Reporting to: Head of Human Resources
Direct Reports: 2 Human Resources Advisors; 1 Recruitment & Retention Partner
The purpose of this role was to proactively work with two Directors within the organisation and their Head’s of Department on a range of generalist people issues, allowing them to deliver the corporate strategy. In this role I also held lead accountability for recruitment, employment legislation, employee relations, policy and processes, and HR administration.
Key Achievements
 Redeveloped Employee Handbook in line with Brand Values
 Reviewed processes to make best use of available technology
 Created online employee induction feedback solution/online exit interview
 Reduced agency margin by on average approximately 6%
 Delivered UK salary review to time and budget

Responsibilities
▪ Work with Senior Management on people issues
▪ Advise on & facilitate complex disciplinary & grievance procedures
▪ Counsel managers on change management/employee consultation
▪ Protect organisation from external scrutiny
▪ Interpret employment legislation & case law
▪ Answer complex terms & conditions queries
▪ Legislative & policy updates
▪ Ensure development of my teams skill set
▪ Project management (using PRINCE2 methodology)
▪ Develop use of human resources system
▪ Conduct salary review
▪ Renew employee benefits with external providers (BUPA, PHI, life assurance)
▪ Ensure that people management is consistent across the business
▪ Conduct team level organisation development exercises
▪ Recruitment of senior & middle managers using competency based method
▪ Administer and interpret level A & B psychometric tests
▪ Hold budget accountability for up to £3000

Reporting to Senior HR Manager Direct Reports 3 HR Officers; 3 HR Administrators Working alongside Line Managers within the operational service directorates, to provide advice on employment legislation, and people policies. Key Achievements
 Implemented Disciplinary/Grievance KPI and Tracking system.
 Designed and implemented employee relations case database
 Reduced Time to Hire from average of 120 days to 65 days
 Reduced Spend per Hire from average £3500 to £1870 through use of e-Recruitment
 Fully implemented e-Recruitment system across 120 sites
Responsibilities
▪ Managed Team of 6 Officers, and Administrators
▪ Provide Supervision, Training & Development, and Appraisal
▪ Provide top level employment legislation advice to Line Managers & Colleagues
▪ Design and run Assessment Centres (Senior Mgt & Directors)
▪ Develop In-Tray Exercises (Staff Grades)
▪ Psychometric Tests – Administration & Interpretation (15FQ+, 16PF5, JTI)
▪ Advise on & facilitate Disciplinary & Grievance Procedures
▪ Counsel Managers on Consultation Processes/TUPE
▪ Interpret Employment Legislation & case law
▪ Answer complex Terms & Conditions queries
▪ Project Work – Legislation Updates/Policy Updates
▪ Work Permits lead

As the strategic business partner for the recruitment & retention of Healthcare Professionals in the Mental Health Services covering 480 square miles, with 2300 staff. I was managed the migration from a transactional function, to one that focused on being transformational, aligning strategy to the needs of the business. Key Achievements
 Reduced Time to Hire from average of 150 days to 72 days
 Reduced Agency Temporary Staff Costs by £500,000 by centralising the Agency Budget, and encouraging other methods (casuals, short term contracts, full recruitment)
 Reduced Nursing & Allied Health Professional Vacancies from 33% to 12%
 Compiled Recruitment & Retention Strategy & Recruitment Policy
 Successfully completed 2 Recruitment Visits to India to recruit Nurses, and dealt with all expatriation issues (work permits, accommodation, travel arrangements)

Responsibilities
▪ Managed 2 Recruitment Officers & HR Administrator
▪ Advising on Job Descriptions, and Job Profiling.
▪ Managing Talent, Keeping register of employable candidates.
▪ Regular Recruitment of Senior Managers & Directors
▪ Behavioural/Competency based Interviewing in line with Knowledge & Skills Competency Framework.
▪ Psychological Profiling of Ideal Candidates/Criterion Based Recruitment
▪ Developed Employer Brand & Jobs Website
▪ Developed KPI’s and Vacancy Dashboard Reporting system
▪ Created Recruitment & Selection Skills for Line Managers course
▪ Assessment Centres/Testing