Experience

Inspired Pet Nutrition

• United Kingdom
• Food and Beverage Manufacturing
• 1 - 100 Employee

• Human Resources Business Partner

  • Aug 2017 - Present

  IPN, formerly Wagg Foods, is a leading complete dry pet food manufacturer in the UK with a turnover of over £80million. As an HR Business Partner my role is to support the continued growth strategy, through focussed initiatives such as engagement, reward and recognition, career progression and leadership development. I work closely with the management team and support them with all employee relations matters. I ensure that teams across the business are provided with the right training and development to ensure great performance. Show less



G4S

• United Kingdom
• Security and Investigations
• 700 & Above Employee

• HR Advisor

  • Dec 2016 - Aug 2017

  G4S is a leading name in security solutions, a FTSE 100 company and the world’s second largest employer. With over 20,000 employees working in this area of the business, it is a fast paced HR department. In my current role I provide dedicated HR advice and support to a wide range of managers. Coaching the manager through complex and intermediate ER matters is key to increase their awareness and employment relations skills. I provide advice and guidance to managers in all employee relation issues including; disciplinary, grievance, attendance, capability, redundancy and TUPE whilst ensuring company policy and best practice advice is delivered within the agreed SLA Within my current role I rely on the ability to question managers skillfully and appropriately to obtain the relevant background information to enable you to provide the most appropriate advice to them. This is a skill that I have developed further in my time in this role whilst working remotely from managers. In my short time in this role I have effectively built strong working relationships with managers which enables me to support them in the best way possible. Other duties include; - Actioning and updating company policy and procedures in liaison with HRSSC Manager when new legislation is introduced. Keeping all Management toolkits up to date and relevant, seeking support and guidance when needed from Senior HR Community. - Supporting and coaching of wider HRSCC administration team on basic HR activities - Maintaining accurate recorded advice on company systems, ensuring all relevant calls are logged and entered into company systems and advising HRBPs on any patterns or matters of concern I ensure that I keep up to date with employment law updates and regularly attend CIPD events to ensure that my knowledge is up to date and relevant. Show less



North Yorkshire Council

• United Kingdom
• Government Administration
• 700 & Above Employee

• HR Adviser

  • Feb 2014 - Dec 2016

  The world of education is a rapidly changing environment presenting challenge and opportunity. In my previous HR Adviser role I was part of the schools team specifically providing support to the education sector as part of a traded service within NYCC. Covering the Harrogate and Craven area of the county with over 80 schools including academies, secondary and primary schools. During my time in this role I acted quickly to support schools in change processes to reflect the changing environment. By using a coaching style I have supported Headteachers in managing cases to gain the best possible outcome for the school. This involves using a risk based approach to empower the customer in making a well informed decision. I supported Headteachers with all areas of employee relations including; attendance management, resolving issues at work, restructures, disciplinary and performance cases. This involves working closely with unions to build strong working relationships. One area of the role involved job evaluation using the Hay and NJC job evaluation processes. I provide advice to schools when creating job descriptions to ensure that they reflect the role that is required and highlight potential risks to the school such as equal pay claims. During my time in this role I built good working relationships with other internal teams across NYCC to ensure that the service that I provide to the customer is of the highest quality. In particular I have built good working relationships with occupational health, payroll, legal services and resourcing and reward. I am proactively involved in providing training, in particular, resilience training and managing employment issues in schools. Show less



British Red Cross

• United Kingdom
• Civic and Social Organizations
• 700 & Above Employee

• HR Adviser

  • Apr 2012 - Jan 2014

  As an HR Adviser I strengthened already established relationships with managers and operations directors across the region to ensure that they were able to approach me with any employee relations issues. This role is a regional role and travel was a large part of the role which does not faze me. I was solely responsible for 289 staff members across the area of; north east and cumbria, Yorkshire, Lancashire, Manchester and Merseyside covering nationally when needed. The large area that I covered meant that I had to be organised, prioritise and manage my own workload with minimal supervision in this fast paced environment to ensure that all tasks were completed in a timely and effective manner. Due to the nature of the section a large part of the work involved change management and TUPE. I supported managers in bidding for new contracts and renewing existing contracts. When bidding for new contracts I provided advice about the immediate HR implications. In the events that we were not successful in renewing existing bids I provided advice on the effects this would have on the existing staff members when exiting the contract eg redundancy, redeployment, TUPE out and ending of fixed term contracts. As a generalist HR Adviser I also provided HR advice on all employment issues. I guided and coached managers in implanting the HR policies and procedures within the BRC and supported managers in sickness absence cases. I also worked closely with managers during grievances, disciplinary, investigations and capability procedures to ensure that they had the support that they required to fulfil that role. With the wider HR team I developed and delivered training courses to staff on a monthly basis to enhance their skills including; recruitment and selection, absence management, change management, health and wellbeing, holding difficult conversations, how to conduct disciplinary and grievances and also appraisal training. Show less

• HR Administrator

  • Jun 2009 - Apr 2012

  The role of HR Administrator (Data Quality) involved working closely with the HRIS team to ensure the accuracy of the information that is inputted onto the Peoplesoft system. This involved checking all of the HR forms eg starters, leavers and change forms before and after they were submitted to ensure accuracy of the information. Another large part of my role involved absence monitoring. When I first started in the role I worked with the HR manager to implement the a new process of recording and verifying the sickness absence data. This involved high levels of communication whilst working with other departments such as payroll, DPU and managers. I developed a guidance document which is currently being used throughout the BRC and to coincide with this document, I have developed a training package to train absence administrators nationally, on the new way of working via Webex. I also provided support to the personnel officers in areas such as training and note taking in disciplinary and grievance meetings when needed. A large part of my role was to produce monthly reports from peoplesoft for managers across the territory. This would involve liasing with managers to gain knowledge of their specific needs. Reports were also requested on an adhoc basis which was sometimes problematic as the needs were not specified appropriately. To solve this issue I worked with the HRIS team to develop a report request form which is now used for ad hoc reporting to increase the accuracy of the reports first time. I was also involved in a pilot for the online workflow forms providing feedback from an operational level. Show less



Atkins

• HR Administrator

  • 2008 - 2009