Phil Sharp Email & Phone Number

Storrington, GB

• 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.
• 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

Brighton, United Kingdom

• Provide professional business partnering support to ensure effective people management practice in relation to staff planning, recruitment & selection, performance review & reward. Established effective & productive.
• Engage with and advise managers on employee relations issues, undertake investigations, including SOSR, restructuring exercises, TUPE, performance management, absence & capability management, advising & managing.
• 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.
• Led the achievement of the Customer Service Excellence award,

Horsham

• 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.
• 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.
• 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.
• 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,

• 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,

• 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.
• 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,

• 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.
• 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,

Master Of Laws - Llm, Employment Law, Distincition

Level 7 Advanced Professional Certificate In Investigative Practice (Apcip)

Gcipd, Hr