HR & Tech Transformation Leader

Working as a freelance consultant specialising in Organisational Design that optimises HR services and processes. This service is complimented with a supportive expert Coaching service that embeds change and develops your team. Utilising my extensive experience in HR Service transformation, I deliver change to HR services for clients that provides results to the business.

The University Hospital of Derby & Burton NHS Trust:

• HR service assessment, redesign and business case development to improve service and reduce cost
• Coaching and improving People Partnering service
• Reviewed quality and process of employee relations and investigations
• Designed and implemented improvement plan
• Assessed ROI of legal fees and service and developed business case to seek reduction in cost with increased services

Prana Wellness-AI, Dubai - Tech Start Up:

• Provide expert advice, data points & KPI's in relation to Occupational Health & Wellbeing and ensure the product and service addresses trends
• Influence and lead the design of the Prana Wellness-AI product and service from OH & Wellbeing perspective
• Consider aspects of corporate HR strategy in relation to the product and service and ensure it aligns to these goals
• Attend meetings with customers and stakeholders to provide expertise in relation to OH & wellbeing

Reporting to the COO led the HR & OD department of 230 HR professionals to achieve key milestones for external audit and delivery of national initiatives such as Police Officer Uplift.

• Led the team of 230 HR professional through covid recovery and transformational HR service change programme. Improving morale through vision setting, improved communication and leadership
• Developed the People Strategy as well and underpinning strategies in Positive Action, Wellbeing & Engagement, Recruitment and Retention
• Led Talent Acquisition, Workforce Planning, Employee Relations, Culture & Talent, Organisational Development, Occupational Health & Safety teams with a £20 million budget
• Navigated leadership challenges, political landscape and national projects, achieving Outstanding inspection rating under new inspection regime
• Oversee and ensured delivery ambitious growth plans of 400 officers, new national police apprenticeship scheme, while addressing policing skill shortages
• Developed a Wellbeing and Engagement strategy that holistically addressed both wellbeing and engagement survey results that drove tactical action and achieved strategic objectives
• Significantly improved workforce planning integrating crime demand profiling, strategic people data, finance, resourcing and horizon scanning for a complete workforce plan that assessed both national and local issues to enable strategic decision making and planning
• Improved service delivery, customer satisfaction and executive confidence in the HR service

Reporting to the Director of HR & OD, led the Occupational Health & Wellbeing, Employee Relations and Central Advice team of 40 HR Professionals, responsible for £4 million budget.

• Student Officer Development Lead for the Force. This included leading a team of officers and staff to ensure quality training and deployment of new officers. Successfully led a project to adapt from 2 year to 3 year national training. This included demand mapping the student journey to operational resilience and changing the workforce planning modelling to account for reduced operational hours during transition
• Develop the Disability Positive Employer Strategy and process design to ensure reduction in risk and cost associated with poor decision making. Taking this process from reactive to proactive and an enabler of our ED&I strategy. Saved circa £0.9m
• Designed an Employee Relations strategy, saving £1.2 million
• Redesigned HR Shared Service centre, saving £66% of budget and improved processes and customer experience
• Advised Executive Team on Employee Relations and organisation transformation projects, saving £1 million
• Assessed and re-designed the HR Employee Relations Service and introduced a Business Partnering model. Saved £0.8m through reduced structure and significantly improved service delivery and ER associated costs and performance improvements
• Redesigned the Occupational Health service, improving service quality from poor to good in 18 months
• Collaborated with Head of OD & Learning to devise cultural change program and agenda. Drove the change through policy, process, Employee Relations strategy and Business Partnering to affect change and drive the cultural change
• Undertook the Terms and Conditions review working with a TU colleagues and re-negotiation of policies to save £0.5m
• Led COVID HR response, ensuring safety and operational resilience to deliver key services

HR Business Partnering role supporting the operational delivery and maintenance departments as well as supporting functions such as It and Marketing.

• Supported re-design of full benefits package and rolled out across the business

• Responsible for Graduate recruitment, bursary and work experience placement schemes
• Managed the training budget and assisted with HR administration tasks
• Created comprehensive onboarding programme for new recruits
• Responsible for law and career fair marketing and attendance