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CV, Senior HR Manager seeking position in the USA

I am currently available for work
Serial No: 14680

List top 5 skills: change management, employee relations, performance management, project management, trade union consultation
Short Bio:

Senior HR Manager with over 10 years experience in human resources. Skilled in change management, project management and process re-engineering. Excellent background in employee relations, trade union consultation, performance management and developing policies and procedures. Strong strategic thinker and team builder.

Current location: 

England, United Kingdom - View on map

Nationality: 

US Resident

Preferred Sector of Employment: 

HR and Recruitment, General Management

Spoken languages: 

english

Locations I am interested in working:

United States

List of countries I have a visa to work in:

United Kingdom, United States



Education And Qualifications

Chartered Member of Chartered Institute of Personnel Development (CIPD)

Sep 1999 – Jul 2001: Croydon College, University of Sussex
Post Graduate Diploma in Human Resource Management (HRM)

Sep 1981 – Jul 1983:
Princes Town Senior Comprehensive (Trinidad)
3 ‘A’ Levels

Sep 1976 – Jun 1981: St Thomas Aquinas High School (Trinidad)
7 ‘O’ Levels

Profile

• An outstanding candidate with a wealth of experience working in Shared Service Centres and working in the public sector, gained from organizations such as Transport for London, London Borough of Havering and London Borough of Brent

• Successfully project managed, set up and led a centralised team of Employee Relations Managers in an HR Shared Service business to provide employee relations advice and guidance to approximately 22,000 employees at Transport for London

• Undertake complex employee relations casework including consulting and negotiating with Trade Unions

• Managed a budget of approximately £2.2 million

• Managed organisational change projects including restructuring, redundancies and TUPE

Career Summary

January 2013 – Present: London Borough of Brent
HR Manager (1200 employees)

• Implemented sickness absence management system which led to a reduction in sickness absence cases by 70% in 6 months

• Successfully managed TUPE transfer of 20 Public Realm staff in 3 months

• Lead and manage a professional and effective HR team delivering customer focused operational HR services

• Support the development and implementation of a performance culture across the organisation including the recruitment and retention of highly skilled staff, performance driven appraisal and personal development plans.

• Lead on the key strategic areas of change management and attendance management for the organisation

• Contribute at a strategic and operational level identifying HR priorities and people management solutions which support business aims including developing and implementing the HR service plan.

• Responsibility for restructuring projects and implementation of organisational change projects including TUPE

• Undertake complex employee relations casework including discipline, grievance and harassment

• Lead on the development of corporate policies, strategies and procedures across the Council

December 2011 – December 2012: London Borough of Havering
Senior HR Advisor – Employee Relations (HR Shared Service) – 3,000 employees

• Reduced the number of complex employee relations cases by 60% in 3 months

• Successfully managed the TUPE transfer of 30 catering staff in 2 months

• Responsibility for a team of 8 HR Advisors for supporting and undertaking complex casework on employee relations issues, including discipline, grievance, harassment, capability and sickness absence

• Worked in partnership with the trade unions and led on negotiations and consultations on policies and procedures

• Responsibility for restructuring projects and implementation of organisational change projects including TUPE

• Developed, implemented and reviewed HR policies and procedures to ensure that they were fit for purpose

• Responsibility for implementation of the performance management culture across the organisation

• Developed HR standards in accordance with HR Strategy to meet corporate and business objectives

• Worked with partners, multi agencies, internal services and managers to enhance service provision

• Monitor and drive performance of staff to meet customer service level agreements

August 2011 – November 2011: London Borough of Havering
Interim HR Advisor (HR Shared Service) – 3,000 employees

• Successfully resolved highly complex employee relations cases within 3 months

• Provided specialist advice and support to line managers and employees

• Facilitated and participated in Job Analysis, Job Evaluation and Job Matching

• Provided advice and guidance to managers on recruitment and selection processes, policies and legislation

• Participated in service impact assessment of reports, policies, procedures and strategies

• Managed organisational restructures and liaised with managers to facilitate workforce planning and strategy

May 2008 – May 2011: Burlington Coat Factory – Retail (USA)
Senior HR Business Partner – 3,000 employees

• Designed and implemented a workforce planning tool which was used to track vacancies and manage performance for managers

• Implemented talent development strategy which resulted in filling 80% of vacancies internally and a savings of 40% in recruitment cost

• Managed HR function for 65 retail stores in New York, New Jersey and New England states

• Managed employee relations issues and performance management for over 3,000 employees

• Coached, counselled and trained managers on training and development of their employees

• Managed redundancy for District Managers and Department Managers

• Consulted and negotiated with the trade union over a collective bargaining agreement

• Delivered trade union training to all managers in 65 stores

Sep 2004 – Apr 2008: Transport for London (TfL)
Head of Employee Relations (HR Shared Service Centre) – 22,000 employees

• Successfully project managed, set up and led a centralised team of 16 Employee Relation Managers in an HR Shared Service Centre to provide employee relations advice and guidance to approximately 22,000 employees

• Recruited, developed and trained a team of 30 staff to deal with an increase in casework

• Successfully decentralized a team of 30 staff to 3 different business units

• Managed a budget of approximately £2.2 million

• Managed the provision of harassment investigations with an external vendor

• Designed all employee relations processes through consultation and engagement with key stakeholders

• Developed performance metrics to ensure continuous improvement in cost and service

• Managed the Drug and Alcohol Testing Programme

May 2004 – Sep 2004: Transport for London (TfL)
HR Manager – 500 employees

• Managed the administration of performance related pay for approximately 500 staff

• Negotiated with the trade unions in facilitating change in a Financial Shared Service Centre

• Provided advice and guidance to approximately 500 managers and staff on the full range of HR and ER issues

• Led, developed and trained 2 HR Advisors

• Acted as a coach and mentor to managers in the Finance department in facilitating change to a Financial Shared Service Centre

• Managed the selection and recruitment process for a department undergoing organisational change

Apr 2000 – May 2004: Metropolitan Police Service
HR Manager – 3,000 employees

• Project managed the merger of 4 HR departments

• Managed the TUPE transfer of staff to an outsourced provider

• Led a project for reducing sickness absence for approximately 1500 employees

• Provided HR advice and guidance to approximately 3,000 staff in 5 different business units

• Consulted and negotiated with the trade unions over the development and implementation of policy and procedures

• Responsibility for the recruitment, development and training of employees