• I consult, counsel and coach directors/senior management in all areas of human resources management and planning, particularly in areas of employment law, talent identification and acquisition, performance management, employee training and development and compensation.
• I have lead on change management projects such as flexible working, remuneration packages.
• I have established and maintained professional working relationships with Directors, all levels of management trade union representatives and employees. I have achieved this by building rapport, credibility and clear and effective communication at all times.
• I provide guidance to management and employees, ensuring the accurate interpretation and consistent application of policies and procedures.
• I collaborate with mangers to assess staffing needs and job requirements. Utilise job postings, advertising, employment agencies and other services to identify high calibre candidates, facilitate selection decisions as required and participate in salary recommendations.
• I work on HR strategic plans that adds value and fits well with the business objectives and enhance the Company’s image to internal and external customers.
• I am part of the health and safety committee and make recommendations on matters that relates to health and safety.
• I have taken a fundamental role in achieving an international accreditation TS16949 (which is required in the automotive industry)

• I work at the second largest Sainsbury’s supply chain in England, the Company employees around 1,500 employees of which 20% are managers of all levels, the site operates 24 hours a day, 364 days a years. The site’s turnover was £200m turnover last financial year.
• I support, guide and advise team captains, managers and leadership team an all aspects of hr related matters, for example, grievance, discipline, absence and performance management.
• I liaise and consult with TWGU officers on all employment matters and take part in consultation meetings, when negotiating pay, terms and conditions of contracts.
• I work closely with my immediate hr colleagues and share best practice and hold regular meetings with health safety team to ensure compliance with health and safety rule and regulations with HSE.
• I support senior management of gross misconduct hearings and appeal meetings, assist in the preparation of employment tribunal cases.
• I hold regularly meetings with operational managers to update on hr activity and take proactive measures to assist the business goals.
• I update and interpret policies and procedures to reflect the current legislations.
• I take part in the recruitment campaigns and assist in the preparation of terms and contracts, offer letters and references.
• I plan and implement hr related training for managers who have employee responsibilities.
• I regularly hold hr surgeries on the ‘shop floor’ so that all employees of all levels can seek hr related support and guidance.
• I liaise with occupational health provider to cover employee clinics, referrals and health and safety issues.
• I audit hr files and computerised systems to ensure that, the information held is in compliance with data protection.
• I take part in the induction of new employees and the delivery of the drug and alcohol policy and procedure.
• I meet with employees to review their flexible and transfers requests.
• Support the HR manager on hr tasks and delivery the hr strategy to support the Company’s business objectives.
• I work on a shift basis ensuring that the Depot has hr support and guidance a all times.

▪ I work on a regional basis as a HR Advisor covering four sites around the West Midlands area, with 800 employees and 50 managers.
▪ Advise staff and managers on the hr agenda, policies and procedures. It is my role to influence, encourage, support and guide managers on hr related matters and empower them to take ownership within their respective teams.
▪ Providing operational management with general advice and support on hr related matters and hr strategy.
▪ Liaise with the Health & Safety Manager to ensure compliance with Company policy and procedure is in line with current legislation, for example reporting of accidents at work, training.
▪ Liaise, consult and work closely with full time union officer on all employment relation matters and development of policies and procedures, pay and terms and conditions of employment.
▪ Compile Employment Tribunal cases and represent Company, provide support and guidance on appeal meetings.
▪ Ensuring that all site managers are fully aware of hr related matters and are clear with the Company’s vision for future, supporting on recruitment and retention, restructuring and redundancies.
▪ Advice on employee relations, ensuring that consistency in approach, providing professional, innovative resolutions to issues rose.
▪ Support and advise key managers on absence management issues, I manage long term sickness by liaison with employee, line manager and occupational health, conducting home visits where required.
▪ Advice on recruitment and selection including performance management – ensuring that current legislation is adhered to.
▪ Ensure interdepartmental and company wide communications are clear, unambiguous and delivered promptly and efficiently.
▪ Ensure legislation updates are effectively communicated to all relevant personnel.
▪ Attend supervision and departmental review meetings with the Human Resources Manager and Operational Managers as diarised.
▪ Provide management statistics to the Human Resources Manager and Operational Managers on a monthly basis.
▪ Provide data to Line Managers to assist them in their management of personnel.
▪ I provide training and support to all Line Managers/supervisors on HR Compliance to ensure a consistent in approach to the management of people and adherence to Company policies and procedures.
▪ I support the HR Manager in the delivery of HR services throughout the business and to develop the ethos of business partnering and development.

▪ As a Deputy to the Personnel Manager I provide regular supervision, induction and on going training and development for staffing officers and clerical staff.
▪ Manage the human resources team on day to day basis, ensuring that duties and responsibilities are fulfilled, provide supervision and guidance in all human resources disciplines, for example resourcing, relations, development, reward, and welfare.
▪ Provide specialist advice and guidance on all aspects of conditions of employment and employment law. I regularly seek and react positively to internal and external customer’s feedback on performance.
▪ Co-ordinate the collation, presentation and analysis of statistics and other returns to internal and external agencies/departments for bench marking and audit purposes, for example annual recruitment retention and sickness figures. this enables me to promote best practise across the organisation.
▪ Facilitate new opportunities for staff career development and flexible working practices.
▪ Represent the team at relevant departmental and corporate meetings as appropriate. Train Managers in Human resources procedures and practices.
▪ Write and maintain reports and queries requested by internal and external bodies. Provide support where necessary to other human resources staff in this aspect.
▪ Advise management on human resources best practices and share ideas.
▪ Proactively guide staff on conditions of service, staff welfare, and legislation and personnel practices.
▪ Promote the profile of Human Resources to all staff and managers and shape the vision of human resources in a assertive manner.
▪ Provide specialist advice and guidance on grievance, disciplinary, harassment and sickness absence procedure including acting as Technical Advisor at hearings and appeal hearings including writing recommendations on the outcome.
▪ Carry out investigations into matters relating to grievance, discipline, harassment etc.
▪ Assist managers in presenting cases at Appeals Committee or appeals hearings.
▪ Liaise between Legal Services and managers on Industrial Tribunal cases.
▪ Regularly ensure that new legislation, e.g. on maternity and disciplinary procedures are built into Human Resources policies and procedures.
▪ Monitor and keep under review, existing working arrangements and policies within the workforce and implement new initiatives, working practices as appropriate.
▪ Regularly update and audit information held on the personnel computerised system, including new starters, leavers, salary changes, changes to post/headcount figure, staff benefits, sickness absences, etc.
▪ Facilitate and arrange induction and compulsory training such as health and safety. Identify training needs.
▪ Regularly liase negotiations between workforce and management ensuring better quality of services. Liaise and negotiate with trade unions in consultations.
▪ Regularly monitor the effectiveness of equal opportunity in employment policies and strategies.

I worked the first 6 months for the child support agency as an investigator, and then had an internal transfer to the fraud department as an investigator resolving fraudulent claims to social security, thereafter I made another internal transfer to the Human Resources Division.

I was working on a temporary basis in an administrative role providing
Support to social workers.