To lead the Human Resources team providing a comprehensive HR service to tall stakeholders. Develop and deliver the Human Resources Strategy and work in partnership with the organisation to enable it to meet educational and service requirements. To influence cultural change by developing effective HR policies and procedures and helping to create an environment which encourages accountability at all levels. • Manage the operations of the HR department, including the design of an organisational structure adequate for achieving the department’s goals and objectives • Manage, devise and implement a strategic HR framework which supports and meets the overall aims of Worth • Manage the HR budget of c£500k and the organisation staff budget of c£12.8m• Responsible for the delivery of key HR projects including the implementation of an HRIS, a support staff terms and conditions review, TUPE, etc• Maintain relevant compliance across the organisation, developing and implementing appropriate policy• Manage employee relations matters to their successful conclusion including the handling of grievance/disciplinary matters and litigation• Coach senior leaders across the organisation

• Provide professional business partnering support to ensure effective people management practice in relation to staff planning, recruitment & selection, performance review & reward. Established effective & productive working relationships with academic & professional services staff to support the effective management of people issues in the workplace.• Engage with and advise managers on employee relations issues, undertake investigations, including SOSR, restructuring exercises, TUPE, performance management, absence & capability management, advising & managing equality, diversity & inclusion matters, disciplinaries & grievances, settlement agreements, Employment Tribunal case management, ensure the robust, consistent and effective implementation of HR policies & procedures.• Designed & delivered employee development programmes, such as manager induction & appreciative inquiry,• Analysis of data & implementation of local people plans, including facilitating staff survey results feedback sessions & improvement plans,• Designed a comprehensive HR change management approach, integrating best practice, working as HR lead on a change management programme charged with achieving savings of £14m, currently designing and implementing a Voluntary Severance Scheme targeting 10% staff cost savings. This includes modelling options & scenarios, creating a self-service portal & managing the voluntary severance process,• Led the achievement of the Customer Service Excellence award,• Facilitate improvements in customer satisfaction following feedback using both Appreciative Inquiry and Marginal Gains,• Facilitated & coached managers to support them manage the performance of individual employees without them being subject to claims of bullying & harassment,• Job & origanisational design, recruitment, best practice,• Led on the development of policy,• Worked with colleagues to commercialise intellectual property opportunities in the field of Quantum Computing.

Led a team of HR professionals to provide support and challenge to senior leaders in people management matters, particularly relating to difficult employment issues. Responsible for the delivery of best practice HR services across the organisation, developing & delivering a people plan to achieve business objectives, work with the CEO & senior leadership team, serving diverse cultural divisions. Responsibilities & achievements included:• Line managed, supported and coached a team of four HR Professionals to ensure HR activities were completed in line with performance standards,• Responsible for all employee relations, both individual & collective, undertook negotiations, investigations, developed employee engagement strategies, employee communications and case management, to underpin organisational values,• Led the implementation of a development approach for all staff, undertook organisational wide training needs analysis, implemented development strategies for all employees, including apprenticeships, leadership development programmes, induction, safeguarding training, health & safety training & CPD,• Ensured effective reward systems were in place that motivated & retained the best talent, & ensured necessary statutory reporting was complete including Gender Pay Reports,• Drove employee engagement through the use of web-based survey tools, eLearning and feedback techniques such as appreciative inquiry and focus groups,• Ensured effective talent acquisition alongside the achievement of regulatory compliance relating to recruitment, particularly with regards to safeguarding, led the team to achieve two successive regulatory inspections achieving the standard of 'Excellent' on both occasions, led on all elements of safeguarding compliance relating to recruitment,• Ensured compliance with legislation, including undertaking role of GDPR lead for all HR practices,• Project managed the implementation of a new HR information system

Responsible for the strategic planning and delivery of effective Human Resources policies and practices at HMP Ford. This included:• Advising the Governing Governor and the senior management team on all people management issues,• Support the Governor is achieving all the establishment's Key Performance Targets,• Develop and maintain a manpower plan to achieve objectives within agreed budgets,• Organisational design and development,• Providing a consultative service for line managers,• A strategic, tactical and advisory role in reducing absence,• Leading the prison through the achievement of the Investors in People standard,• Leading the strategy to increase employee engagement,• Developing trade union relationships, including with the Prison Officers Association,• Developing strategies to increase Leadership, Management and Employee Capability,• Advising on employee relations matters, discipline, grievance and tribunal claims,• Co-ordinating all nationally driven change management programmes including project management methodology, planning, consultation, training, communications, project assurance and delivery.

Implementing a major organisational development programme. This project included the loss of seven product lines, consolidation of a further line, and the introduction of a major new product. The strategic plan also included the redevelopment of the site infrastructure and the introduction of SAP. My responsibilities included:• Organisational design,• Understanding the site culture and preparing proposals for cultural change,• Implementing a job evaluation scheme,• Staff communications exercise,• Working with the directors in the recruitment of key teams.

Responsible for providing a proactive HR service to the London and South East Region. During this short assignment I provided• Accurate up to date employment law and policy advice to line managers to maximise employee contribution and minimise risk,• HR support in disciplinary hearings, advising senior managers on complex cases, coaching junior managers through their first experiences of disciplinaries,• Support to managers in attendance matters, including dismissals,• Advice on TUPE Transfers,• Support to employees with ongoing medical problems through the medical dismissal procedure,• Advice on complex grievances, both on the handling and the content,• Undertake redundancies, including consultation and fulfilling statutory responsibilities,• Advice to managers on how to deal effectively with poorly performing employees,• Undertake dismissals for poorly performing probationary employees,• Provide advice to line managers on the employment of workers from outside the UK.

Responsible for training in headquarters and specialist functions of the Claims Division. This required me to:• Develop a full understanding of the industry, its key influencers, and the training implications of these influencers,• Build and maintain good working relationships with directors and senior managers,• Within a regulated environment undertake individual and corporate training needs analysis, including identifying evaluation criteria,• Write and deliver training programmes,• Coach managers to improve performance of their work area.

Responsible for the full range of HR activities, specialising in Employee Relations activities, as Business Partner to the divisions focused on manufacturing, enterprise, innovation and skills, and to a subsidiary regeneration company, and lead advisor in the field of employment law, employee relations and industrial relations. Activities included:• Employment policies, - prepare the organisation of new employment legislation and put building blocks in place for future legislation, including UK and international law,• Advising the organisation and protecting it from employment tribunals,• Local trade union consultations and negotiations, e.g. Successfully negotiated a facilities time agreement with trade union,• Leading on discipline, grievance and performance management issues, coaching line managers in procedures and ensuring correct application,• Business and Manpower planning – manage the divisional plans and contribute to the organisational plan, monitoring and liaising with finance to ensure accurate spend and forecast,• Recruitment and Selection for a full range of employees, from senior managers to admin staff,• Implementing HAY Job Evaluation scheme and new grading structure,• Performance Management, e.g. provide a cost effective service to the organisation in addressing poor performance,• Learning and Development, e.g. train and advise managers in disciplinary and grievance matters, using informal and formal approaches to improve performance,• Absence Management, e.g. conducting an absence management audit, reducing absence levels and sharing best practice,• Change Management – drawing up a change management framework to assist organisation in its approach to change management.