Flex Manager
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Mrs

Mrs

Work Experience

Refuge March 2005 – present

Head of HR – interim role

Overall responsibility for the human resources function of a national charity Delivery of human resource service across the organisation and on a multi-site basis. I am a key member of the senior management team and provide support and guidance on all aspects of HR policy and procedure including Employee Relations – disciplinary enquiries and grievances. In line with the multi-site nature and the growth of Refuge, I have had to advise and support TUPE arrangements and Redundancies. I have written a range of Policies and Procedures and facilitated the consultation process. I report to the Chief Executive in this generalist role. There is also a facilities management responsibility.




Redbridge College August 2003 – 29 November 2004

H R Manager

The primary objective of this role was to liase with College Management and to devise and develop appropriate Human Resource policies and procedures in line with the College’s strategic business objectives. I also provided professional and technical assistance and advice as well as taking full accountability for ensuring compliance with employment legislation and contractual obligations.

I was responsible for line managing 2 HR Assistants, the Recruitment Officer and the Staff Training and Development Manager. I was also responsible for the Training budget.

Other areas of responsibility included:

1. Recruitment – implemented new Recruitment Standards and was responsible for entire spectrum of Recruitment within a very busy and challenging industry within which to recruit. Advertising, both internally and externally, panel interviewing, task setting for candidates as well as disputes and queries from unsuccessful candidates.
2. Employee Relations – resolution of disputes, most recently by way of compromise agreements and in areas of discrimination, capability and incapacity. Complete negotiations with Union for revised Terms and Conditions and new Contracts of Employment. I achieved conclusion of negotiations for new Contractual Terms and Conditions for both full time and part-time employees with the Unions, NATFHE and UNISON
3. Grievance and Disciplinaries – wide range, from discrimination, capability, dishonesty, misuse of internet and absence
4. Strategic Management – policies and procedures such as Maternity, Paternity, Flexible working arrangements and Sick Absence. Also amended HR Department and set up Service Level Agreements. Presently looking at ways within which to approach the Equal Opportunity Policy – complete revision of current policy. Biggest challenge is to address the disproportion of ethnicity at Student level and local area with that of College employees.
5. Change Management – TUPE arrangements – Security function, which was an external agency was brought into the College, while employees (Deaf Agency) of the College were contracted out
6. Representation and guidance to Directors and Board of Governors
7. I was a member of the Equal Opportunity Working Group.


London Probation Services June 2003 – August 2003 (Interim)

Snr HR Advisor – multi-site (600 employees in 18 sites across London)

Key Tasks

1. Employee relations – grievances, disciplinaries, Tribunals
2. Project Management – co-ordination and harmonisation of contracts from 5 different terms and conditions into a single set (TUPE arrangements)
3. Management of Sick Absence program as well as incapacity issues and management thereof. Sick Absence Management (referrals for Occupational Health Assessment)
4. Telephonic queries and advise on policy and procedural queries
5. Recruitment (drafting of adverts, panel interviews, scripted interviews, assessment centres)

London Borough of Haringey February 2003 (Interim)

Snr HR Advisor

1. Employee Relations, Disciplinaries, Grievances and TUPE
2. Recruitment
3. Generalist

St Mungo’s Housing Association Dec 2002 – Feb 2003 (Interim)

Assistant Personnel Manager

1. To operate an effective absence management procedure
2. First point of contact for queries on Personnel Procedures and terms and conditions
3. Assist Personnel Manager with overflow and deputise in his absence
4. Co-ordinate and administer exit interviews
5. Responsible for effective administration of Personnel Database (Workforce)
6. Provide a professional advisory service to managers throughout organisation ensuring adherence to current employment legislation and Best practise
7. To manage and develop staff (1 Personnel Officer and 2 Personnel Assistants)


British Bakeries Ltd June 2001 – January 2002

Site HR Manager (6-month contract)

1. Generalist role with 3 administration staff reporting
2. On site industrial relations (6 Unions)
3. Strategic and Change Management - through organisation changes (redundancies in Distribution Section while investment and growth in Manufacturing Section
4. Wage and Retrenchment negotiations
5. Implementing and monitoring of KPI’s
6. Implementation of Site Partnership Forum
7. Responsible for HR and Training Budget


Trend Sales and Marketing (SA) August 1996 – January 2001

Human Resources Consultant

1. Generalist role reporting to General Manager
2. All industrial relations including wage negotiations, disputes, training, Affirmative Action policy, negotiation and implementation, retrenchment negotiations
3. HR Policy development including design, negotiation and implementation of disciplinary procedure
4. Union on-site recognition Agreement - design, negotiation and implementation thereof


Elvinco Plastics (SA) April 1991 – 1995

Personnel Manager

1. Generalist position in manufacturing environment
2. Development of HR Function
3. HR Policy and Procedures
4. Training and Development
5. Industrial relations (strike management, strategic planning for industrial disputes, very volatile and difficult environment with militant Union)
6. Social and Welfare counselling
7. Administration of Pension fund and responsibility for Wages Department
8. Management of staff loans and housing assistance (financial)

Hereford Industries March 1989 – March 1991

Personnel Officer

1. Generalist
2. Assisted Personnel Manager in areas of Employee Relations and general HR issues. Heavily Unionised and militant workforce.



Education

Wynberg Girls High School – Matric (1983)

Open University – BA(hons) – will complete end 2005 (60 points remaining)

Open University – College of Law – Employment Law

Cape Peninsula University – National Diploma in Personnel Management (1985 – 1988)

Various in-house courses (UK):
IOSH – Managing Safely 5 days
Labour Law in a Nutshell
Change Management – LSC (Learning Services Council)



Skills

Strong negotiator

Languages

English

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