• Strategic (new) role working across all of the dictorates and heads (health, housing, environment, street, children & families, diversity, L&D) initially using OD techniques and other research to analyse future requirements and design and implement people processes throughout the organisation to design and support an organisational change program, embed ‘Value for Money’ and fulfil its corporate strategy to 2010 including workforce development plan and leadership development, and created formal program and project management methodology to enhance performance of HR dept.
• Expert input into current HR programmes (including L&D, management develop program, OD and change, single status/JE, equality and wellbeing) to ensure successful delivery and with an understanding of the Council context and governance, and also in parallel enhancing the reputation of the HR department and delivering a program of continuous improvement
• Played a key role building and remodelling the HR service ensuring cohesion and professionalism threaded throughout service delivery and acted as the catalyst for change and continuous improvement so it remained responsive to changing needs and priorities
• Deveop formal programme managment method for use by organisation and performance management team so that HR embedded and aligns with organisational performance (incuding analysis of management information needs and input into this for relevant decisions to be made)
• Liaised with performance management teams to link HR into a strategic PM role, enhancing the HR function as a whole and enabling it to become aligned with the organisation and hence increase visibility and credibility as a high performing and strategic function
• Deputised for Director of HR & Diversity on high profile issues including union representations and acted as advisor on complex issues
• Designed and delivered joint workshop with inhouse lawyers on issues of employment law (including single status, TUPE, general emp law). and implications for the council and how the HR department interacted and redesigned website to link staff handbook with employment contract to make information more accessible and reducing queries by 20%, improving functioning of HT department
• Initiated program of work with the comms and IT teams, using knowledge management and social network analysis to improve organisational functioning, and identified additional resources within the organisation and externally (MSc. students) to participate in OD research
• Set up and chaired recruitment and selection task group and led on all aspects, including doing a review of assessment processes, redesigning assessments and assessment centres including specialist advice and guidance on disabilities, testing and assessment.
• Designed and implemented systems including databases, management infromation systems, analysis (eg. Correlation analysis to improve HR reporting to effectively target issues), dramatically improving functioning of the HR department and overall organisational effectiveness
• Identified need for, and influenced communications and consulation dept to set up national benchmarking group to develop methodology and system for standardising surveys on workforce development issues to share with other councils.
• Reviewed and conducted program of research to improve performance appraisal system to link more effectively to organisational objectives and in line with performance management system, significantly increasing motivation and satisfaction (measured).

• Reviewed senior financial roles at major London local authority
• Analysed 68 senior roles for Hounslow Primary Care Trust against Hay profiles, provided extensive report, advice and recommendations
• Recruited HR director and designed assessments (Refugee Legal Centre) plus psychometric testing and feedback
• Provided expert technical HR input for Social Care Institute of Excellence (SCIE) website
• Undertook all investigations and information gathering for major disciplinary cases (Housing Association/Banking)
• Reviewed, redesigned pay and grading system, advised and supported Chief Executive and trustees; undertook equal pay review
• Career/Executive Coaching for private, senior individuals in public and all private sectors, career counselling and outplacement support
• Designed and administered surveys - employee attitude survey, OSI, reported, made recommendations

• Analysed large sample of assessments across the business with a focus on diversity and cost reduction, reported and made recommendations, advised resourcing consultants on strategies and processes, training resourcing consultants and line management in recruitment and selection. Reviewed all assessments including high volume outsouced solution, recommended and implemented changes.
• Worked closely with management information teams and e-recruitment solution providers (internal and external), initiated and recommended data capture strategy and specification for database to meet needs of business going forward
• Initiated need for and advised on contractual issues as a starting point between the business and third party provider on all issues of recruitment, selection and assessment and advised on KPIs for these issues for successful relationship prior to contract renewal
• Provided advice and written reports to senior heads/directors on various issues within assessment, resourcing and training, and headed up various projects to change recruitment and selection and e-recruiting, information sharing’ influenced assessment and selection strategies
• Advised on high profile ‘Fair Cities’ project (ultimately reporting to the Mayor) on issues of quality, fairness, observed and analysed assessment centres and made recommendations for changes to be made to ensure successful delivery of the project via more effective ACs; devised utility analysis model for workforce planning and cost effectiveness and designed validation study (links assessment with future performance)
• Liased with senior heads and directors within the business to influence change relating to assessments and garner support for and cooperation with HR and resourcing departments, providing expert advice on issues of assessment, diversity, etc., and also acted as liason between the business and high volume outsourced third party provider to enhance working relationships

• Led on strategic and operational workforce issues to support contract procurement and acted as HR Director for Division. Provided expert input into all issues of workforce and organisational development for group and clinical services division. Liaised with lawyers (Freshfields) on pre-contract sign-off issues, attended Dept of Health meetings as workforce expert (for clarification of contract delivery).
• Reviewed and developed new systems ‘fit for purpose’ (unique joint NHS/privatehealthcare enviornment) including policies and procedures, and integrate HR systems/payroll, and to required NHS frameworks for independent contractors (governed by the Healthcare Commission)
• Recruited specialised medical staff from the EMEA region (for Care UK and one of their JV partners, Alliance Medical) and designed selection systems for medical and other personnel
• Wrote workforce section of major tender bids for (this work continued to August) contracts to include HR strategy and implementation plan where workforce integrated with NHS models to include NHS frameworks such as Retetion of Employment model, NHS Plan, etc. Design and implement service delivery model to include seconded staff from NHS to all include all elements of working effectively to deliver service which met and exceeded contractual requirements
• Interpreted complex legal requirements relating to employment to ensure contractual requirements were met (pre-contract, during contract and at contract exit/extension, TUPE issues where applicable, including relevant NHS issues, eg. T&Cs) and mitigating risk to organisation

• Led on various aspects of organisational development initiatives including Agenda for Change, workforce development, review of terms and conditions, conducted job evaluations and managed and QC JE process, Improving Working Lives and implement knowledge and skills framework at local level, and advised at regional level. Also member of NHS Employers expert group on workforce planning across the UK
• Initiated and conducted OD techniques to diagnose and model organisational processes and issue and implement new processes
• Led and chaired the equality and diversity steering group and designed effective strategies for culture change and effective service delivery to address diversity issues and with incumbent policy, cultural and behavioural changes across the organisation
• Initiated policy development process, devised new and revised existing policies to ensure more effective and acceptable organisational processes and to effect delivery of Improving Working Lives initiative
• Member of NHS Employers Work Review Team Consultation and Advisory Panel and member of Research & Development team as technical adviser on research methods, sampling, and other technical aspects of research and attended HR Directors forums at SHA level
• Dealt effectively with restructures and complex contractual issues including Agenda for Change (AFC), merger and led process and communications in very sensitive and high profile transfer involving TUPE aspects (acute trust staff to PCT), resolved complex unresolved TUPE issues from a previous transfer (Council to the NHS) and management of change issues in a highly emotive situation
• Reviewed employee attitude survey and other data and devised action plan to resolve organisational issues. Collated and supplied data on workforce planning for DOH requirements and advised strategic health authority on diversity issues relating to workforce plannning
• Selected to set up nurse ‘bank’ temporary nursing resource, reviewed system, designed and developed new system to address needs in consultation with senior nurses, designed processes forms, etc and to enhance workforce planning
• Recognised need for and initiated organisation-wide project and designed specific stress management interventions
• Reviewed all HR and T&D processes and made recommendations including recruitment and retention, developed new policies and procedures and workforce planning in line with organisational, local delivery (LDP) and other strategic and workforce plans
• Initiated and conducted review of an organisational site (Gatwick) to resolve complex historical and behavioural issues and sensitively managed implementation with general acclaim from director and lead clinicians and commended in leader meeting of impact in organisation
• Restructured HR, increased team from one to 7 to encompass training and development, produced project plans for the Knowledge and Skills Framework (KSF) implementation and worked with team to deliver remaining AFC and job evaluation process in very short timeframe
• Initiated project managemement of migration of data to new national HR database ensuring working effectively with finance and payroll for smooth integration and implementation and influenced SHA in obtaining lead project management role
• Initiated and implemented review of legislation affecting all staff including clinical staff and implemented quality mechanisms

• Managed aspects of change including establishing communications strategy and liaised with Chief Executive on regular basis advising on strategies.
• Reviewed and rewrote all contracts, terms and conditions, pay review, negotiation with Unison.
• Created new HR strategy including all elements of HR and advised on possible restructure.
• Designed new recruitment/selection systems, trained senior managers and directors in use.
• Dealt successfully with complex employment relations issues in unionised environment.

• Researched issues of CSR to assist with consultancy and reviewed and updated CSR database and provided expert input into performance management process

Interim HR Business Partner/Consultant (7 client groups - IT, Product development and marketing, Business Development, Finance, Manufacturing, Engineering, Logistics), coached/managed HR team. Advised and made recommendations to OD Director and VP HR on a regular basis.
• Deputised for HR Director on ERP and SAP HR project (shared services model) and advised Vice President (HR), Vice President Organisation Development working across EMEA/global boundaries on different projects
• Provided strategic input to communications strategy and advised Director of Communications on implementation and communication of major organisational change issues, in particular major change to C&B strategy, receiving acclaim from top union leaders
• Designed and developed new career framework for IT staff – Excel model developed in consultation with IT expert to provide plan
• Wrote and delivered training for senior managers on recruitment and employment law, plus TNA, PDPs for all staff, developed and implemented e-learning strategy and implemented training resource on website and library, conducted career coaching
• Recruitment/selection/psychometric testing – senior level; reviewed/redesigned selection processes/redesign assessment centre to make more valid to roles – obtained line manager buy-in. Led and managed assessment centres including wash-up sessions on technical roles
• Produced and set up mentoring scheme for delivery to SAP project team
• Reviewed, reported on, redesigned HR processes to meet corporate objectives. Worked closely with SAP integration team and travelled to US and throughout Europe to ensure consistently in process design
• Led competency development (logistics department) and implemented through selection/assessment, training in line with new MA program in procurement and led project in design of new induction process from local to global

Part of major change/OD programme, and acting as ‘change agent’ to establish HR department from scratch, incorporating finance and payroll and developed organisation’s infrastructure to support organisational objectives and the ‘Investors in People’ framework. Result: New HR department, reduced costs, new HR and integrated payroll systems established.
• Led HR and organisation change strategy and developed key performance indicators (KPIs) for whole organisation, developed performance review system, plus cost-benefit analysis.
• Developed competency framework and created training strategy focusing on organisation objectives and linking training outcomes to this.
• Reviewed and rewrote all contracts, terms & conditions and implemented new handbook and implemented personnel records system. Evaluted a number of applications.
• Reviewed reward and bonus structures, conducted pay modelling, designed job evaluation system and implemented new pay system.
• Performance management/measurement - Made recommendations on organisation and HR management information and designed KPIs.
• Health & Safety strategy - Devised and delivered policy for whole organisation, designed and implemented H&S audit (for all UK and Ireland stores, used for DDA for future).
• Wrote and delivered training, workstation assessments highlighting other job design and other major issues influencing strategic direction of organisation. Recruitment strategy/new competency framework/process development, including new JDs and recruitment system.
• Business processes and job redesign – reviewed mail-order division and advised on improvements to job design and business processes substantially improving morale and reduced absence.
• Coached/worked with other members of Senior Management Team on cost-cutting measures - also specifically on managing absences not previously managed successfully resulting in reduction in payroll costs by £20K per annum.
• Payroll – Led and managed integration of HR and payroll, reduced duplication, improved overall organisational efficiency and saved costs.
• Operational – Recruitment, training, advice, support and coaching to managers on all aspects of employment legislation/personnel practice, redundancy and consultation (led and managed closure and all redundancy isses for 2 stores and received commendation from Chairman on excellent handling of this process).

• Developed new and existing policies, advised chief executive and other and key stakeholders on key organisational issues. New handbook and procedures (including outsourcing payroll).
• Recruited all staff, including volunteers, redesigned selection procedures (Senior Marketing/ Design/IT/Admin staff).
• Devised and implemented organisation-wide training plan.
• Developed and implemented new Equal Opportunities strategy, liaising with key stakeholders and reviewed all organisation issues/literature
• Initiated organisational development process to diagnose and influence diverse sub-cultures to work harmoniously.
• Created new HR database from manual to computerised, reviewed relevant packages and implemented.
• Supervised and motivated 3 staff.