Providing Project management on payroll migration, and in-sourcing of recruitment and workforce Information as well as consultancy process re-engineering

Reported into the ESR Project Manager. Supported a project to roll out Establishment Control to provide an accurate picture of vacancies across the Trust, upgrade staff budget management, and maximize the quality of HR and Payroll Data.

Reported into Assistant Director of Workforce. Supported the Workforce Information function in rolling out Manager Self Service/Employee Self Service (MSS/ESS) and effectively using HR data.

Reported into Associate HR Director. Managed the Workforce Information Team on an interim basis. Coached and guided the team in producing workforce information and effectively using ESR. Built relationships between Finance and Payroll to support the team, drive workforce information quality, and reduce rework across departments.

Managing a diverse team with contingent and substantive members to ensure completion of all payroll and related accountancy activities. Also led a range of projects and supported the migration of data and processes from legacy to the new payroll system.

Reported into HR Director and Head of HR (Systems). Managed team of consultants recovering £400k of payroll overpayments, and managed migration of Trust's payroll contract, service, processes and data to a new payroll provider.• Specified requirements for overpayments team and liaised with external agencies to recruit suitable candidates.• Developed work protocols and quality standards with team, and ensured adherence with Trust policies on overpayments• Implemented tailored burn-down charts in Excel to address stakeholder requirements for a progress reporting system that could forecast eventual completion date.• Met with HR colleagues and unions on sensitive overpayment cases, and implemented approaches to address their concerns within the stakeholder's requirements for debt recovery.• Worked with new payroll provider and HR to implement key lean processes• Managed programme of Benefits Realisation with interim payroll provider.

6,000 staff, £275m turnover, payroll bill £183m, £900k payroll contractReported into HR Director & Deputy HR Director. Represented HR department at key internal meetings and quality groups. Led the Trust’s HR systems support and information team, providing a service for around 400 managers. Coached the team in improving service standards. Supported team with welfare and work issues. Worked with other Senior Managers to implement a new structure for HR. Managed the Trust’s payroll contract covering an annual £183m paybill. • Coached team members and colleagues.• Led team, performed supervision and appraisals, and provided support during departmental re-structuring.• Developed a HR IT Systems strategy to increase HR productivity and data quality, and reduce HR costs.• Defined and reviewed business cases, and developed revenue and capital budgets for implementing the HR IT Systems strategy• Planned projects from inception through to completion• Worked with stakeholders to develop system specifications for contract tenders.• Led contract negotiations with suppliers and service providers• Managed teams and projects within a quality framework to ensure audit, risk management and governance requirements were met.• Reported progress to senior managers, directors and other stakeholders.• Presented to, and influenced key stakeholders, e.g. unions, internal auditors, and Directors• Ensured projects were delivered within scope, time, quality and cost. • Improved productivity through changing working practices, policies and procedures, and developing appropriate training.

18,000 staff, £700m turnover, £525m paybill, £8m payroll contractReported into HR Directors of client Trusts. Led five separate projects within five NHS Trusts in Oxfordshire to implement a new HR and Payroll system covering 18,000 employees to a national, penalty-driven, timetable. Directly managed five project managers each with their own team of 4 – 5 people.• Provided leadership to Trust project managers and facilitated the development of local project and resource plans.• Constructed a training suite to support the roll out of the new system.• Developed and managed a communication structure, to ensure regular information flow, project progress to be monitored, and issues to be escalated in a timely fashion.• Involved key experts where necessary, and ensured prompt resolution of problems with project managers• Enabled Managers and staff to support the project's vision through engaging effective change management methodologies• Produced project progress reports and presented these to HR directors, trust boards and other stakeholders • Ensured the application of a nationally driven quality management process for HR and payroll data