HR Advisor

• May 2018 - Present

HR Business Partner

• May 2017 - May 2018

Supporting this social care charity with HR strategy, absence management, ER caseload, recruitment, succession planning and talent management. Supporting this social care charity with HR strategy, absence management, ER caseload, recruitment, succession planning and talent management.

Managing Consultant

• Apr 2017 - May 2017

HR Business Partner

• May 2016 - Mar 2017

Facilitate social care charity with HR support in absence management, ER caseload, recruitment and HR team development during the maternity leave of the Head of HR Facilitate social care charity with HR support in absence management, ER caseload, recruitment and HR team development during the maternity leave of the Head of HR

Managing Consultant

• Nov 2004 - Apr 2016

I established this consultancy providing HR, L&D and H&S support to organisation. Some of the projects delivered include succession planning for BEA Systems in 2012; skills development training for staff within small social enterprises for Engage Renfrewshire in 2012; back office systems review to improve efficiency for The Mungo Foundation in 2013; project management of the initial implementation of a new HR and Payroll system for the Edinburgh College in 2013/2014; review of HR structure for Sense Scotland in 2016 all within budget and agreed timescale. Show less

HR/OD Business Partner

• Mar 2013 - Dec 2015

Successfully delivered the employee related elements of a major structural reorganisation within services throughout Scotland ensuring the organisation met its obligations through consultation and the implementation process and managed the resultant redundancy programme. Developed and delivered a management development programme to enhance the skills of retained managers in their new roles. Controlled service transfers both in and out through TUPE, negotiating harmonisation of terms and conditions to respond to funding pressures within the sector. Introduced a proactive and coaching style of HR support to the Scottish Region of this national care charity on initially a part time then full time basis as the HR/OD Business Partner. Established and initiated a cost effective recruitment process, which reduced time to employ and attracted external funding through partnerships with the DWP and other organisations across Scotland. Successfully implemented a proactive approach to absence management that reduced the absence rate from over 10% to 3% within a year by consistent application of absence management practices, selection of proactive occupational health provider and an improved approach to managing stress across the business. Optimised and applied succession planning and talent management to ensure employees with potential had development plans and were developed to facilitate internal promotion and encourage retention. Effectively coached managers in a different approach to employee relations, which resulted in a significant drop in caseload, from an average of 27 on going cases per month to an average of 3 per month. Developed, implemented and delivered a cost effective and focused approach to training, developing internal delivery resources to create a clear career options and personal development opportunities for staff. Show less

HR Manager

• Feb 2005 - Nov 2011

Originally joined this care sector charity on a FTC to manage the implementation and initial development of a new HR and Payroll system. On successfully completion within budget and timescale promoted to the position of HR Manager with responsibility for the day to day management of the HR function and support for HR Director with the development of the people strategy. Managed various change projects including a major organisational restructure from 8 regions to 4. Significant TUPE transfers both inward and outward covering single and multiple services and small and large scale redundancy programmes ensuring legislative compliance. Ensured the development and seamless implementation of enhanced automated functions across the HR system to meet and exceed operational expectations including online training bookings, automated recruitment administration processes including interviews, offer letters and reference checking. Developed and implemented a robust recruitment and induction process in line with legislative requirements and safer recruitment guidance in the care sector including robust referencing and Disclosure Scotland documentation. Secured "excellent rating" for recruitment in two Care Inspectorate audits. Developed and implemented policies to ensure compliance with new legislation and care sector requirements specifically in relation to discipline and grievances reducing the level of cases. Redesigned and relaunched the Organisation's employee consultative forum. Managed representative elections, trained representatives, included union representatives whose union recognition was inherited through TUPE to enhance communications and employee engagement whilst complying with obligations under ICE Regulations. Awarded a Certificate of Merit from the West of Scotland Branch of IOSH for the creation and implementation of a Health & Safety structure, policies and procedures and introduction of national and regional H&S committees. Show less

HRIS Project Manager

• Feb 2004 - Feb 2005

12-month contract with this non-departmental public body successfully implementing, testing, development and integration of Empower HR Management Information System using Prince2 methodology. Reported to Project Board and delivered project within the quality, budget and timescales required. Liaised with internal stakeholders, such as IT, HR and Payroll and external suppliers to ensure requirements understood, analysed and agreed. Managed data migration, system rollout, initial development and end user training. In addition reviewed and developed HR policies and managed the implementation process having gained acceptance from the local Whitley Council. Show less

Business Development Consultant

• Feb 2003 - Apr 2003

Identified and developed new business opportunities for the provision of Electrical and Mechanical labour within the building services sector of the construction industry. Secured £35k of new business within 8 week period and secured optimum business expansion. Identified and developed new business opportunities for the provision of Electrical and Mechanical labour within the building services sector of the construction industry. Secured £35k of new business within 8 week period and secured optimum business expansion.

National Labour Manager

• Jan 1998 - Dec 2002

National Labour Manager for the Company's operative workforce throughout the UK. In this role, I had strategic and operational responsibility for the full spectrum of HR and Industrial Relations issues in relation to the 1800 operatives and apprentices spread throughout its multi-site network. This included advising on employment legislation, terms and conditions of employment, discipline and grievance issues, redundancies and I continued to represent the company at JIB disputes panel hearings and employment tribunals. In addition, I represented the Company on the Employment Relations committee of Select, the industry's employers association, and on a working party, comprising of representatives from other employers and industry training organisations, considering the development of a multi-skill training initiative to augment the industry's established apprenticeships. Show less

Divisional HR Manager

• Jan 1993 - Jan 1998

HR Manager for the Projects & Installations Division, and with a department of 6, provided strategic and operational HR support to the 5 business units that operated throughout the UK from 8 established Branch Offices, 2 manufacturing units and over 250 construction sites. At its peak, the Division employed 600 staff and 2800 operatives.My responsibilities included the development, implementation and management of recruitment strategies aligned to business needs for all employee groups. The provision of advice and support to line management on employment issues such as discipline and grievance; providing interpretation of the various national agreements on terms and conditions of employment used by the organisation; designing, implementing and managing the training and development strategies and policy to support Divisional objectives; the design, implementation and development of a computerised recruitment and records system for the organisation as a whole and finally managing all TUPE transfers for the UK wide maintenance business unit. In addition, I was also responsible for presenting the Company’s case at Employment Tribunals and Industry Disputes Panel hearings.I was also the Office Manager for the Renfrew complex and had responsibility for the provision of the central Office Services and the administration of the Division’s transport fleet of cars and commercial vehicles. Show less