I led a project at the height of the pandemic when a Company needed to reduce its headcount in order to survive. I led training sessions for managers in how to carry out the consultation process, some of whom had not done this before, as well as train the in house HR team many of whom had never been involved in redundancies before. The process ran on time, on budget with no appeals and no tribunal claims.

As someone with previous knowledge of the HRIS, Zellis, I was asked to advise the in house Payroll & HR Managers about how to set up their data and get ready for the implementation phase of the project which gave them valuable insights into how to avoid pitfalls and make sure their data was clean and imported into Zellis in the way they needed it to be.

Previously to this I worked with another Healthcare Company showing them how they could use Zellis better which led to improved efficiencies.

I came in and created job descriptions for this tech company where none previously existed by talking to employees and their line managers about the type of work they did. I then put this into a simple easy to understand format and used it to carry out pay and reward benchmarking and provided the in house HR Director with this data to inform their pay review. This included delivering a presentation to all staff as well as the Senior Leadership Team.

I was asked to come in and deliver bespoke Leadership Training to a group of in house people leaders which received positive feedback. I’ve been asked to do this with several similar organisations over the years and is something I always enjoy.

I have been asked to return on several occasions to carry out independent investigations for Grievances, Disciplinary and Capability cases. These have to be written in a specific format as required by the client, but have ensured the smooth, timely and successful completion of HR processes, including dealing with sensitive situations and distressed individuals, ensuring that I provide a human approach to things.

I was asked to come in and sort out HR to ensure legal compliance which involved carrying out various project work such as implementing a HR system, creation of contract templates and ensuring everyone was on the right type of contract, updating the policies and creating processes for starters, leavers, and movers. This has ensured that this organisation has been fully compliant with employment and tax laws and can focus on doing what they enjoy the most – creating great live events in the local community.

Two difficult members of staff with historical contracts not well worded were under performing and causing issues within a small team and had proved difficult to manage.

I was able to go in and support the CEO with a protected conversation and settlement agreements that did not cost the earth to agree to and were settled quickly and as amicably as possible.

Approached as a recommendation having completed a similar project for another IT/MSP company. Was asked to carry out reward and pay benchmarking for all employees and make a recommendation for a cost of living pay award based on my knowledge of the sector and economic climate. Was asked back to do an update in readiness for 2024 pay reviews and carry out evaluations on some newly created positions.

Initially I was called into support a rapidly growing Company where there was little HR in place. This was an industry where career paths and expectations are of paramount importance. I reviewed the structure, created job descriptions where none previously existed and created career paths, clearly showing what people had to achieve to step up to the next level. I also carried out a SWOT analysis and identified that there was inconsistency with how people were managed – leading to me providing some leadership training in house. I also created a new hire onboarding programme and checklist to make the new starter process feel welcoming and easy for all concerned.

I was asked to put everything in place for this charity to help them take on their first employees which involved creating an employment contract and agreeing with the CEO what the terms and conditions of employment would be, creating the handbook with relevant policies written in the client’s language, not in a corporate, off the shelf style. I created job descriptions and carried out salary/reward benchmarking for them. Finally I created a Recruitment and Induction Process for new hires and helped them to take on their first employee. I was also asked to put documentation in place for volunteers.

I have supported this client since 2017 in a variety of ways, I was asked to come in and speak to the staff as there was a morale problem. There was also a language barrier as many staff were from overseas but with the help of an interpreter I was able to give the MD some valuable insights which allowed them to make some positive changes in time for when they moved into new premises.