Experience

Processio Solutions Ltd

• United Kingdom
• Human Resources Services
• 1 - 100 Employee

• Director

  • Jul 2019 - Present

  Processio Solutions provides a range of specialist HR and business improvement services including pay and benefits, job analysis, job descriptions and job evaluation support, performance management system set up and review, people management training and development and business process analysis and improvement. Supporting businesses to make small changes that can make a big difference to people engagement, smooth business operations and greater financial returns as a result.



Serco

• IT Services and IT Consulting
• 700 & Above Employee

• HRIS Lead

  • Apr 2017 - Jun 2019

  Managing a team of HRIS Specialists and Analysts to deliver systems support and improvements in a complex organisation in a shared service environmentResponsible for delivering BAU support and transitioning systems projects from hypercare to BAUEnsuring interfaces between systems work as expected and data integrity is maintained across systemsDocumenting all processes and procedures to ensure consistency of approach and identify improvement opportunitiesCoaching and mentoring to ensure a highly effective and engaged teamWorking closely with colleagues across the Shared Service and wider business to deliver effective services for the business



Open GI

• United Kingdom
• Software Development
• 200 - 300 Employee

• HR Specialist

  • Nov 2016 - Feb 2017

  • Project managing the implementation of a new Learning Management System (Learning Pool)• Designing Performance Management and Appraisals system and dveloping supporting documentation and materials (Tortuga 2.9)• Using Adapt Builder to develop e-learning courses



Sanctuary Housing

• HR Business Change Manager

  • Jan 2013 - Oct 2016

  • Supporting delivery of a large scale, fast paced programme implementing SAP with a specific focus on HCM and also involved with CRM and RE as well as FI, COM and ECC. • Scope and design new systems and processes (both content and structure) in conjunction with solution integration partners.• Capture existing business processes, complete impact analysis and identify areas for improvement, ensuring these are fed into design processes where appropriate.• Translate new system processes into practical ways of working for end users to ensure business adoption of the system, identifying improvements identified by testing and developing work arounds or optimisation plans where changes are required.• Engage stakeholders and effectively deliver the required changes to meet identified business benefits.Main Achievements• Developed and delivered change and communication strategies and plans with a key focus on connecting the system functionality to the end users ensuring in a meaningful way to ensure the successful adoption of new ways of working.• Completed complex training needs analysis and supported the development of appropriate training and support materials, leading on design and development of “How to” guides for end users that are used daily.• Role mapping of people to positions and technical roles to determine access profile and training needs (3,000 people in latest release)

• Reward Specialist

  • Jul 2006 - Dec 2012

  The Role• Providing specialist advisory and support services to managers and HR colleagues on all areas of Reward for the Group, including optional benefits, job profiles, job evaluation, pensions, taxation issues, base pay and allowances.Main Achievements• Led a project to design and implement two new pay structures, a new competency framework and new style job profiles for key business areas, ensuring accurate evaluation and job matching of existing roles.• Worked closely with HR Business Partners to harmonise terms and conditions of staff joining the Group, using complex models.• Developing complex data models to support business decision making. • Implementation of pay reviews for diverse business areas.• Bringing all benchmarking in-house and providing a reduced cost service to the business.



Craegmoor Healthcare

• Hospitals and Health Care
• 100 - 200 Employee

• Career Development Consultant

  • Mar 2005 - Jul 2006

  The Role• Developing and facilitating training and development programmes for 300 Home Managers nationwide to help them do their jobs more effectively.• Supporting delivery of workshops and development centres for other staff groups.Main Achievements• Developed and delivered a two day “Employing People” workshop covering all aspects of people management from recruitment through to termination.



Carillion

• United Kingdom
• Facilities Services
• 700 & Above Employee

• HR Manager

  • Jul 2004 - Feb 2005

  The Role• HR Manager for Transport HQ population (approx. 200 employees) covering all generalist areas, plus responsibility for Reward issues including conducting annual bonus and salary reviews and providing benchmarking data as required.• Trustee of Railways Pension Scheme.Main Achievements• Produced a new HR metrics pack for the Transport Board providing more accurate and comprehensive data, receiving excellent feedback.• Accurate and complete identification of correct bonus population across the Transport business (previously maintained in various local locations with no controls in place).



Midlands Electricity

• Assistant to Company Secretary, Generalist HR Roles, Comp and Bens Manager and Project Advisor (HR)

  • Sep 1998 - Jul 2004

  A variety of roles beginning with an Industrial Placement as part of my degree, followed by sponsorship for my final year of study and a place on the Graduate programme. Completed further training and development, moving into HR and continuing to progress my career.