Sue Balcombe Email & Phone Number

Welwyn

Handling HR Consulting, projects and interim work with specialist areas of expertise in:• HR Strategy: Identifies current and future human resources needs for an organisation to achieve its goals. Serves as a link between Human Resources and the overall strategic plan. Aligns HR to fit, rather than work against, business goals. • Human Resource Planning: Includes creating a retention strategy, absence management strategy, flexibility strategy, talent management strategy, and recruitment and selection strategy.• HR Health Checks: To ensure the company is meeting its legal obligations as an employer. Carrying out a review of the policies and procedures thereby reducing the risk to financial claims.• Performance Management: Introduces performance management programmes that improve morale and increase productivity.• TUPE: provides pragmatic advice and guidance to a company with acquisition or sale of a business from due diligence through to completion, working alongside HR teams or managing the process independently• New Company: Analyses what it is required to establish a new business; advises on a workable Human Resources strategy.• Auto enrolment: Reviews your current work force and company approach to remuneration. Proposes approach to auto enrolment covering recommendations on providers and roles/responsibilities for payroll, pension provider and HR.

London

Head of HR Practice managing a team of associates who come from a variety of backgrounds, both specialist and generalist, to provide a tailored service for clients according to their needs.

Reporting to CEO and initially recruited to manage the auto enrolment process in a 4 week window; successfully achieved this and continue to provide outsourced HR support

London

CONFIDENTIAL ASSIGNMENTS Handling complex investigations for clients regarding allegations of bullying, victimisation, sexual harassment, sex and race discrimination up to and including Board level

Reporting to MD and initially recruited to advise on TUPE when a new business was acquired; retained to provide an outsourced HR service including designing and implementing a full range of policies and procedures, performance management, TUPE transfers in and restructuring within sites

London, United Kingdom

Senior HR Consultant Standalone HR role reporting to Chief Legal Officer with responsibility for providing full outsourced HR service to the UK corporate Headquarters following the merger of a Spanish and US company.Established the full range of employee documentation and people processes ensuring all key staff recruited within agreed timelinesDeveloped and managed the relationship with Global HR teams faciltating effective transfer of executive staff to London.Defined full range of benefits and secured providers pensions, medical insurance, permanent health insurance and life insurance for Directors and employeesProvided recruitment support and guidance coaching executive team to ensure compliance with UK employment lawManaged the relationship with Ernst & Young to ensure effective payroll processes and the smooth transition of employees transferring to the UK

Reporting to Director and initially recruited to provide advice and support for a business restructuring exercise following an acquisition; retained to review all HR documentation and manage all people related aspects of a 2nd business acquisition• Managed the people related aspects for 2 business acquisitions alongside the redundancy of 15 staff including all communications and consultation processes• Secured alternative roles for 2 staff within the Holding Company and 2 staff transferred employment to Paragon thereby reducing redundancy costs and retaining key staff.

Reporting to CFO and responsible for managing the TUPE aspects of the transfer of the Low and Bonar grass yarns business in Dundee to Abu Dhabi.• Planned an appropriate approach including advice on communication, and TUPE transfers as required,• Managed employee consultation with Trade Union and Employee representatives together with the implementation of all redundancies: close liaison with both senior management teams ensured transfer completed on time without any employee relations issues

Redhill, United Kingdom

Reporting to CEO and recruited to manage the closure of the Redhill office with responsibility for all people related aspects.• Manage communications with staff including one to one consultations and issuing notices of redundancy• Manage the payroll and benefits administration and liaise with London office to ensure compliance with corporate procedures• Manage the transfer of all staff data to Head Office on closure of the office

London

Reporting to COO of Global Equity Investment Firm and responsible for managing the people related aspects arising from outsourcing services from 2 departments.• Planned the impact and execution of outsourcing services to include timelines, working with the management team to plan the overall restructuring and taking into account the risks to the business.• Reviewed contracts, staff handbook and policies to ensure that both policies, procedures and best practice were followed in line with legal requirements• Developed an implementation plan for each individual including briefing managers, drafting all documents and liaising with legal advisors• Attended consultation meetings and prepared all documentation pre and post meetings to ensure compliance with legal requirements• Liaise with individual employment lawyers and provide support to managers at appeals where appropriate

London, United Kingdom

Reporting to Chief Human Resources Officer and recruited to manage all HR aspects of a TUPE transfer of 100 staff from Murco (part of Murphy Oil) to a new Puma UK company.• Successfully managed consultations with Unite Union Reps. resulting in agreement to measures introduced as part of the transfer• Managed the relationship between Puma Global HR teams and Murco HR staff with clear lines of communication between all parties to ensure project stayed on track and the sale was completed on the due date.• Secured and implemented the full range of employee benefits including a new pension scheme, private medical insurance together with occupational health provision and healthcare benefits within a 3 month timeframe• Designed and issued welcome letters and contracts for transfer date and drafted full range of HR policies for new HR team to implement.

London, United Kingdom

Reporting to MD with responsibility for managing all HR areas to help the company grow the London office.Completed project to increase staffing by 60% to fulfil initial business requirements through working closely with senior management team. Successfully introduced HR framework to enable permanent HR Manager to develop people processes in line with the business plan.

Retained by Isabel Hospice to manage a pay and benefits project incorporating structural changes in income generation teams, radical changes to terms and conditions and the introduction of auto enrolment

Recruited to bring commercial expertise to a healthcare environment. Reporting to the CEO and responsible for designing and delivering an HR strategy to drive change, improve performance and support the business strategic objectives.• Conducted a review of organisational design, secured approval to introduce change to an infrastructure with clear corporate leadership and accountability; this resulted in a change from a joint leadership to the appointment of a CEO which has significantly improved the running of the business.• Successfully managed the restructuring in 3 key departments where previous attempts had failed; resulting in the medical team able to deliver 7 day admissions, day care services organised to meet the changing needs of patients and a competent audit function to ensure CQC and regulatory compliance. • Introduced a management training programme as an integral part of assessing management capability. • Reviewed HR/Payroll systems and introduced improvements to processes, which significantly reduced errors, thereby reducing costs and ensured compliance with legal obligations.• Secured funding for an HRIS enabling timely and accurate management information to be provided to the Board and senior managers, resulting in improvements to absence management and the management of pay and benefits.• Reduced the HR expenditure by 50% through renegotiating service contracts; this enabled support services to be made available to all staff through the introduction of an Employee Assistance programme.• Introduced a Staff Forum as the platform for discussion with employee representatives from all parts of the organisation, improving communication between senior management and staff.• Redesigned recruitment procedures to comply with legislation; introduced more effective methods of recruiting and retaining staff.

Project managed the acquisition, renovation and building of properties

Slough, United Kingdom

Reporting to European Vice President, Human Resources and responsible for managing a major change programme in the manufacturing division and managing a full HR service to both the Black and Decker UK/ROI company and manufacturing division.

Reporting to the Managing Director and responsible for managing a major change programme in the Retail division following acquisition of a chain of shops

During my career at Abbey National, I progressed from a management trainee, to Personnel Manager in Central London through to HR Manager for major projects; responsible for managing all HR aspects on a range of major change programmes

Ba Hons

Education record