- Lead the creation and implementation of HR infrastructure covering the full talent management cycle- Lead the design and implementation of service/faculty specific people plans, ensuring strategic alignment to the University’s People Plan deliverables, and meaningful analysis of the right HR metrics, People Plan KPIs and organisational intelligence to inform decision-making and areas for improvement.- Ensure a systemic approach to talent planning, attraction, development, engagement, and retention which supports the University’s commitment to creating a proud, inclusive, and valued workforce. - Lead the development of a compelling Employer Value Proposition enabling the University to attract and retain a diverse range of talent which is representative of the communities and students we serve. - Ensure a strategic approach to workforce planning, utilising appropriate organizational metrics and people analytics to balance capacity, resources and capability of current and future workforce.- Design, pilot and deliver innovative solutions to support management and leadership development, ensuring an agile and digital focus, and an approach to shared leadership which is well understood and embedded. - Design and deliver an approach to coaching and mentorship which embodies the University’s vision and values and aligns with the commitment of embedding a shared leadership culture. - Work in partnership with internal and external stakeholders

- Implement a consistent approach to organisation design methodology, and to ensure integration and dependency management across the organisation and alignment with the organisational strategy. - Carry out detailed research, data collection and conduct analysis to generate insight to help determine client needs and provide compelling recommendations- Support and work collaboratively with directorates and teams, key business owners and Subject Matter Experts (SMEs) to define the project scope and plan the organisation design component of directorate changes by identifying interdependencies and assist in their management across the organisation.- Work with the HR Business Partners (HRBPs), HR Learning & Development (L&D) and HR People Services colleagues to sequence organisation design activities, establishing clear handoffs and clear ways of working.

• Lead on researching, designing and delivering effective learning and OD solutions, • Build trusted relationships with leaders, managers and colleagues within Faculties, departments and HR to enable exploration, diagnosis, design and delivery of OD solutions • Deliver leadership and management development programmes for senior Colleagues• Evaluate learning and OD Interventions to measure ROI•Support the creation and delivery of targeted employee experience/ engagement plans• Support the delivery of the broader HR agenda•Support organisational change within the University by working collaboratively with the Change Team

•Oversee learning, development and progression for 22,000 Colleagues nationwide, leading a team of 38 learning professionals, geographically dispersed across the UK• Lead on organisational restructures and org redesign, acting as an internal consultant• Lead on Leadership and Talent initiatives • Representing People Development at a Senior level in collaboration with the wider People Team• Developing behavioural based framework • Measuring return on investment for key learning initiatives • Achieving Gold Investors in People Status for 33 care homes in the North West

- project management of L&D stream on new acquisitions - oversea accreditation’s including ILM, skills for care, and royal pharmaceutical society - coach and lead on Academy coaching programme for middle and senior managers - specialist in values based performance management and development- qualified Organisational Psychologist and Registered Practioner in various Psychometric tools

- to oversee Learning & Development at HC-One- manage projects in partnership with relevant internal and external providers - Develop materials for programme content (e.g. e-learning, multi-media, documentation, etc.)- Work closely with operational teams and Home Managers - Develop a UK-wide implementation plans & communication plans during project phases

- National role - Developing and managing Home Group's coaching network, arranging CPD events for qualified coaches and calculating return on investment- Coaching Senior Managers and Leaders to support them in their Leadership roles- Building and improving on the in-house, ILM accredited coaching provision to demonstrate ROI- ILM Tutor and facilitator - Qualified ILM Level 5 Coach & Mentor- Design and re-launch of online 360 based on Home Group values for 600 managers across the UK- Creation and development of the values steering group to engage colleagues with Home's valued behaviours and linking it to strategy development - Working in collaboration with HR and L&D colleagues on business wide projects

- Advising Managers and Staff on all personnel and professional training and Development issues operating as a manager and internal consultant- Managing University wide projects such as creating an International induction film suite, creating an appraisal training refresher online film; creating online ncl360 tool, launching a mentoring scheme, and writing a management development programme – ‘The Chameleon’- Coaching Managers to conduct Performance Reviews - Measuring Return on Investment (ROI) to link to HR Strategy- Providing 16pf, MBTI, TMSDI and 360 feedback as part of management and staff development- Sourcing external facilitators, negotiating budget- Creating departmental and personal development plans- Delivering workshops to staff and managers at all levels.

- Recruitment from succession planning to budget and interviewing - Handled grievances and disciplinary hearings - Offered HR support to all Head of Departments and staff- Created bespoke training courses and trained staff internally- Arranged for staff to attend training courses - New Starter Induction Programme- Regular updates with Heads of Department to assess recruitment, training and other Human Resource needs- Designed bonus scheme to assist retention in chefs

- Dealing with day to day HR enquiries through email and phone calls- Alerting staff managers to employee sickness absence levels - Organised and sourced training courses and assigned staff - Ensured new starters had completed an pre-employment occupational health questionnaire - Inputted CV’s onto system and distributing them to relevant managers- Processing expense claims in accordance to Inland Revenue requirements - Maintaining accurate salary information to aid Salary review - Wrote and posted advertisements on National websites - Created induction plans for new starters