, value added HR Service including Strategic, Transactional and advisory service that meets the business needs for a diverse and disparate area which and aligns with strategic aims. • Manages a range of employee relations casework including conduct, grievance, absence, capability, TUPE, and restructures; providing professional support and ensuring timely resolution of all people issues. • Assist in the review, development and implementation of HR policy, procedure, systems and practice in accordance with the HR Strategy and in response to legislation and new professional developments and initiatives. Including leading the role of of absence software that has significantly reduced absence costs following the first completed year of implementation.• Support managers in workforce planning, reviewing job descriptions, team structure, systems and culture; making recommendations as appropriate to enhance team performance. • Lead and work collaboratively with managers to champion and support the process of change management. • Implement the people agenda plan and actively work with the business to develop management capability • Provide input into corporate HR initiatives and roll out in local areaMember of senior Management Team.

Recruited on a temporary contract to cover maternity leave.To develop and deliver People Management Strategies which support the organisation’s overall strategic aims and objectives. Contributing at both a strategic and operational level to identify HR priorities and recommend appropriate people management solutions which support business aims, in addition to providing a customer-focused HR service. Working with a team of 6 HR staff and overseeing the facilities function, responsible for the HR activities over 6 subsidiaries providing guidance and support to all staff on the full range of HR activities. Key achievements include:Designed European employee survey pilot, revived 2013 employee survey and communicated progress report, produced board report on updating HR/Payroll system (Sage) to include introduction of T&A system and self-service and electronic payslips. P&L Budget management (updated budget to reflect actual costs whilst reducing outgoings (OT payments/ agency fees), KPI development adding value to the business, HR & training budget management – design and developed suite of L&D activities to be delivered in-house in order to reduce costs.Disciplinary and appeals management including retraining managers following a large number of dismissals which could have been deemed unfair, policy updates and development, updated employee handbook, OT management, restructuresPayroll monitoring & monthly sign off along with bonus and budget recommendations, Compensation & Benefits – salary benchmarking and job evaluation, pay review analysis, Introduction of EAP, Renewed private health insurance (increased benefit and reduced costs by £2,000)Kaizen – introducing new employee initiative for continuous improvementFacilities management

Recruited on a temporary contract to project manage 23 employees over 26 sites under the Transfer of Undertakings and Protection of Employment Regulations; following the acquisition of services. Responsibilities included: establishing the contractual entitlements from the complex historic multi transfer of due diligence, setting up of contractual pension provision to reflect the contractual entitlements (Beckman rights), building the pay rules and setting up of the Terms and Conditions matrix for the outsourced payroll system (Oracle and Kronos).

A key member of the Clinical services management team providing generalist support to the management team to achieve the business objectives. Responsibilities included leading key HR projects including the transfer of both public and private sector staff under TUPE and providing guidance to line managers and staff on recruitment, employee relations, and learning and development activities. Achievements Included:• Introduction of Employee Assistance Programme with 64% utilisation rate in the first quarter• 100% PDR compliance• 100% compliance on Information Assurance training to support the application of ISO 27001• 90% mandatory training compliance• Negotiated a significant reduction in recruitment costs saving 25% on existing supplier, and introduced new free successful mediums for recruitment.• Made significant changes to job adverts – leading to an improved quality of applicants • Successfully advised and managed multiple ER cases resulting in reducing absence costs of 13%Responsibilities included:Leading key HR projects including the transfer of both public and private sector staff under TUPEProviding guidance to line managers and staff on recruitment, employee relations, and learning and development activitiesSupport and lead projects to develop employment policies and procedures that enables the business to employ, engage, develop and manage its people in line with the business culture and employment law Improved employee engagement by developing new systems/tools (EAP, online benefits, “goodie cupboard” lunch time activities, developing a TRS. Designed and delivered bespoke training courses to suit business needs- Delivering Excellence in Customer Service, Attendance Management, Disciplinary Investigations, Performance Management, CoachingAnalysing KPI and producing HR metric reports/information required by the business to support business requirements (age profiles/absence/diversity)

Recruited on a temporary contract to assist the management team to provide operational support including disciplinary and grievance, employment tribunal management and change management.

Recruited on a temporary contract to project manage 60 employees under the Transfer of Undertakings and Protection of Employment Regulations following the acquisition of 4 services. Including service restructure following the transfer. Managing a team of 5 to advise and support managers by bringing people focused solutions to organisational and business issues.Liaising with partner agencies and union officials.Analysing HR systems and data to produce KPI'sManaging and implementing people strategies & frameworks to achieve higher productivity across the region, saving money.Advising senior managers of HR policy and practice ensuring legal compliance through training, feedback and coachingActing as the HR lead to provide change and programme delivery expertise and advice. Project Management of several change management processes and relevant union negotiations and consultation processes.Bid and tender workforce information gathering of HR Data relating to TUPE and acquisition projects. Managing PI claims and associated documentationManaging employment tribunal cases Managing a HR team to ensure deadlines are met, including advising, delegating and monitoring on casework

Catch22 is a social enterprise type service delivery organisation with an annual turnover of £50m and strong commercial ethos. Its HR practices are regarded as innovative within the sector (over):Responsibilities: leading a team of 3 providing a full regional generalist HR service for 400 regional staff within a devolved structure, and reporting to the Regional Director. Recruited as part of a move to professionalise the HR function and establish HR as a strategic business partner in a period of significant change and growth (including merger). Major achievements include Catch22 Achievements:Setting up the HR function from a `green field' site including databases, systems, defining key processes, management training and management reporting.Managing the HR aspects of merger and harmonisation including the standardisation of HR policies.Managing a major restructuring and downsizing programme to respond to funding changes with no appeals/ET applications.Developing local terms and conditions to respond to market pressures and winning support from the Director of HR.Establishing a staff well being programme for across Catch22Developing the regional annual learning and development plan and reporting on progress.Developing the `employer brand' and related recruitment practices on merger.Reducing recruitment costs by 15% (cost savings of £18,396.50 in one recruitment drive).Training managers on absence management and reducing absence rates from 8.71 days per employee to 6.77 days per employee over 3 years.Improving the diversity of workforce composition through positive action and programmes.

Responsibilities: reporting to the store manager with full responsibility for all HR activity on site including recruitment, training, absence management and performance management for 350 staff.Achievements included:Through training and policy development reduced absence ratesEnabling the recruitment and retention of disabled employees through a programme of joint working with managers and relevant agencies. Improving people management practices through the provision of coaching and training for supervisors.Managing the TUPE transfer of staff during the Safeway/Tesco merger in 2005.

Various Global Brand Fast Food Restaurants During this period worked continuously for large global brands including McDonalds Restaurants and Burger King, gaining promotion on each move.Responsibilities: in a store management position from 1989 and responsible for all operations on site, including staff management, operations, budgets and health and safety. Major achievements included: Turning around a loss making store into profit through strong supplier management/negotiation, marketing and staff managementSuccessfully opening a flagship store - managing the process from plan to implementation.Being nominated as Community Manager of the Year two years runningManaging the TUPE transfer of staff following the store being franchised