Mark Leach Email & Phone Number

Bolton, Gb

Bolton, Gb

Warrington, Gb

All of the responsibilities of the Assistant Head of HR and OD (detailed below) plus:• Playing a key role in the Council’s strategic HR management team which drives the strategic HR agenda for the council.• Responsibility for 27 HR employees, covering payroll, recruitment, employee engagement, employee benefits and employee health and wellbeing.• Significant involvement in resourcing the council’s response to the COVID-19 pandemic.

Warrington, Gb

• Playing a key role in the Council’s HR management team.• Strategic lead for employee engagement. This work has involved the development and roll out of an employee survey and the implementation of a middle management forum (for 135 middle managers).• Strategic lead for employee resourcing; including proactive work in relation to streamlining processes, e-recruitment and social media.• Responsibility for senior management recruitment in the council.• Responsibility for employee health and wellbeing activity throughout the council, including management of the council’s Employee Support Officer.• Lead Officer for gender pay gap reporting and development of the Council’s pay and grading structure, which incorporates the living wage.

Warrington, Gb

• • Highly commended finalist for the Employee Benefits team of the year and finalist in the category of Best Benefits Programme in the 2014 Pay and Benefits magazine awards • Responsibility for reviewing the Council’s strategy in relation to Recruitment and Selection• Leading on the implementation of HR activity in relation to Employee Engagement • Specific responsibility for all pay and grading related activity in the council • Leading the council’s strategic approach to benefits implementation and salary sacrifice initiatives; such as childcare vouchers, cycle to work, home technology and the car lease scheme• Managing the Workforce Information team who produce a wide variety of HR management information• Forming and co-ordinating activity of a network of representatives from 23 local authorities who share best practice in relation to pay and reward activity across the region• Leading my team of eight people through the operational delivery of the council’s Total Reward Package and having overall responsibility for reviews and maintenance of each of its elements• Undertaking the role of HR programme manager which ensures the delivery of all projects in the HR Business Plan.

Wigan, Greater Manchester, Gb

• This was a part time position where I had sole responsibility for lecturing a class of 20 students in the CIPD level 3 course. All 20 students passed the course.

• Providing a comprehensive HR service to managers and staff within the Trust, including advice and support on recruitment and selection, disagreement and disciplinary procedures, employee relations, employment law and absence management• Responsible for providing HR support to the Medical Directorate whose employees were subject to bespoke terms and conditions

Stretford, England, Gb

• Responsible for all operational issues and contributed to strategic issues in relation to the council’s pay and reward project • Responsible for managing six members of staff on a day to day basis (including two remotely), making procedural recommendations to the Project Advisory group and representing Trafford at AGMA meetings• Working closely with the trade unions and was a member of the management team tasked with countering the risk of equal pay claims• During 2007, leading the roll out of job evaluation across the Authority• Producing the project plan, communications plan and the Appeals procedure• Production and analysis of management information, making presentations to large numbers of staff regarding the project and undertaking job evaluation interviews

Stretford, England, Gb

• Managing the team responsible for HR operational work in eight of the council’s services which comprised over 400 members of staff• Responsible for the recruitment and selection process, advising and assisting managers with issues around terms and conditions of service and employment legislation; as well as undertaking disciplinary investigations and hearing grievances• Working closely with managers and Trade Unions in dealing with issues relating to sickness absence, redundancy and redeployment

Between 2001 and 2004. Responsible for the management of filling vacancies, dealing with discipline/grievance/capability issues, personnel planning and job evaluation in the Society’s Premium Accounting department which employed approximately 400 members of staff and in the Society’s Claims Offices, which are based nationwide, and employ approximately 250 staff• During a three-month secondment, leading a Project team that was responsible for undertaking a review of business procedures at the Society’s district offices