Experience

Willowbrook Hospice

• United Kingdom
• Hospitals and Health Care
• 1 - 100 Employee

• Human Resources Manager

  • Apr 2020 - Present



Halton Borough Council

• Government Administration
• 700 & Above Employee

• Principal Employment Relations Advisor

  • Jul 2019 - Apr 2020



Cobalt Housing

• United Kingdom
• Non-profit Organization Management
• 1 - 100 Employee

• HR Business Partner

  • Sep 2018 - Dec 2018

  Providing expert HR advice and guidance to managers and staff on HR matters, supporting managers in dealing with complex casework, performance, attendance and employee relations issues.Identifying HR priorities from corporate and departmental plans, translating business requirements into effective HR practices and delivering people solutions aligned to business objectives. Delivering key HR initiatives across the HR spectrum, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement and performance management.Drive consistency of approach across Cobalt Housing in attracting, managing and developing talent to support current and future organisational needs. Analysing and reporting HR information to support with benchmarking and the development of HR strategies and solutions. Ensuring that all internal and external reporting requirements are satisfied through the provision of management information and HR returns. Maintaining a clear understanding and providing up to date knowledge of the legal framework within which HR operates; developing HR policies in line with current legislation and keeping abreast of modern HR procedures and best practiceCoach and build the capability of senior managers to anticipate and pre-empt organisational issues.



Fletchers Solicitors

• United Kingdom
• Legal Services
• 1 - 100 Employee

• People Manager

  • Dec 2017 - Aug 2018

  Provide a high-level HR service to the firm, supporting the People team’s operational plan.Employee Relations: oversee all employee relations issues. Advise and coach line managers and senior management on ER issues and people management skills. Contribute to and/or lead on organisational change initiatives as required.Performance Management: support, guide and coach line managers on performance management issues and processes; conduct performance improvement processes (PIP) for individuals; co-ordinate the company-wide performance management process; support probationary reviews.Policies and procedures: develop, update and implement new processes and policies in accordance with employment law.Remuneration: responsible for the management and delivery of the compensation process including promotions, benchmarking of salaries/bonuses to the external market & employee communication.Resourcing: overall responsibility for recruitment activity, campaigns, resourcing strategy.Team Management: manage day to day function of the People team.Provide data and reports as requiredManage the implementation of a new HR Information System and associated processes



St Hilda's CE High School

• United Kingdom
• Education Administration Programs
• 1 - 100 Employee

• HR Manager

  • Jan 2014 - Jul 2017

  Provide Human Resource advice and guidance to the Headteacher, line managers and the Governing Body.Liaise and consult with Trade unions as required, and as directed by the Headteacher and Chair of Governors. Responsible for the development and maintenance of new and existing and new Human Resources policies, ensuring compliance with latest employment legislation.Lead on matters of disciplinary, grievance and capability in relation to staff and to ensure procedures and processes are implemented correctly.Liaise as necessary with relevant professional bodies regarding employment issues.Responsible for the complete recruitment process in school, including drawing up contracts of employment, job descriptions and the induction programme. Ensuring compliance with equal opportunities and Safer Recruitment policies.Carry out all of the necessary pre employment checks, including health screening, enhanced DBS disclosure, Asylum and Immigration Act and references.Maintain the schools Central Single Safeguarding Register.Manage sickness absence in accordance with the school Attendance Policy. To make referrals to Occupational Health as necessary, conduct return to work meetings and absence review meetings, provide absence information to Governors as required.Develop HR Initiatives to support the achievement of school aims and objectives.Oversee the school’s annual appraisal cycle, maintaining central records of appraisal/performance management documentation.Oversee staff CPD and ensure it links in with the School Development Plan. To manage the associated CPD budget.Manage the schools information management system personnel data base. Ensure that all personnel records are up to date and accurate. Provide essential information to local government and external agencies as required.



Riverside

• United Kingdom
• Non-profit Organizations
• 700 & Above Employee

• Senior HR Advisor (fixed term position)

  • Jul 2013 - Jan 2014

  Manage the HR Recruitment and Selection team, ensuring a comprehensive advisory service is provided for managers across the business on all recruitment and selection matters. Provide direction and support to Recruitment team, setting improvement targets, reviewing work outputs and appraising individual performance.Manage the job evaluation process and panel and ensure these are carried out in a consistent and timely manner.Develop and deliver recruitment assessment centres, support the business with the interviewing processes and assist with the whole selection process ensuring consistency and legal compliance.To provide a dedicated HR advisory service to a business area, in relation to absence and health issues, conduct and capability, grievance matters, organisational change, redundancy, TUPE and a range of employment and employment relations matters. To deputise for the Head of HR, in the provision of a day-to-day HR service to operational managers/directors. To be lead signatory for the Group in relation to CRB management ensuring compliance with regulations.To liaise with directors and managers in the business area to ensure approved staffing establishments are authorised, monitored and maintained within budgetTo manage HR Advisors – regional in the absence of Head of HR.



Sainsbury's

• United Kingdom
• Retail
• 700 & Above Employee

• HR Manager

  • Feb 2010 - Jul 2013

  Lead the HR function as a member of the senior management team. Management of the labour budget, maintaining control of headcount, labour matching, allocation of hours, overtime, absence and holiday. Delivery of the HR scorecard and business KPI’s to improve service, capability and profitability.Created and delivered a people plan that fully supported the store business plan and KPI's.Directly line managed the HR department, coaching staff to improve performance, praising and thanking good work and tackling poor performance when necessary.Key advisor to all staff and managers on employment matters including performance management, disciplinaries, grievances, flexible working, maternity and paternity administration, absence management and training and development.Informed, coached and consulted with colleague council, trade unions and management to maintain and improve employee relations. Developed store training plans, to ensure all corporate training packages were delivered in the appropriate timescales. Delivered robust performance management process for the management team ensuring good performance was rewarded and poor performance addressed.Project management of ongoing change within the storeManaged health and safety and payroll function in store.



Merseyside Probation Trust

• HR Manager

  • Feb 2009 - Feb 2010

  Seconded from Liverpool City Council.Provided a high quality professional advice, guidance and support service to operational managers covering a range of HR issues including employee relations, recruitment, workforce planning, organisational development, terms and conditions of employment, employment law, change management, disciplinary, absence management and grievance and capability matters. Ensured throughout that legislative and organisational requirements were met and that best practice was promoted and maintained. Managed, directed, supervised and appraised the HR Administrators and HR Advisors. Supported them to deliver their roles effectively and challenged poor performance as and when necessary. Managed the recruitment and selection process by advising managers, and supervised the administration of the recruitment process, and assisted were necessary, in assessments centers. Conducted Equality Impact Assessments on HR policies and practices and acted as counter signatory for CRB checks as and when required.



Liverpool Direct Limited

• United Kingdom
• IT Services and IT Consulting
• 1 - 100 Employee

• Employee Relations Business Partner

  • Jan 2007 - Feb 2009

  Ensured that the City Council’s overall employment framework was applied consistently across all service areas and that it was understood and complied with by line managers. Provide advice and guidance on the interpretation and implementation of the various conditions of service.Undertook a personal caseload, to be managed within prescribed timescales, providing employee relations problem solving support to line management. Cases include disciplinaries, capability sanctions, grievances, appeals, TUPE transfers, secondments, and service reviews. I assisted management at disciplinary, capability and grievance hearings, appeal hearings and employment tribunals in order to assist management.Attended meetings with staff and/or trade union officials as a part of the general consultation and negotiation processes.Qualified as an Investors in People internal reviewerDelivered training to groups of managers on absence management, discipline and grievance.I was an elected member of the Diversity Forum which involved attending regular meetings and assisting with policy creation.I was the ISO14001 representative in the HR and Payroll department, this involved ensuring people complied with the requirements, sending out the appropriate communications and assisting the auditors.I was involved with a staff focus group who provided information which was used to improve the organisation. I was also trained in and used OrgMapper.



Liverpool City Region Local Enterprise Partnership

• United Kingdom
• International Trade and Development
• 1 - 100 Employee

• HR Advisor

  • 2006 - 2007

  Assisting line managers to understand and implement policies and procedures.Recruiting staff: this included developing job descriptions, preparing advertisements, checking application forms, short-listing, interviewing and selecting candidates.Developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management.Negotiating with staff and their representatives on issues relating to pay and conditions.Interpreting and advising on employment legislation and developing HR strategies such as absence reduction and increased staff engagement. Planning and delivering training, including inductions for new staff.