Workforce and OD Business Partner at Kent and Medway CCG

• Aug 2019 - Present

HR Business Partner

• May 2016 - Aug 2019

• Worked alongside the Chief Operating Officer, Clinical Directors, Senior Nurses and Finance colleagues to ensure that the workforce was fit to deliver a safe and effective service in line with safer staffing guidelines and aligned to the demand and capacity forecast • Annual workforce planning with quarterly reviews to ensure that plans were in place for recruitment of business-critical posts, talent management, reduction of temporary staff use and alignment of staffing with strategic direction of the Trust and commissioning intentions of the CCG • A key member of the Directorate Management Board, supporting the identification of Cost Improvement Programmes and delivery of the workforce elements • Lead on all organisational change projects within my directorate as well as some Trust wide initiatives • Utilised Management Information to identify and analyse workforce trends and implement interventions to improve retention and engagement. MI included monthly vacancy rates, turnover, sickness, appraisal rates, exit survey data as well as the annual staff survey and quarterly friends and family test • Undertook complex employee relations cases, including leading on doctors’ investigations under the Managing High Performance Guidelines • Engaged the directorate with the Trust’s approach to utilising healthcare apprenticeships to overcome skills and workforce gaps which included the implementation of new roles

HR Business Partner

• Feb 2014 - May 2016

• Acted as HR Partner for the corporate functions across the organisation including Finance, IT, Customer Services, Legal, Product and Marketing• Partnered managers on various types of employee relations issues including disciplinaries, grievances, settlement agreements, restructures, performance management and flexible working• Coached and advised managers around succession planning and talent management for key individuals and roles within their business area liaising with L&D to ensure appropriate development plans were implemented• Supported the implementation of a new HRIS undertaking reviews of processes to ensure efficiency• Consulted the business to determine MI requirements of managers to enable CAF to utilise more metrics around people management• Liaised with managers through the annual appraisal and salary review to ensure consistency of approach• Delivered training to managers on HR processes including recruitment and performance management• Acted as a key member of the job evaluation panel conducting evaluations to grade and benchmark new roles• Undertook a tender exercise to select a new recruitment advertising agency to progress the employer brand

HR Advisor

• Feb 2013 - Feb 2014

• Leading recruitment for all roles across the organisation working with managers at all stages to plan their recruitment campaigns and appropriate assessment and selection measures including interpreting psychometric assessments• Partnering managers on all aspects of employee relations including performance management, disciplinaries and grievances• Advising managers and staff on all terms and conditions of employment• Proactively monitoring sickness absence and working with managers and employees to reduce levels of absence across the organisation• Responsible for providing maternity, paternity and adoption advice to employees and managers• Advising managers on all aspects of HR policies and procedures

Learning and Development

• Feb 2012 - Jan 2013

As part of the Learning and Development team, I played a key role in the delivery of new initiatives available to all staff.• Co-ordinating, designing and delivering the CAF Corporate Induction programme ensuring new starters completed this within their first two months of employment• Project managing the implementation of a new online learning portal enabling staff to access over 180 different e-Learning courses allowing all staff the opportunity to access development• Leading on a month long programme of Equality and Diversity training and engaging staff in the initiative by using different ways to attract attention to this important topic such as food and posters• Managing the end-to-end process of delivering our ‘Espresso shot’ programme which is a series of monthly bite-sized training sessions. This included defining topics, sourcing suppliers, managing the budget, negotiating prices, communicating and co-ordinating the running of the day• Monitoring and tracking the training budget chasing planned spend and ensuring no departmental overspend and processing invoices• Inputting into prioritisation of development needs across the organisation ensuring all development supported the CAF strategic priorities• Managing the ILM Management Programme which supported new managers to learn key management skills to enable them to succeed within their roles

HR Analyst

• May 2011 - Jan 2012

Total Reward Group is an HR Consultancy firm specialising in reward, recruitment and generalist HR advice. • Shortlisting candidate CVs and conducting initial telephone screening on behalf of clients. • Preparing candidate reports, organising online personality questionnaires, preparing job descriptions and person specifications and placing job advertisements. • Supporting the HR Manager in generalist consultancy for clients including disciplinaries and redrafting policies. Total Reward Group is an HR Consultancy firm specialising in reward, recruitment and generalist HR advice. • Shortlisting candidate CVs and conducting initial telephone screening on behalf of clients. • Preparing candidate reports, organising online personality questionnaires, preparing job descriptions and person specifications and placing job advertisements. • Supporting the HR Manager in generalist consultancy for clients including disciplinaries and redrafting policies.

Resourcing Advisor

• Apr 2010 - May 2011

I managed the recruitment for specialist roles across the charity; particularly the scientific institutes, research funding and strategy departments as well as into the marketing, retail and corporate areas of the organisation. I built strong relationships with my customer groups advising managers on all aspects of the end-to-end recruitment process and influencing them to ensure that recruitment costs are reduced. I was part of a small team that managed over 1000 vacancies and 26,000 applicants a year.Key Achievements:· Liaising with our recruitment advertising agency to place job adverts; both in print publications and online.· Advising on immigration law, eligibility to work in the UK and experience of processing sponsorship applications in conjunction with Immigration Specialists.· Ensured employer brand was maintained through great candidate experience which encouraged reapplication from talented individuals as well as attending careers fairs to promote Cancer Research UK (CR-UK) as an employer of choice.· Independently run career coaching and CV writing workshops for employees going through redundancy processes as well as the regular internship intake.· Leading on interview panels for the CR-UK graduate scheme assessment centres as well as shortlisting high volumes of applications and observing candidates in a competency based group exercises.· Input into the Resourcing Strategy for the charity including the selection and implementation of a new e-recruitment system that would enable the Resourcing team to become more proactive in its approach to recruitment by talent pooling candidates and creating recruitment campaigns.· Created a Recruitment Toolkit in order to up-skill managers across the charity to enable them to be confident in making recruitment decisions that would bring maximum benefit to the charity.· Shortlisting for a variety of roles and writing interview questions to support managers throughout the recruitment process.

Graduate Trainee

• Sep 2008 - Apr 2010

I was selected from 1500 applicants through a rigorous selection process to take one of seven places on this prestigious scheme in the UK’s leading cancer charity. I completed 3 placements developing a broad understanding of the charity.Reward and Recognition Advisor, Human Resources:· Developed a solid understanding of the principles of Reward.· Contributed to the launch of a new pay and grading structure which helped me to understand how jobs are sized and valued within an organization.· Developing a Salary Benchmark Portfolio to ensure that CR-UK remains competitive within the salary market across all sectors and that there is sufficient benchmark data for all departments within the organisation.· Supporting operational work of the team which included role evaluations, salary benchmarking, producing Pay and Grading Framework letters and making ad hoc amendments.Internal Communications Project Manager, Human Resources:· Project managing the creation of a new portal on the intranet as part of one of Cancer Research UKs key strategic priority programmes (Internal e-Enablement).· Managing the needs and expectations of multiple stakeholders to achieve a common goal taking into account customer and organisational needs.· Becoming an integral part of the Programme Management Team for Internal e-Enablement supporting the HR Service Centre through the implementation of e-HR Employee Self-Service.Project Analyst, Finance:· Identifying inefficiencies in the process of the Income Processing team as well as risks and current controls.· Developing a detailed understanding of the complex structure of CR-UKs income and transferring this knowledge into a simple and visual representation for Heads and Directors.· Improving the internal communication within the department which included the production of a Finance Introduction Pack, implementation of ‘Success Boards’ and development of a departmental newsletter.