Fostering effective business partnering and working relationships with senior leaders & Trade Union colleagues to enable the delivery of the Trust's people and workforce plan aligned to the Trust's people strategy and the NHS people plan. Leading the HR Operations team in the provision of advice, coaching and development for line managers across the employee lifecycle. Leading on the implementation of people cultural change, for example, Regroup-Reflect-Recharge campaign, improving people practices and restorative just culture. Since joining the Trust, I have been the Workforce lead as part of our COVID-19 Incident Management Group and led on the research, design, implementation and assurance of COVID-19 risk assessments for all of our staff, as well as the provision of COVID-19 workforce hub resources, including FAQs.

Accountable for leading, designing and implementing the Employee Relations strategy, plan and service at a multi-site NHS Trust covering circa 12,000 employees.Programme Management & implementation of Empactis sickness absence system transformational change for all Trust employees.Supporting the development, implementation and delivery of the Trust’s HR strategy and delivery plan.Leading the redesign of the Employee Relations and HR Administration Service in line with Ulrich’s Shared Services (1997) model and the Top Best Practices for the High-Impact HR Organization (2011), Stacey Harris, Bersin and Associates to drive cultural change.Development of the trust-wide Reward & Recognition strategy.Leading on change activity, including sickness absence quick wins and the design of a health and wellbeing summit (based on the Department of Health best practice) to reduce sickness absence to achieve the national target of 3.39% (direct costs of 11.5 million per year for UHNM trust from Nov 15 to Oct 16).