Ruth Bell Email and Phone Number

Responsible for undertaking a personal caseload of general HR activity aimed at underpinning the effective management of the organisation which included:• Providing effective, timely and reliable advice and support to staff and managers in dealing with a wide variety of HR issues, ensuring compliance with Society policies and procedures, employment law and statutory and sector specific requirements.• Undertaking a range of both straightforward and complex HR activities including a caseload of absence management, capability, performance management, contractual queries, probation, induction, discipline, grievance, redundancy and restructure, recruitment and selection.• Overseeing the day to day running of the HR office including supervising other staff and allocating work appropriately.• Policy and procedure development ensuring that they are up to date in line with employment legislation. Writing new policies and procedures; reviewing and developing those that are already in place; and ensuring that managers and staff have a comprehensive understanding of the policies and procedures that are in place.• Collating and analysing a variety of management information; developing and implementing appropriate action plans to ensure continual improvement.• Deputising for the Head of HR, making decisions and resolving issues as appropriate.

Responsible for delivering an effective and efficient HR service which supported the achievement of the Society’s strategic objectives. The main duties of the position included:• Providing professional HR advice and guidance on all aspects of people management; advising on complex and sensitive organisational and people issues to allow managers to take appropriate action.• Managing the HR team to deliver a quality and customer focussed HR service. Providing staff with support and guidance on individual cases.• Developing and overseeing performance management processes to ensure a high performing culture at both an individual and organisational level.• Liaising with Trade Unions to ensure good employment relations were maintained.• Providing monthly and quarterly key information to Senior Managers and Trustees identifying key areas of improvement and recommending appropriate courses of action.

As well as carrying out the Human Resources Advisor role, I was responsible for overseeing the day to day running of the HR office which included supervising the other HR staff and allocating work appropriately. I was required to deputise for the Head of HR, making decisions and resolving issues as appropriate as well as attending Trade Union meetings.

Responsible for undertaking a personal caseload of general HR activity aimed at underpinning the effective management of the organisation which included:• Providing effective, timely and reliable advice and support to staff and managers in dealing with a wide variety of HR issues, ensuring compliance with Society policies and procedures, employment law and statutory and sector specific requirements.• Undertaking a range of both straightforward and complex HR activities including a caseload of absence management, capability, performance management, contractual queries, probation, induction, discipline, grievance, redundancy and restructure, recruitment and selection.• Policy and procedure development ensuring that they are up to date in line with employment legislation. Writing new policies and procedures; reviewing and developing those that are already in place; and ensuring that managers and staff have a comprehensive understanding of the policies and procedures that are in place.• Collating and analysing a variety of management information; developing and implementing appropriate action plans to ensure continual improvement.

Responsible for all aspects of the Human Resource function for three of the six Directorates within the College. Main duties included:• Acting as an HR Business Partner, providing advice and support to management on issues such as sickness absence, capability, performance management, discipline and grievance; ensuring compliance with College policies and employment legislation.• The management of sickness absence. Examining sickness data looking for trends to identify staff any staff or departments where sickness may be a cause for concern. Carrying out sickness trigger meetings for those staff with unacceptable short term sickness and ensuring that levels improve. Arranging and leading home visits for those on long term sick as well as ensuring colleagues are phased back into work correctly and with adequate support. Liaising with occupational health to arrange referrals; and assisting staff with any needs for counselling.• Dealing with redundancy situations. Liaising with the recognised trade unions within college to ensure that best practice is followed and the College is adhering to the 3 R’s procedure (Redundancy, Re-training and Re-deployment). Conducting consultation meetings with staff at a variety of levels and calculating redundancy payments.• Working with line managers to develop effective recruitment campaigns, supporting advertisement development and placement, job description and person specification review, shortlisting, interview, pre-employment checks and induction in a comprehensive end to end recruitment service. • Producing recruitment statistics on a monthly basis for the Executive team and providing a wide range of support to the Head of Human Resources.

Responsible for the management of the recruitment process for all Stadium Catering matchday staff, Executive Kitchen Porters and Shearer’s Bar staff. This included:• Undertaking all duties associated with recruitment.• Organising and conducting initial induction and ongoing training.• Monitoring the sickness/absence of all matchday catering staff and following up with letters or meetings where necessary.• Involvement with disciplinary meetings, including compiling invitations and taking notes at the meetings.• Conducting maternity and paternity interviews and producing relevant paperwork including any follow-up correspondence.