•HR strategy input
Review and development of HR to meet business purpose, vision and values
Help with HR budget preparation
Coaching, mentoring, performance appraisal, recruiting absent skills
Organisation planning, review of job tasks, productivity improvement
Delivery of reduction and efficiency programmes
Pay and benefits policy, HR Audit and Surveys
•Change Management
Improved performance and flexibility
New methods of working
Redundancy programmes
Site transfers
TUPE
Re-deployment and transfers to new positions
Persuading staff of necessary action
•Dispute Resolution
Consultation with workforce over important changes
Recognition, communication, collective agreements and discussions
People empowerment and work council democracy
Discussions with employee representatives
•Training/ Development/ Updates
Initiate change from the top
New cultural approach, changing attitudes
Re-vitalise energy within business and improve internal/external customer service
Negotiation skills and techniques
You may know the new legislation but does your team?
Avoiding non compliance penalties
Employment law for managers
•Interim HR
Temporary HR solution to fill skills gap
Senior input to support Directorate
Independent expert for non-biased report
Stop gap whilst change programme introduced
•Resolving difficult people
Implementation and training to improve absence/attendance
Discipline procedure training, advice on hearings and appeals
Advice/training on correct handling of procedures
Equality Act training and responsibilities, dealing with discrimination claims
Investigation/resolution of grievance/discipline/harassment/conduct
Chairing/supporting discussions with employee representatives (with or without TU)
