Paisley, Scotland, United Kingdom
A Fellow FCIPD Head of HR who has gained an impressive career from working primarily within the Higher Education sector with the aptitude and personal characteristics to easily transition to a range of other sectors. Is strategically focused, resilient, driven, solution led and seeks to add value and continually improve the status-quo for business success. Is innovative, personable, an excellent communicator, leader and people manager. Comprises negotiating, influencing and leadership ability to successfully engage stakeholders for their participation and buy-in on significant changes and developments. Has a proven track record of successfully leading on projects through the use of PRINCE2 Project Management principles ensuring multiple projects are being delivered at the one time.
Held responsibility for leading, motivating and developing an effective team with an extremely varied portfolio in the areas of Employee Relations, Pay & Reward (including Payroll and Pensions), HR Policy, HR Systems, Organisational Development and Equality and Diversity. Responsibility is across all five campuses for circa 2,000 staff. Also held overall responsibility for HR Operations and the Business Partner provision for long periods. This involved: • Ensuring continuous improvement within HR by influencing across the University in line with best/good practice, ensuring innovative approaches and recognising external trends. • Accountable for all pay/grading/review/promotion arrangements for all roles within the organisation, ensuring that pay is competitive, affordable and underpinned by job evaluation and equal pay principles. • Provide specialist legal and practical advice and guidance to stakeholders and senior managers. • Establish legal parameters and best practice to guide and educate managers to minimise risk during organisational change and potential redundancy situations. • Lead and manage complex case work including appeals and tribunal processes. • Lead and continuously improve HR systems to ensure timely, relevant and accurate management information is available to enhance strategic and operational decision making. • Develop and improve all HR systems in support of HR Operations including HR database development, process management, web site development, establishing KPI’s and HR benchmarking information. • Regularly develop, analyse and interpret data to evidence improvement initiatives and support operational and strategic decision making. • Coach senior and line managers to enable them to successfully carry out their role including workshops, individual sessions, coaching in all aspects of HR including conducting difficult/positive conversations, performance management, engagement and motivation.
As a member of the Senior Leadership Team, provided overall strategic direction and leadership for the HR Department in the provision of a comprehensive and best value service and contributed to the strategic discussion and planning of the organisation which consisted of circa 500 staff. Particular responsibilities included: • Leading, managing, motivating and developing a small team of 5 HR professional and administration staff in carrying out the full range of HR provision in accordance with best/good practice. • Having full budgetary responsibility for the HR Department with significant contribution to institution wide financial management. • Developing and implementing the HR Strategy through effective consultation and engagement with key stakeholders including senior colleagues, recognised trade unions and the College Board of Governors. • Leading on the successful implementation of the National Framework Agreement for Higher Education Staff which was a significant national project across UK Higher Education. This required effective liaison with Executive colleagues to ensure that agreement was reached with recognised Trade Unions on a model and pay structure that was appropriate for the institution and built on the principles of equal pay for work of equal value. • Influencing and decision making on national employee relations issues including pay negotiations, escalated casework, OD and change initiatives.
Supported managers to deliver their business goals and objectives by supporting/driving all recruitment and contracts, case work, performance management, staff development and data analysis. Particular responsibilities included: • Building relationships with managers and employees across the organisation to ensure confidence in the HR Service Provision and drive and improve performance. • Managing recruitment and case management workload due to organisational growth and change which resulted in the need to apply effective diary management and prioritisation techniques. • Developing and implementing an integrated HR and Payroll system, upgrading from a basic Access database. Led this from Business Case Development to full implementation including managing the full cost provision.