Susan Burns Email and Phone Number

• Providing advice and support to managers and employees on the range of HR policies, people issues and current legislation.• Developing and maintaining effective working partnerships with the business to identify and deliver practical HR solutions.• Liaising with recruitment and learning teams to ensure consistent approach across business areas.• Providing advice and guidance relating to all employee relations matters, including working with investigating officers to conduct investigations and deliver conclusions for all Grievance and Disciplinary cases. Manage any meetings required post hearing. • Deliver professional support to clients in all aspects of performance management.• Ownership of the absence management process including providing support to those on long term absence and management of the Long Term Disability Policy. Managing the process for colleagues that meet frequent absence triggers. Liaising with Occupational Health and Line management to develop a strategy for each employee.• Supporting the HR Director with the year end promotion and compensation process.• Providing regular updates to Divisional Heads on all people issues.• Managing flex-work applications at all levels in conjunction with line-management.• Managing all aspects of employees leaving the firm, providing stats and feedback to department officers and managers.

• Management of the end-to-end recruitment process; including providing advice on appropriate recruitment sources and processes, creation of job descriptions and job adverts, short listing of candidates and interviewing.• Providing advice and support to managers and employees on the full range of HR and force policies, terms and conditions of employment, and current employment legislation.• Regular review and update of HR policies to ensure compliant with current legislation and best practice. • Management of the attendance management policy and processes for the Force, including; collation, analysis and reporting of attendance management data and trends; conducting case conferences with employees on long term absence; monitoring staff on phased return to work or recuperative duties, and recommendations to Force leadership on the withdrawal of employees’ right to self certify.• Acting as HR representative on Force projects in line with strategic objectives, providing advice on HR implications of change.• Management of Ad-hoc HR projects.