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Experienced Head of HR specialising in Employee Relations
Sunita Rowland
,
Leeds, United Kingdom
Experience
Other titles
Skills
I'm offering
My job is to protect you from risk and keep you out of a an Employment Tribunal. I am the owner of SRHR Consultancy. I have 20 yrs experience in HR, in a range of industries; construction, media, retail, warehousing and IT and have worked in union and non-unionised environments. My approach is to ensure I am there to protect the business from risk. Tell me where you want to get to and I can help you get there in a legal manner.
Markets
United Kingdom
Language
English
Fluently
Ready for
Larger project
Ongoing relation / part-time
Available
My experience
2018 - 2019
job
Head of HR
Mastek Ltd.
Leading the HR Department.
Leading on long term goals around business and people including; talent acquisition, L&D, employment
engagement and implementation of a HR System.
Creation of up to date policies and procedures.
Full understanding of current employment law legislation.
Leading on TUPE transfers
Roll out of EAP to the business
Creation of a competency framework
Creation of career roadmap
Leading on long term goals around business and people including; talent acquisition, L&D, employment
engagement and implementation of a HR System.
Creation of up to date policies and procedures.
Full understanding of current employment law legislation.
Leading on TUPE transfers
Roll out of EAP to the business
Creation of a competency framework
Creation of career roadmap
Talent acquisition, Implementation, Framework, UP
2016 - 2018
job
HR Business Partner
Augean plc.
• Increasing the profile of the HR function by being a values driven and proactive support to the business leaders.
• Partner the Business Leaders in all their resource management activities.
• Partner the Business Directors in delivering their business plans and targets through a clear People
Plan aligned to their Business goals and objectives
• Develop, Implement and Support the People Strategy for the Group
• Lead, Assist and Support to drive the HR programme.
• Define HR Policy and Procedures to ensure delivery is the most cost effective and results driven.
• Complex case management of ER issues.
• Coaching staff at all levels.
• Management of specific projects as per business requirements
• Maintaining continuous professional development and competence for the role
• Partner the Business Leaders in all their resource management activities.
• Partner the Business Directors in delivering their business plans and targets through a clear People
Plan aligned to their Business goals and objectives
• Develop, Implement and Support the People Strategy for the Group
• Lead, Assist and Support to drive the HR programme.
• Define HR Policy and Procedures to ensure delivery is the most cost effective and results driven.
• Complex case management of ER issues.
• Coaching staff at all levels.
• Management of specific projects as per business requirements
• Maintaining continuous professional development and competence for the role
Coaching, Management, Support, Resource management, Development, Business Partner
2014 - 2016
job
Snr HR Business Partner
Next Distribution Ltd.
• Delivering and driving HR strategy in a fast-paced unionised environment.
• The management of a team of 3 HR Business Partners, supporting between 2500-3000 staff.
• Working autonomously and as part of a team, providing comprehensive, consistent and professional
level of advice in ER, focussing on more complex situations.
• Maintain positive relationships with the Union Reps and Area Organisers to ensure that the recognition agreements are embraced.
• Develop the capability of senior managers when dealing with HR issues.
• In conjunction with Line manager and Occupational Health, create action plans to manage employees
on long term sick.
• Identify and lead activities which support employee retention.
• Support senior management teams through performance review process
• Support senior management teams through the talent and succession review process.
• Keep managers updated with legislative changes and interpreting their impact on the business.
• Identify resourcing requirements at a senior management level.
• Identify the need and develop appropriate material for relevant HR training programmes, e.g.
discipline and grievance, absence management.
• Monitor and develop action plans to ensure HR performance objectives are met.
• The management of a team of 3 HR Business Partners, supporting between 2500-3000 staff.
• Working autonomously and as part of a team, providing comprehensive, consistent and professional
level of advice in ER, focussing on more complex situations.
• Maintain positive relationships with the Union Reps and Area Organisers to ensure that the recognition agreements are embraced.
• Develop the capability of senior managers when dealing with HR issues.
• In conjunction with Line manager and Occupational Health, create action plans to manage employees
on long term sick.
• Identify and lead activities which support employee retention.
• Support senior management teams through performance review process
• Support senior management teams through the talent and succession review process.
• Keep managers updated with legislative changes and interpreting their impact on the business.
• Identify resourcing requirements at a senior management level.
• Identify the need and develop appropriate material for relevant HR training programmes, e.g.
discipline and grievance, absence management.
• Monitor and develop action plans to ensure HR performance objectives are met.
Training, Management, Support, Business Partner, Retention, Health, Manager
2007 - 2013
job
HR Business Partner
Shepherd Engineering Services.
• Coach, support and partner directors and senior management to achieve the business goals.
• Attend Board Meetings to provide key HR advice, ensuring I am part of the decision-making process.
• Attend Strategic Operations Meetings to support the division.
• Developed and rolled out a new structured absence process to minimise the monetary cost / employee and become a more efficient organisation.
• Lead and influence on succession planning and talent management.
• Develop and roll out new policies in line with our legal obligation and best practice.
• Be a facilitator of change by working closely with Senior Management.
• Partner and support management on recruiting for senior positions via interviews, personality
questionnaires and presentations.
• Lead on all change management, including TUPE/Redundancy, as well as day to day HR issues.
• Attend Board Meetings to provide key HR advice, ensuring I am part of the decision-making process.
• Attend Strategic Operations Meetings to support the division.
• Developed and rolled out a new structured absence process to minimise the monetary cost / employee and become a more efficient organisation.
• Lead and influence on succession planning and talent management.
• Develop and roll out new policies in line with our legal obligation and best practice.
• Be a facilitator of change by working closely with Senior Management.
• Partner and support management on recruiting for senior positions via interviews, personality
questionnaires and presentations.
• Lead on all change management, including TUPE/Redundancy, as well as day to day HR issues.
Change management, Operations, Management, Support, Facilitator, Business Partner, Coach, Organization
2004 - 2007
job
HR Manager/Senior HR Officer
Johnston Press Plc.
• Deputy for the HR Manager in their absence
• Acted up in the capacity of HR Manager during maternity leave.
• Work in conjunction with management on departmental re-structures.
• Co-ordinate and support senior management during TUPE consultations.
• Manage the redundancy process from announcement to the administration of the compromise
agreements within set deadlines.
• Support and advice all levels of management on disciplinary and grievances.
• Provide HR surgeries within 5 sites on a weekly basis for all staff.
• Assist managers throughout the absence management process, in line with business needs.
• Maintain awareness of the different businesses within JP and the different requirements of each
company.
• Pro-actively keep up to date with employment legislation.
• Conduct 1:1/team meeting with the HR team, to ensure consistency and compliance to company
policy and legislation.
Divisional HR Officer
• Offer HR Support to 5 separate sites within Johnston Press.
• Coach and support line management through the disciplinary and grievances process.
• Support management with advice on employment legislation.
• Support management with annual pay claims (unionised/non-unionised).
• Advice all levels of management with TUPE consultations.
• Conduct Stress Risk Assessment on employees.
• Support delivery of training programmes: absence, performance management, law updates, diversity
and induction.
• Support co-ordination of training.
• Actively involved in the administration of HR processes within the North Division.
• Assist with the development of HR systems.
• Acted up in the capacity of HR Manager during maternity leave.
• Work in conjunction with management on departmental re-structures.
• Co-ordinate and support senior management during TUPE consultations.
• Manage the redundancy process from announcement to the administration of the compromise
agreements within set deadlines.
• Support and advice all levels of management on disciplinary and grievances.
• Provide HR surgeries within 5 sites on a weekly basis for all staff.
• Assist managers throughout the absence management process, in line with business needs.
• Maintain awareness of the different businesses within JP and the different requirements of each
company.
• Pro-actively keep up to date with employment legislation.
• Conduct 1:1/team meeting with the HR team, to ensure consistency and compliance to company
policy and legislation.
Divisional HR Officer
• Offer HR Support to 5 separate sites within Johnston Press.
• Coach and support line management through the disciplinary and grievances process.
• Support management with advice on employment legislation.
• Support management with annual pay claims (unionised/non-unionised).
• Advice all levels of management with TUPE consultations.
• Conduct Stress Risk Assessment on employees.
• Support delivery of training programmes: absence, performance management, law updates, diversity
and induction.
• Support co-ordination of training.
• Actively involved in the administration of HR processes within the North Division.
• Assist with the development of HR systems.
Administration, Training, Performance Management, Management, Compliance, Support, Development, Coach, Assessment, Processes, Manager, UP
2002 - 2004
job
HR Co-ordinator
Bailey Telecom Ltd.
• Have sole responsibility of all aspects of the recruitment process:
• Cost of advertising.
• Negotiating best deals with local and national press.
• Negotiate with mangers for the cost of the advert.
• Write advert, ensuring it is targeted to most appropriate audience for role.
• Negotiations with agencies for fees and terms and conditions.
• Receive CV's and judge competencies against job descriptions.
• Produce shortlist and organise interviews and candidates.
• Co-ordinate, manage and mark SHL tests.
• Dealing with all employee queries.
• Monitoring absence levels across all 4 sites within the organisation and effectively dealing with individual cases of high absenteeism in an effective way.
• Developing policies and procedures.
• Carry out headcount reports on a monthly basis for the Senior Board.
• Assist in disciplinaries.
• Support, coach and advise employees and managers on HR generalist queries (maternity, paternity, expenses, compassionate leave, disciplinaries and grievances)
• Created, implemented and managed a Performance Review process to mange under performers.
• Setting up a full HR function with satellite offices - including policies and procedures, salary
benchmarking, and day-to-day advisory role for managers and employees.
• Guide managers and provide advice to help answer HR queries using the intranet.
• Cost of advertising.
• Negotiating best deals with local and national press.
• Negotiate with mangers for the cost of the advert.
• Write advert, ensuring it is targeted to most appropriate audience for role.
• Negotiations with agencies for fees and terms and conditions.
• Receive CV's and judge competencies against job descriptions.
• Produce shortlist and organise interviews and candidates.
• Co-ordinate, manage and mark SHL tests.
• Dealing with all employee queries.
• Monitoring absence levels across all 4 sites within the organisation and effectively dealing with individual cases of high absenteeism in an effective way.
• Developing policies and procedures.
• Carry out headcount reports on a monthly basis for the Senior Board.
• Assist in disciplinaries.
• Support, coach and advise employees and managers on HR generalist queries (maternity, paternity, expenses, compassionate leave, disciplinaries and grievances)
• Created, implemented and managed a Performance Review process to mange under performers.
• Setting up a full HR function with satellite offices - including policies and procedures, salary
benchmarking, and day-to-day advisory role for managers and employees.
• Guide managers and provide advice to help answer HR queries using the intranet.
Advertising, HR Generalist, Recruitment, It, Support, Monitoring, Coach, Organization, Guide, UP
My education
1996
-
2000
West Kirby Grammar School
ALevels, N/a
ALevels, N/a
Leeds Metropolitan University
Intermediategraduate, CIPD
Intermediategraduate, CIPD
University of Wolverhampton
Bachelors, Business Studies
Bachelors, Business Studies
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