Darren Hart

Experience

• 

  Defence Medical Services Training Centre

  Jun 2002 - Oct 2003

  Senior Instructor & Learning & Development Manager
• 

  Royal Navy

  Nov 2003 - Aug 2013

  • Ensure department structures and roles are fit for purpose and job descriptions and progression ladders mirror this.• Ensure recruitment adverts and processes attract the best candidates and select those best fitted to the role in hand.• Manage the end-to-end recruitment process for all administration and management roles.• Manage the employee life-cycle and complete exit interviews to provide information for the continuous improvement programme. • Act as annual reporting SME and provide guidance and support to line managers in their timely production, inclusion of SMART objectives and that they are fit for purpose.• Utilise the workforce learning and development needs to validate the organisations TNA and annual budget forecast.• Work with the department managers to establish department and individual training needs.• Design and deliver appropriate training interventions and source training partners where required.• Work alongside the wider team to write and deliver company-wide training such as inductions and lunch and learns.• Oversee and deliver the Performance Management, Talent Management & Succession Planning processes.• Manage all employee relations matters within the given department with support from the MOD Shard Services (Defence Business Support), immediately flagging any potential risks.• Maintain an up-to-date knowledge of employment law and, where appropriate, sharing this with the team.• Work on projects and strategy in conjunction with the organisational strategy and people plan. • Draft and store all relevant employee documentation iaw the Data Protection Act. • Draft, review and update HR, ER and L&D policies and procedures.• Complete any other relevant HR duties that arise within your function Show less • Provided visible and strong leadership to the Executive Leadership Team and act as a ‘critical friend’ to establish the organisations culture of continual improvement.• Act as Senior Recruitment Service Manager overseeing the full recruitment and employee life cycle process inc exit interview processes to support continual improvement.• Provide high quality HR partnering to operational and strategic senior leaders and managers in all areas of branch workforce performance, talent, engagement, employee relations approaches, succession planning and change management to drive organisational effectiveness.• Act as Career Manager accountable for completion of the 350 strong workforce TNA iso the annual Workforce Development Strategy (inc. budget planning and funding options). • Accountable for the updating and reporting of the HR/L&D and OD strategic Risk Registers.• Oversee the National Learning Platform & Dashboards. Manage the Workforce Skills Matrix.• Conduct regular reviews of all L&D content and activity to ensure it is fit for purpose.• Provide ongoing development and implementation of the workforce strategy, including strategic workforce planning and performance enhancement programmes. • Provide national consulting and coaching including best practices, common methodologies and management tools to support continuous improvement.• Work closely with Talent and Strategic Learning Partners to meet organisation design needs and support restructuring exercises when necessary whilst instilling Organisational Design principles.• Act as Project Manager and lead for the design and delivery of the Medical Operational Capability Assessment project.• Support wider projects, identifying and supporting key people ensuring that action plans are created and followed up to facilitate ongoing development.• Provide operational line management and supervision to the Environmental Health Team and Second Reporting Officer to 14 Medical Centre Managers. Show less • Manage the end-to-end recruitment of all workforce roles inc liaison with individual specialist hiring managers and developing and executing all recruitment plans.• Manage the on-boarding process for all new starters inc induction support, welcome briefing, planning, and scheduling their onboarding with their line manager and introduction to the staff handbook. • Support the line managers with all people/HR related issues. • Work with respective specialist divisions on a number of initiatives; engagement, reward, diversity and inclusion and learning and development. • Be a cultural ambassador, championing the values and making sure they are part of all people processes and initiatives.• Oversee and deliver the Performance Management, Talent Management & Succession Planning processes.• Manage, implement and deliver the Leadership, Workforce and Apprenticeship Development Programmes.• Work with the People Team to respond to Learning & Development needs with bespoke solutionsDesigning, developing and delivering virtual and face to face learning sessions.• Constantly evolve / improve day to day training (e.g. new starter learning/onboarding)• Deliver highly effective stakeholder engagement, partnering and collaborating• Develop career pathways and new training standards with academic and vocational educational training organisations,• Manage relationships with professional bodies, Universities and training providers to support the best opportunities for individual, group and workforce development. Show less • Work with other senior management staff & key stakeholders to design & implement new ways of working to meet the challenges of the RN/RM strategic plan. • Lead on employee engagement strategy and promote good employee relations and culture change throughout the organisation through a variety of platforms and methods.• Overall responsibility for all strategic and operational Human Resources functions including payroll, recruitment, learning & development, promotion/talent management and absence etc.• Provide professional advice to the Executive and Senior Management Teams on any HR issue relating to structural change, new initiatives or new legislative arrangements ensuring legal and regulatory requirements are met.• Support the Brigade Commander, Clinical Director and frontline Senior Managers by developing and implementing leading edge HR and organisational development strategies that enable and deliver our organisational objectives and cultural transformation.• Design, facilitate and evaluate programmes, workshops and team building events, drawing on knowledge of adult learning theories, various training design methods and using IT technologies to provide commercial L & D solutions.• Manage, develop, implement and evaluate the Learning & Development Core programmes for clinical, non-clinical, management and leadership staff. • Provide learning support to Departments/ Groups/ Teams to implement the organisational strategy. • Conduct training needs analysis as required and develop and implement training programmes using appropriate resources, including e-resources, to match identified needs.• Design and develop one on one learning interventions with individuals as and when required.• Be the subject matter expert, administrator and lead auditor for the Learning Management System.• Manage relevant areas of the Learning budget. Show less

  • Senior HR, Learning & Organisational Development Manager

    Sept 2011 - Aug 2013

  • National Human Resources (Generalist) & Workforce Learning & Development Manager

    Sept 2009 - Aug 2011

  • Organisational Training Analyst

    Sept 2008 - Sept 2009

  • People & Organisational Development Manager

    Apr 2007 - Sept 2008

  • National Human Resources (Generalist) and Training Manager

    Mar 2005 - Mar 2007

  • Senior (Medical) Staff Instructor

    Nov 2003 - Nov 2005
• 

  Protocol National Ltd

  Mar 2011 - Jan 2018

  CMI Management and Leadership Trainer & Assessor

  Trainer, Assessor and Internal Quality Assurance Manager - CMI L4 - 8 Certificate and Diploma in Management and Leadership, Strategic Management, Direction and Leadership and Learning & Development.

• 

  Defence Primary Healthcare

  Aug 2013 - Oct 2017

  • Act as HR SME to the Senior Leadership Team. Further develop and implement a People Plan that supports the delivery of our strategic goals and business performance.• Contribute as a strategic member of the Naval Base (NB) and Defence Primary Healthcare (DPHC) HQ HR and OD Team.• Develop and ensure the effective implementation of workforce evacuation and medical response procedures, training, and Nuclear Safety Culture activities.• Collaborate with managers and HR Business Partners across the NB and DPHC HQ on South West and UK wide projects and improvements.• Support the leadership team in the delivery of the Workforce Learning & Development Strategy (inc the merger and workforce re-alignment projects).• Responsible for key stakeholder consultation, analysis and challenges resolution for projects in employee engagement, talent management, workforce upskilling and cultural integration. • Act as the employee voice for strategic planning processes involving project and operational planning capabilities to maximise business excellence. • Ensure business units are provided with effective, accurate and timely People Management Information to enable effective business decisions.• Provide targeted consultative support to other leaders to enhance existing L&D Programs, facilitate talent development and foster a culture of continuous, high impact learning.• Actively promote the core Values of the organisations whilst working towards achieving the strategic objectives, with particular focus on the impact of the People Strategy. • Support the management team to ensure obligations for the Health, Safety and Security all employees and relevant stakeholders. • Act as the high-performance and learning and development ‘improvement’ champion. • Employ a data driven approach to operational performance management that supports a culture of targeted, tangible and cost-effective improvements. Show less Deliver high quality advice to managers and staff and look towards the continued improvement and development of the People service. Take a lead role in supporting the delivery of people elements of the transformation agenda facing the Regional Services, including workforce planning, improvement, organisational change and resourcing , ensuring the provision of intelligent, timely and relevant people advice and support to craft solutions.• Lead the regional learning and development team: promote best practice; monitor targets; ensure that staff are recruited, trained, managed, developed and supported in order to maximise their potential and deliver excellent services.• Lead the development of a leadership strategy that equips and hold leaders to account for engaging and leading their teams and creating a positive culture.• Coach and build the capability of senior managers to anticipate and pre-empt organisational issues.• Advise and support managers in the analysis of People management information and workforce data to develop effective workforce structures and provide advice and guidance on the strategic resourcing of these structures.• Develop and lead the implementation of an organisation capability model maintaining pipelines of critical skills in key talent pools which equip the organisation with future skills• Monitor and evaluate the effectiveness and transference of learning and development solutions and programmes and ensure that training interventions are relevant, cost effective, high quality and provide return on investment to the organisation.• Support the talent management strategy including early careers and graduates, apprenticeship programmes ensuring effective use of the Apprenticeship Levy.• Ensure that the principles of equality and diversity and continuous improvement are embedded into the delivery of the service. • Use reporting and data measurements to monitor and continuously improve metrics, feedback, performance, and workloads. Show less

  • Senior Human Resources, Learning and Organisational Development Manager

    Sept 2015 - Oct 2017

  • Regional People Business Partner

    Aug 2013 - Sept 2015
• 

  CBRT HEALTHCARE INNOVATION SYSTEMS LIMITED

  Oct 2017 - Apr 2024

  Key Responsibilities:Talent Acquisition: • Lead the end-to-end hiring process, including collaborating with internal and external talent partners, sourcing, screening, interviewing, extending offers, and ensuring a seamless onboarding experience. • Develop and execute strategic global talent acquisition plans to attract top-tier talent, supported by career pathways and skills escalators to build and maintain a robust talent pipeline through proactive sourcing methods, including leveraging platforms and job boards. • Partner with hiring managers to define role requirements and deliver top candidates with efficiency and precision• Monitor and analyse recruiting metrics to continuously improve hiring processes and outcomesHR Operational Excellence: • Optimise talent acquisition workflows and ensure alignment with broader HR and L&D operational and strategic goals• Develop and document standardised processes for hiring, onboarding, and HR and L&D compliance• Use HRIS tools to streamline processes, track performance, and ensure accurate record-keeping• Identify areas for process improvement across talent acquisition, general HR and L&D operations, driving efficiency and consistency whilst balancing international strategic and operational HR and L&D responsibilities• Contribute to the creation and maintenance of HR policies and procedures to ensure compliance with global and local regulations for employee development, relations, performance management, and retention initiativesCollaboration and Strategic Contributions: • Collaborate with global teams including Trade Unions and Professional Bodies to align HR strategies with business goals and organisational change • Act as a trusted partner to managers and employees, fostering a positive work environment and culture of trust, respect and opportunity through effective HR & L&D strategies to champion change and embed best practices within a fast-paced environment Show less • Support the CEO and Board in the development of an international Learning and Workforce Development Strategy and facilitate implementation of wider strategic business objectives, whilst managing organisational and people change activities.• Ensure the provision of a high-quality people service to stakeholders in all areas of HR including resourcing, employee relations, learning & development and reward• Act as leadership and management development coach for senior management team.• Clearly articulate, develop and deliver a leadership framework that supports CBRT HIS Ltd being a great place to work for all our people• Manage the HR and Learning and Development budgets obo the CEO.• Strengthen leadership, employee development and line management capability to support people performance, organisational change and improved research and innovation outcomes• Provide learning solutions to support the use of ways of working, organisational needs, create a fair and equal place to work, supporting wellbeing through our learning programmes.• Develop effective on-going relationships at all levels establishing yourself as a credible, respected and valued manager, influencing managers to follow a best practice approach• Assist departmental managers on the interpretation and implementation of company policies and procedures as well as local agreements• Support the delivery of the People Plan for the year, making adjustments where required.• Increase leadership and management capability in embedding effective behaviours aligned to the company purpose and values to enhance employee engagement.• Advise the COO and CEO on all escalated employee relations cases including monitoring absence, capability, and performance; disciplinary and grievances• Supporting other Heads of Dept and project teams with ‘people’ expertise to ensure legal compliance, collaboration, and consistency of approach, whilst establishing credibility by quickly responding to changing priorities. Show less

  • Non Executive Director

    Oct 2017 - Apr 2024

  • NED / Senior International HR, Learning and Organisational Development Business Partner

    Oct 2017 - Apr 2020
• 

  Lifetime Training

  Nov 2020 - May 2021

  CMI and CIPD Regional Delivery & Development Coach - Centre Lead

  Lifetime Training is one of the top-performing and fastest growing training companies in the UK. Working with some of the best brand names their success is built upon tailored solutions to meet the specific needs of employers and employees, As a Management Development Coach I am involved in course development & design, quality assurance and improvement, programme management, onboarding, enrolment, training delivery, 1-2-1 coaching sessions, assignment marking and examination preparation for CMI L5 Operational Management, CMI L3 Team Leader/Supervisor, L4 Coaching & Mentoring, L5 APM Project Management and CIPD L3 & 5 Human Resources qualifications via 1-2-1 and group virtual delivery sessions.• Project and CIPD Centre Lead for the CMI Level 3 – 7 qualifications accreditation and review process.• Scope, design and deliver development programmes and solutions to drive business growth. • Facilitate and deliver professional development workshops and leadership development programs, modelling adult learning and leadership best practices.• Engage with the Curriculum Team to deliver improvements in MDC working practices. • Add to the corporate knowledge by producing support documentation for use by learners and MDCs on business systems to improve capability and delivery. • Support the internal future learning programme development iaw the People Strategy. • Generate new leads though learners, managers, business partners and other stakeholders. • Act as a learning coach, assessor and IQA Improvement ambassador, leading by example (through mentoring of other MDCs) and demonstrating the highest level of personal and professional integrity Show less

• 

  Key Training Limited

  Jun 2021 - Sept 2022

  CIPD Human Resources & Learning and Development Coach & Centre Lead

  From fairly modest beginnings 55 years ago offering a single solution, Key Training has grown to be one of the largest and most successful of its kind in the UK, offering a broad range of learning and development solutions to help businesses and individuals thrive. The exponential growth of the PC, the “network”, the internet, intranet, remote and mobile working has required organisations to ensure that not only do their users have the appropriate skills but so too do those who run their IT systems and infrastructures. Key Training expanded rapidly in response to this need in the ’90s and is now one of the largest organisations offering a range of training solutions including IT Skills, Recruitment, Leadership & Management, Professional Development, Human Resources (CIPD), Learning & Organisational Development (CIPD) and Project Management. Show less

• 

  HQW-Aerospace

  Sept 2022 - Oct 2023

  Learning & Development Business Partner

  HQW-Aerospace (also known as Barden UK) is recognised as a world leader in the design and manufacture of super high precision ball bearings, produced using advanced technology to the highest ISO standards in virtually every sector of industry. Responsibilities include:Learning Strategy Development:• Design and implement a comprehensive learning and development strategy that supports business objectives.• Assess the organisation's training needs through surveys, interviews and performance analysis.Programme Design and Delivery:• Develop customised training programmes, workshops and e-learning solutions to meet employee needs.• Manage and oversee the delivery of training using internal resources or external providers.Performance Improvement:• Work with line managers and HR to identify skills gaps and develop training plans.• Evaluate the effectiveness of training programmes and recommend improvements.Leadership Development:• Delivery Group Leadership Development Programmes, coaching and succession planning programmes.• Facilitate workshops to improve management and leadership skills.Technology and Tools:• Implement and manage Learning Management Systems (LMS) to track employee participation and progress.• Stay updated of the latest learning technologies and methodologies to incorporate into training initiatives.Budget Management:• Prepare and manage the L&D budget, ensuring alignment with organisational priorities.Culture and engagement:• Foster a learning culture that encourages innovation, collaboration and knowledge sharing.• Promote diversity and inclusion through tailored learning programmes.Compliance and reporting:• Ensure that training programmes meet industry regulations and compliance requirements.• Generate reports on training results, ROI and employee development metrics Show less

• 

  Careers Southwest Group

  Oct 2023 - Apr 2024

  People Services Manager

  • Work within the Senior Leadership team to deliver on all People areas of the business.• Manage and nurture the HR, Marketing and Communications teams.• Develop the performance management review process appropriate for all staff.• Conduct MI, HR, H&S data review and analysis – through internal system and external awareness for advisories on opportunities, trends and challenges.• Lead and advise on remuneration analysis, market functional comparison, employee support and wellbeing, engagement, reward and recognition benchmarking and trends.• Manage the HR and L&D budgets and provide quarterly feedback to the Head of Finance and Senior Leadership Team on all HR related KPIs. • Drive strategic solutions and build strong relationships to advise and influence the Senior Leadership Team, the full employee team and UNISON.• Liaise with key stakeholders to establish current and future learning / training objectives and requirements.• Undertake training needs analysis, including assessment of technical and statutory competency and skill requirements.• Support the MD to enhance the business, creating a framework for learning that is fit for purpose and well utilised across the business.• Coordinate key training programmes, scheduling training sessions, communicating with delegates and training providers, managing feedback surveys and keeping line managers updated on progress.• Support content creation, working with the stakeholders to review and deliver content in line with role requirements and relevant legislation.• Own and maintain the Corporate Induction programme, ensuring it remains relevant, engaging and is delivered to a high quality standard.• Conduct analysis of skills gaps or shortages internally and externally in direct consideration to the business of the Company and development of the talent pool.• Ensure the statutory duties of your area of responsibility are met in accordance with legislation, guidance, and regulatory requirements. Show less

• 

  Neptune Shipping Agency Ltd

  Apr 2024 - Nov 2024

  Human Resources Manager

  Strategic HR Partnership:• Collaborate with the Directors to bring the HR delivery back into the core business, developing all HR documentation, working practices and associated business strategies.• Identifying and address key business challenges, aligning HR to deliver effective solutions.• Provide insights and recommendations on organisational design, workforce planning, and talent development to drive business success.• Deliver the people strategy; ensuring best practice HR excellence maintaining consistency and providing value-added support across all areas of HR, including employee relations.• Oversee L&D budgets and maintain effective relationships with external vendors and partners. Employee Lifecycle Management:• Oversee the entire employee lifecycle, (recruitment and onboarding to offboarding/exit interviews, ensuring a positive employee experience, to understand any issues or trends to address. Talent Management:• Lead talent management initiatives, including performance management, succession planning, and career development.• Partner with leadership to identify and nurture high-potential employees.• Design, implement and where necessary deliver innovative and bespoke whole business learning and upskill solutions to maximise knowledge, capability and productivity performance.Compensation and Benefits:• Manage annual compensation and bonus processes, ensuring fairness and competitiveness in the market Collaborating with Directors and managers to align strategies across the organization.HRIS Management:• Oversee the HRIS (Human Resources Information System) to ensure accurate and timely data management, leveraging analytics to provide insights and support data-driven decision-making.Compliance and Policy Adherence:• Ensure the business is operating in compliance with local legislation and that all employees adhere to company policies.• Guide on HR-related legal matters and collaborate with legal counsel when necessary. Show less