Maxine Blake Msc. (Hrm) Mcipd Email & Phone Number

Preston, Lancashire, Gb

General AccountabilitiesIdentifying & developing cost-effective & creative people management strategies, including providing advice & guidance on organisational design/structure & facilitating change plans, including job evaluations (Hay method).Provide professional, commercial, risk based support in serious & complex employment matters such as employee performance, conduct, capability, attendance, dismissal, restructures, redundancy, transfers/TUPE, workforce planning, organisational change/development.Build & maintain effective partnerships acting as a trusted confidante/critical friend, analysing & interpreting management information to provide key HR performance reports for senior managers. These reports include trend analysis & relevant HR solutions, ensuring the organisation is future-focused with strategic workforce planning.Coach & up-skill leadership in employee relations, workforce/succession planning, performance management, talent attraction & development whilst championing company culture by suggesting/implementing culture-related initiatives, such as transformation, employee wellbeing, diversity/inclusion & talent management interventions.Data driven development & support through interpreting dashboards/reports, understand HR analytics, collecting & analysing a variety of data, completing trend analysis, tracking metrics & KPIs to drive business results. Utilise skills from digital proficiency in using HR technology, business intelligence tools & online communication platforms to advocacy based on solid legal knowledge, excellent people management skills & strong relationship-building abilities. In addition, deliver great communication/presentations, maximise problem-solving capabilities, stakeholder management, & expertise in various HR disciplines such as EDI plus performance & change management.Review, develop, & implement HR policies, procedures, principles & guidance.

Preston, Lancashire, Gb

Role: Design, implement and strategically lead a Talent Acquisition Strategy & function working closely with senior stakeholders within the organisationAims:* Develop a sustainable talent and resourcing strategy to support the current and future requirements of the organisation* Provide expert advice and guidance to business leaders and hiring managers to attract, select, onboard, and retain highly skilled, diverse candidates* Lead, manage and support a team of TA Specialists* Design and deliver a national attraction/resourcing plan including local market activity and utilising those local partnerships (with schools, universities, local papers, job boards community groups etc.) to increase and drive pipelines* Work collaboratively with Stakeholders to identify short, medium and long-term role resourcing requirements within each region/function in light of respective business plans and strategies* Support the reduction and reliance on agency employees whilst building relationships with agencies for permanent recruitment* Create/design recruitment strategies/campaigns in line with business need* Develop the Employee Value Proposition (EVP) and improve the employer brand through appropriate recruitment marketing online, in print and in person* Identify resourcing patterns and marketing trends through research and analysis to make recommendations on best practice* Build brand awareness through different recruitment marketing strategies and approaches* Drive the diversity and inclusion agenda through talent acquisition and sourcing practices to attract and find the best talent* Ensure a positive experience through the resourcing process for both internal and external candidates* Champion a culture of continuous improvement, identifying, and implementing change to increase resourcing effectiveness and efficiency* Develop an international recruitment strategy for the company to attract international candidates to the UK, ensuring its legal compliance

Preston, Lancashire, Gb

- Supporting a local government organisation of 37,000 unique individuals with operational and strategic HR; delivering on transformation and change both within the Children's Social Care Directorate and at an organisational impact level- Predictive, not just proactive people services, with an innovative and creative approach- Supporting the employee experience from candidate attraction through the entire lifecycle – ensuring a relevant, flexible and personalised service which delivers on evolving organisational requirements- Delivering principles rather than policies - enabling our teams to perform to their best selves- Encouraging people to take ownership of their own performance, careers and learning whilst supporting them with a range of different options, resources and experiences- Collaborating with others to provide a sustainable employee experience; proactively supporting our people to 100% be themselves and enhancing their expectations of what a great employer looks like- Championing inclusivity, authenticity, and personal/professional development across all levels

HR Consultancy focusing on:Strategic HR - Employment Law - Employee Relations - Learning & Development - Talent Managemet - Employee Engagement - Internal Communication & RecruitmentClients include a blend of both Private Client and SME.Private client advice includes cases covering disciplinary and grievance processes, settlement agreement negiotiation, unfair and constructive dismissal.SME support includes both strategic & operational HR contracts, policy & process provision, HR auditing and Employee Engagement Survey provision.

Liverpool, England, Gb

Headcount - 6000+ HR Lead for Investigations & Intelligence including Forensics plus Criminal Justice and Response & Resolution (specific areas available on request)Senior HR role supporting a highly skilled, professional and complex organisation going through significant change processes with responsibilities across a broad range of HR activities and a strong focus on Employee Relations in a unionised environment. The role required the provision of expert advice to SLT's in relation to all people activities focusing on the complexity of operating within both Employment Law & Home Office Regulations; with additional responsibility for leadership development, policy design & implementation and the strategic implementation of specific engagement and wellbeing schemes.

Preston, Lancashire, Gb

Interim accountability for the strategic leadership of the HR (People) function within the firm during the term of employment split into 5 key areas of responsibility; organisational development, communication, talent management, administration and performance management.Organisational Development focused on the continuous development/implementation of all contracts, policies, procedures and documentation related to the HR function, whilst enhancing the employee experience and developing the culture within Harrison Drury. Communication was predominantly following the development and administration of policies and procedures to help align the workforce with the strategic goals of the company. This focused on communicating information about relevant areas of HR activities that impact employee experience. An enjoyable part of the role was around community engagement and promoting the HD employer brand externally whilst developing business partnerships, forum inclusion and public speaking. The role held overall responsibility for recruitment, retention, talent management & succession planning. This included establishing pay practices/bands plus organisational competency development to support performance management processes. A further area of responsibility included the design and implement a training and development programme whilst ensuring that all mandatory training was rigidly controlled. The role was responsible for a high number of work placement candidates during the year and the development of paralegal and solicitor apprenticeship’s costing up to £25,000.High volume of administration responsibilities for the role focusing on managing HR records and regular processes plus all day to day activities.Responsibility for performance management focused on managing and leading all employee relations issues and performance management processes, coordinating staff appraisals, supporting managers with the process and provide MI as requested.

Glasgow, Lanarkshire, Gb

I had the pleasure of managing the Northern and Southern based HR Business Partners plus wider team to help deliver the HR Strategy and People Agenda. This included providing HR support and guidance to Directors and Managers on a range of people related matters. These responsibilities included TUPE, Organisational Design, Restructures, Talent Management, Succession Planning, Employee Relations, Tribunal Case Management and Strategic HR Projects in order to add commercial value to the business. I also had responsiblility for the Group Recruitment Team within SMS Plc where we aimed to only select the best candidates to deliver on our customer and client promises plus corporate expectations.My key accountabilities are those which you would expect; focussing on driving all aspects of the HR Strategy and People Agenda, leading Employment Law and Complex Case Management whilst supporting the wider operation.In my first 3 months, I had already been able to impact a reduction in potential ACAS/Tribunal processes whilst supporting the knowledge and development of the operations team. I had the opportunity during the following few months to be the senior HR professional within the business further enabling me to support them through various ER challenges. SMS PLC are a good company with some dedicated professionals who are constantly evolving to meet both customer and technological requirements - they employ 842 people nationally. I was employed directly with SMS until February 2018 when I handed over to a new interim HR Director and then retained as a consultant until April 2018 to support the transition.

Wigan, England, Gb

* National/Multi-site role supporting over 1200 FTE* Responsible for Arrow XL Support Centre HR (Directors, Head Office Functions plus Contact Centre), Group Communication & Employee Engagement* Human Resource Management focusing on a wide range of HR functions in an unionised environment as stated in my introduction* Development and implementation of Communication Channels, Employee Engagement Survey & Engagement initiatives* Significantly increasing both Response Rates & Engagement levels over a 3.5 year period - over 70% improvement in Response Rate & 54% improvement in Engagement Index* Stakeholder Management on both a generalist & project-specific nature* Full budget responsibility for our bi-annual conferences* National Apprenticeship Management - designed, implemented & achieved 25% of workforce (~ 250) on a variety of Apprenticeship/Management Programmes including Scotland SVQ's plus a further 53 on various levels including ILM level 5 in 2017* Design & implementation of Strategic L&D projects including a organisation wide transformational Customer Service Programme focusing on evolution, values, behaviours, body language and creative problem solving

* National/Multi-site role* Project Management of Operations Induction Programme including the recruitment & selection of 75 trainers plus design of supporting I.T. materials & assessments - Resulting with Employee Engagement increase of 48%, Employee Turnover decrease of 9% & Cost Reduction of 33%* Multisite responsibility for supporting 14 BDM' s, 222 units & approximately 2600 employees including succession planning, talent management & leadership development* Design, development & delivery of a range of skill & behavioural courses - 8/46 delegates - Resulting in 90% positive course evaluation, customer advocacy increase of 13.5% (av) & initial team retention improvement of 6%* Graduate programme design & implementation

* Business Management of a £2.1m turnover operation* Multisite trainer & Generalist HR support for corporate & individual businesses including Employment Law advice, resourcing, performance management & General ER designed to safeguard future business

* Multisite responsibilities including West Midlands & South London focussing on resourcing, talent development& succession planning* Responsible for a team of 64 including NVQ, BII training plus development of leadership initiatives* Thomas International Psychometric Profiler & Recruitment Assessor

Houghton Regis, Dunstable, Gb

* Responsible for 10 hospitality businesses located in North West England* Budget responsibility for £8.3m with full P&L accountability* Provide clear strategic direction & leadership to support the development of each individual business* Support the development of both Management & Team Members* Ensure brand integrity, customer service & the retail proposition is maintained within the sector

Master Of Science (M.Sc.), Human Resource Management

Master Of Business Administration (Mba), Business Administration, Management And Operations

Bsc. Applied Chemistry (Hons), Chemistry