Working with various not-for-profit organisations, particularly in a Diocesan/Church setting, to mediate conflicts and facilitate conflict training within and between parishes, clergy, PCCs, and wider communities. Experienced facilitator of initiatives where religious, theological and belief systems may be challenged. Qualitative research interviewer operating within an interpretivist/contextualist paradigm.

HR Lead for merger of 2 Group subsidiaries in 2009. Central lead for all industrial and employee relations matters, including central contact for all union matters. Development and delivery of all IR strategy, both internal and Group-initiated.Negotiated joint union recognition agreement with reduced collective bargaining unit following merger of 2 Group subsidiary businesses.Central lead in the senior management team in all negotiations related to collective bargaining matters, including annual pay negotiations, terms and conditions, benefits policies, and company policies.Senior management contact for all Group HR matters including European Works Council.HR Lead for all pay and benefits from policy through to administration. Achieved up to 30% reduction on Private Medical insurance costs.Employer-nominated Trustee and Trustee Board Chair for defined contribution pension scheme, leading the Company decisions relating to benefit provision, and leading the Trustees through the process of winding up the scheme. Managed withdrawal of Participating Employer employees from defined benefit pension scheme.Line management and Company responsibility for Health and Safety throughout the Company's operations.HR Lead for the implementation of fully outsourced payroll provision. Responsible for establishment and implementation of processes reducing payroll errors by 75%.Lead on all TUPE (transfers in and out of the business) of in excess of 100 employees. Negotiated a reduced group of transferring employees from 250 to 94 through examination of the organised groupings in scope.HR Senior Management attendee at Board meetings, reporting key HR and Health and Safety metrics to Board Directors operating on behalf of Group shareholders.Line management of HR Management and Advisory team, Health and Safety, HR Administration and centralised operational administration teams.Company turnover 2016 - £35m, Employee Headcount 820 (January 2016), Salary bill £25m

Responsible for the full range of HR activity involved in a merger with a sister Group company including all aspects of TUPE, pensions change, consultation and withdrawal from legacy DB pension scheme, large scale redundancy programme, and change management.

Overall responsibility for approximately 4,000 employees across 4 Regions and up to 70 sites. Regions included Midlands, London, South East and South West. Successful case management of Regional Employee Relations cases, to reduce legal and commercial risk.Core member of Assessor team for selection process of 170 Regional, Functional and Depot Managers, including Sales, Finance and Service Delivery functions. Core member of Integration HR work stream alongside other functional specialists.Delivery of core HR strategy and change management policies throughout the business.Working closely with the Management Development Specialist and Head of Learning and Performance to identify training needs and learning programmeAssessment and development centre feedback incorporating OPQ and aptitude test feedback and adviceFacilitation of assessment and development centres including wash-up discussions and recommendationsDrafting and editing of HR policies and procedures, providing strategic input and recommendations for commercial applicationOngoing review of Employment Contracts to devise one single contract from 140 versions from approximately 50 different businesses

• Implementation of several personnel administration and HR management systems for client companies from scratch, including implementation of employment policies, procedures, contracts and handbooks• Development of long-standing client relationships with core clients resulting in clients’ renewal of annual advice and support or outsourcing contracts year on year• Successfully negotiated settlement at EAT stage for a private individual from the respondent employer