Paul Bradshaw Email and Phone Number

Supporting people change through my consultancy Inicio People Development. For me leadership and engaging people in change is all about inspiring them; by our approach, through our succesful track record and in painting the vision of the future they are helping to develop. The latin word Inicio which means to inspire very much reflects this. I am a Chartered Fellow of the CIPD and have a wealth of HR & OD experience at board level in the public and not for profit sectors. I have extensive strategic and operational experience in transforming large public sector organisations and in modernising and designing HR & OD functions to deliver business objectives. My key skills include, strategic planning, organisational design, transformation, performance management, pay and reward, coaching and mentoring, leadership development, workforce planning, succession and talent management, cultural development/change, employee engagement, and in industrial relations, pay structures and in inward and outward TUPE. I am also skilled in developing new businesses and in managing shared services and contracts. I thrive the most during large scale fast paced change and key projects have ranged from building an entirely new council of 14,000 staff, with a new identity and new culture to modernising pay structures saving many £millions, to developing competency frameworks, organisational cultures and performance systems, which added significant value to the bottom line.

I was a member of the Executive Board for the Foundation in developing our strategic direction and plans to significantly grow the workforce and the much needed services we provided to people and organisations in and around Bath. Key HR & OD projects included, strategic workforce planning to support our ambitious plans, developing an organisational wide behavioural competency framework, developing a fantactic organisational culture, rolling our organisational wide coaching and improving our performance management approach, all of which signifcantly improved our impact, performance and employee engagement.

I joined the Council 7 days before it came into existence, meaning my first key OD intervention was the most challenging, this being to develop an enitrely new organisation, with a new identify, new culture and new workforce of over 14.000, from four predecessor organisations. In developing a new HR & OD service based on a highly effective business partnering model, our first People Strategy, in recognising the many OD needs of a new organisation meant our challenge was to deliver the full range of OD interventions in 2 years and not over a rolling on-going period. The many highlights included, developing an entirely new leadership team and engaging leadership style from the top down, producing the Council's first organisational wide strategic plan (as well as our first People Strategy), managing the overall transformation team and programme, signing a collective agreement with the unions which saved £6.5m a year and modernised our pay structure, introducing and embeding a leadership competency framework, developing a new operating model, launching a nationally recognised and accredited apprenticeship programme and in developing and launching a joint leadership development programme for the wider public sector in Cheshire.

I provided professional advice to the leadership team, Cabinet and Council on the strategic management of a workforce of circa 11,000 staff. During my time with Wirral I centralised many HR & OD functions saving circa £1.5m, produced the first People Strategy, introduced strategic workforce planning, harmonised pay at well below the average cost in local government and designed and launched a cross public sector leadership development programme to MBA level, which was later picked up and rolled out across the region by the employers organisation.

Whilst at Leeds I provided proefssional HR & OD services to a department employing 2000 staff and 5 arms length housing associations and a tenants management association, which jointly employed a further 1000 staff, supporting 6 Chief Executives. I also took a lead at the corporate HR level for the employment relationship. Whilst at Leeds I completely remodelled the HR & OD service on a business partnering basis and succesfully won the continued work of the various partner organisations and through this made a signiciant profit which I reinvested into HR project development. I introduced strategic workforce planning, supproted the redesign of the department and introduced talent management, a leadership development programme and an equality and diversity programme which increased representation levels. I also worked with the arms length organisations to remodel their structures, widen job roles and to redesign their pay structures.