Beginning in April 2018 I began to manage CoreHR projects in addition to my Solution Design activities. Working on my own initiative in a fast-paced environment, I have continuously strived to deliver projects of a high quality on budget.Key deliverables and responsibilities include:• Responsible for managing the implementation of CoreHR across the full project lifecycle, from initiating a project, client training, implementation, UAT support and live running. I have managed successful projects across the charity and public sectors including clients with over 9000 staff, managing multiple projects or programmes of work at any given time to pressurised deadlines• Leading and directing teams of CoreHR consultants responsible for delivering CoreHR software solutions• Displaying a strong commercial awareness for all CoreHR projects under my remit, managing budgets effectively to ensure that projects are delivered in line with the agreed costs and timescales whilst maintaining a quality end product• I have a proven track record in building and managing relationships at a senior stakeholder level, leveraging my 10 years product knowledge to win over key stakeholders and help gain support on key project decisions

Working as part of a specialist team dedicated to CoreHR system implementations, I lead on the solution design portion of projects. I ensure the implementation as a whole matches the needs of the client, focusing particularly on cross modular issues; liaising with lead consultants internally to ensure the best result is achieved.Key deliverables and responsibilities include:• Responsible for the delivery of the solution design document across a wide range of clients including large retail clients (circa 10,000 staff), legal firms, rail and medical organisations. • Working with live clients at the request of CoreHR to analyse issues remaining from previously implemented projects, providing documentation containing root cause analysis and solutions for all issues allowing technical, business process and implementation issues to be understood and resolved. • Working with clients to re-design pre-sales solution architecture which, due to misleading information supplied by the client, meant that the solution was not suitable. • Designing workarounds where system capabilities cannot meet the client’s needs in a suitable fashion, prioritising efficient solutions with a low impact on end users, specialising in using Business Intelligence to develop robust and practical payroll processing solutions• Advising clients on possible business process improvements they could make with the implementation of a new HR and Payroll system, utilising my experience of using HRM software in a ‘business as usual’ capacity to add value to the implementation project.• Working with the internal team of consultants to identify and assess delivery process improvements

Worked on a wide range of successful CoreHR implementations spanning a variety of modules, including Personnel, Payroll and Time and Attendance, across a range of industries. During my time as an Applications Consultant I received large amounts of positive feedback from clients owing in part to my dedication to good client management and ability to quickly establish strong business relationships.Key deliverables and responsibilities included:• Lead payroll consultant for several high-profile implementations, including projects in the rail industry with a high level of customised, bespoke time and attendance software. Extensive testing and dialogue with development was required to successfully deliver the project to the required level of specification.• Undertook a bespoke Personnel discovery program for a large Retail client (circa 45,000), using my extensive knowledge of using CoreHR in a BAU capacity to help the client make the best possible decisions regarding how the system should be configured. Owing to the size and structure of the organisation efficiency gains were paramount to the success of the project and a solution was arrived at that delivered these efficiency gains whilst maintaining the necessary controls and structure to ensure robust operation of the system.• Running effective workshops to help the customer understand the required configuration of the Core HR system to enable them to make the correct decisions regarding the setup of the system• Configuring the system in line with business requirements• Undertaking system training for the customer project team, receiving very positive feedback from several clients on the quality of the training

HESA and BI process improvements brought on by the implementation of CoreHR along with being given responsibility for managing the HR Systems Administrator have allowed me to take on the following duties in addition to those carried out in my previous role. - Managing and appraising the HR Systems Administrator- Developing and maintaining the business processes and associated documentation relating to the University’s HR and payroll system. - Establishing and managing change control policies and ensure compliance across HR through providing advice and guidance- Determining and developing the configuration needs of the HR and Payroll system in line with changes to HR policy.- Understanding and advising on the data flow into other key enterprise systems (Finance system, Research Information system).- Leading continuous improvement initiatives to drive maximum value from the investment in CoreHR through understanding of user needs and experiences. - Assessing the benefits and impacts of upgrades to the system.- Responsible for ensuring patches and bug fixes are robustly regression tested.- Developing an approach to systems training for all users. - Developing HR data strategy to ensure optimal use of data to enhance management of people matters across UH and meet external reporting requirements - Facilitating and liaising between users and HR and ensuring any issues are resolved using internal escalation processes as appropriate- To serve as primary HR systems contact for third party suppliers and internal departments.

Duties include:-- Being responsible for the timely completion of the University’s HESA staff return. This task required me to establish robust protocols for data collection and submission, manage and validate the data throughout the year and liaise with the wider UH HESA group and senior management to ensure the University’s staff base was depicted accurately and in line with the Universities strategic goals.- Completing and improving various statutory and bench-marking returns - Working with Core International to design and develop their HESA solution, which UH were the first to use to complete and submit a HESA return. This included liaising with Core and the business to ensure that the solution met the University’s needs whilst providing efficiency gains within HR – allowing more time to be spent on improving the data quality of the return. - Using a variety of tools (Oracle Discoverer, Cognos Impromptu, MS Excel and Access) to provide management information and data analysis for the HR department and the wider University. Along with managing, developing and maintaining a suite of business facing reports and more general adhoc reporting, I was heavily involved with supporting the Business planning rounds, both with the financial data relating to staff and providing all related staffing data. - Working with Core International to develop the system’s Business Intelligence tool to ensure the needs of the business are met.- Undertaking and supporting data cleansing exercises as necessary, most significantly leading on an exercise to cleans staff and HESA data on the previous Genesis system in preparation for the data migration to CoreHR. - Supported the tender process for the new HR and Payroll system including helping to understand and shape HR’s requirements, analyse the tender documents and provide feedback on supplier presentations. - Representing the HR department on all data and system related user groups

Duties included:-- Managing the departments HR Database, Simply Personnel, including; entering/amending/deleting records, constructing workflows to streamline processes and training employees on the HR front end section of the software.- Responsible for generating ad-hoc and monthly reports for the Investor Services department using Simply Personnel’s SQL tool, providing potential Investors with accurate and timely MI statistics from the company’s inception in 2000 to the present.- Providing managers with quarterly annual leave and absence reports to help them effectively manage their departments.- Responsible for compiling the monthly HR Management Information pack including Headcount figures, Staff Turnover YTD, Absence reporting, monthly Joiners and Leavers, Inter department moves (YTD and monthly) and various recruitment metrics. This process includes the use of our SQL tool and Excel to manipulate the data into an easily digestible and understandable format for the HR Director to present on. - Processing the monthly Payroll changes ensuring that new starters are put onto the payroll in time, leavers are properly processed, overtime is paid accurately, any bonus’ or deductions are accounted for and pension joiners are processed.- Responsible for the new starter process including; entering new starters onto the database and ensuring that the relevant benefits for employees are started.- Co-ordinating and administering new starters’ first day inductions.- Being the first point of contact for employees and managers with HR queries.- Assisting with Employee Relation cases including minute taking and preparing letters.

Duties included:-- Maintaining and managing the HR Database, Cascade, including; entering/amending/deleting records, constructing workflows in line with HR’s and the Business’ needs, running queries for reporting, administering surveys using the database’s Survey tool, managing the synchronisation with both in-house IT and Actuarial systems.- Responsible for the compiling of monthly HR Management Information pack for the Board which included Headcount figures, Staff Turnover YTD split per department, Absence reporting with time and cost analysis and recruiting forecast figures. A process which included using the HR Database and Excel to manipulate the data into an easily digestible and understandable format for the HR Director to present on.- Responsible for the new starter process including; entering new starters onto the database, liaising with payroll, the benefits team and IT to ensure everything is set up for their arrival.- Co-ordinating and running new starters’ first day inductions which cover the Group’s history and culture, it’s policies and training on the end user employee element of the Cascade system.- Responsible for the HR Intranet in both a maintenance and design context making use of my extensive HTML knowledge.- Dealing with HR queries through our phone and email Helpdesk system, referring to the Group’s Policies and Procedures as necessary.- Responsible for the timely response to references requests, both employment and tenancy/mortgage requests.- Dealing with employee end of probations, communicating with Managers in relation to probations/extensions of probations and drafting letters accordingly.- Dealing with the administration of the Group’s internal training programme including; co-ordinating the courses with the trainers, delegates and facilities and collating course feedback.- Assisting the HR Advisory team with administrative tasks such as taking minutes in formal meetings when required.