Posted: Monday the 17th August, 2020. 18h56
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Overview: I was employed as an HR Advisor with the Guinness Partnership since August 2016. During this time the Partnership have supported my studies of an MA in Human Resource Management. During job chats and performance reviews discussions have centred around using those newly gained skills to mutual advantage for the Partnership. In the last six months whilst at The Guinness Partnership I had been able to lead on some significant pieces of change and become an expert in TUPE. I was quite often the first point of contact for shared service queries. When my Manager was not available I confidently picked up work and became a spokes person for the team.
In September 2016 I joined the HR Director, Director of Community Services and Director of Care at Home on a strategy group. This strategy group developed a model of delivery to future proof the homecare service. This was rolled out across the business over a 45 day consultation. During this time the assimilation process was managed and led by me and Directors were involved when necessary. This process included 205 staff across the South West, North and South East. The process was deemed a success by the Executive Team and I received excellent feedback from the board. I am now working with Senior management on the embedding these changes into the business and making necessary changes as the business grows.
In 2017 I designed a redeployment process for staff within GCS and this has been used to benefit groups of staff involved in home closures since this time. GCS have been able to reduce recruitment costs and retain skills in the business as a result of this process.
In February 2017 I started as the HR lead on a restructure of the Community Services team in Hampshire to bring support under Homecare. This process involves 49 staff in a range of job roles. This change came in as planned on 1st April and there was limited issue. The timescales were strictly adhered to and the general consensus from staff was it was successful.
I had an excellent relationship with the 40+ managers and seniors in my account area of Homecare nationally with over and 450 staff. I had a deep understanding of the complexities of the GCS which proves beneficial to many Managers and Directors and able to use those transferable skills to build new relationships with key stakeholders.
Last year saw high volumes of work across the HR team and during this time I have received positive feedback from customers and members of the Exec Team. Two in particular who have worked closely with me and have provided evidence of HRBP role stating that they have learnt a great deal of skills from me.
I acted as an HR policy champion for the Advisory Service, overseeing application and providing feedback to HR Strategy & Policy on amendments in line with leading practice and customer feedback and requirements and Produce statistical information for Senior Managers within the Partnership, undertaking appropriate analysis of MI reports to assist the HR Manager and HR Business Partners in their decision making process and to provide relevant information to the business.
I have the ability to effectively influence. During phase one of the Learning Disability Project I worked very closely with the Management team and challenged various process decisions around moving of staff from job roles and used my influencing skills to change decisions that were crucial to the success.
I regularly influence managers by using a coaching style that encourages them to explore the bigger picture. This approach ensures all areas have been considered, particularly around early business change discussions and planning meetings.
I have the ability to effectively challenge. For example during the closure of a residential home it was considered that TUPE applied and I held difficult meetings with the incoming provider – although agreement couldn’t be reached I limited the risk for the business by involving our legal team and sending correspondence to limit further risk - no claims were raised.
I am good at multi tasking and organisational skills. My workload is wide and varied with many different completion dates. I juggle these deadlines by using Outlook and setting reminders. I regularly block time to complete work and use my work from home day for project work. I have an excellent understanding of the Microsoft systems which allows me to manipulate complicated reports from our HR systems and Excel alike. During large business change projects I need to manage many tasks at the same time and I track progress through Excel spreadsheets and give weekly updates to the stakeholders involved.
I regularly attend employment law seminars and read People Management and research on the CIPD website to ensure my knowledge is relevant and up to date. I will assess all ER cases for risks and try to limit these for the business and influence Managers to take good decisions in dealing with issues.
I work within the confines of policies and the law throughout my HR roles and I am confident in giving employment advice. I also have various sources of information if I need to research something I have not come across before. I do not use our solicitors for advice unless it is very complex. I have been involved in 3 Employment Tribunal Cases with Guiness Care and understand how to prepare bundles for tribunals. I also have a deep understanding of TUPE and presented workshops to upskill the rest of the HR Team.
I also have experience of working in a veterinary practice and therefore understand the sector and have transferable skills to be a good practice manager.
Current location: United Kingdom
Qualifications: Masters degree
Qualified at: University Eest of England
Country qualified: United Kingdom
RCVS registered: No
Been qualified for: I'm a new grad
Type of practice I have experience in: Reception
Sole charge experience: No
Accommodation needed: No
Drivers licence: Yes
Desired location: Bridgwater Taunton
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