Michelle Brass

Experience

• 

  Sainsbury's

  Apr 2003 - Mar 2005

  Assistant Personnel and Training Manager

  Responsible for the supervision of 2 Clerical Assistants, 2 Payroll Assistant and 2 Store TrainersRecruitment and Selection – Responsible for taking part and co-ordinating all internal and external store recruitment via one-to-one interviews and assessment centre recruitment and all relevant category training is carried out for all first line managers.Absence – Responsible for disciplinary and pay decisions made after return to works have been completed for any returning employees; advice and guidance for colleagues via Occupational Health Desk and consultations; for compiling and maintaining data on absence levels within store.Responsible for administering maternity through advice and guidance and risk assessments for the employee.Responsible for training and development within store through department training plans, store training plans and aid first line managers with their own specific training plans.Disciplinaries and Grievance – Responsible and accountable for providing guidance and advice for both employees and first line managers through the grievance/disciplinary process within store through one-to-one’s and group learning sessions.Ensure that the companies policies and procedures are adhered to within store via one-to-one’s with first line managers and through group learning sessions. Responsible for carrying out performance assessments through one-to-one performance reviews.Responsible for carrying consultations and assessments regarding pay reviews within store.Key skills include the effective maintenance of all personnel systems including filing, new starters and leavers, references, exit interviews, recruitment monitors, note taker for disciplinaries/grievances and the use of spreadsheets through Excel, Word, Oracle, Workbrain and BMAS for all 300 employees. Show less

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  Rowe Cohen

  Mar 2005 - Dec 2005

  HR Officer

  Responsible for the supervision for a HR Assistant and reporting directly to the Operations Director.Dealing with the recruitment and selection of support staff and some elements of fee earning employees. Here it is my responsibility to liase with various recruitment agencies and the MEN for the advertisement of such vacancies.Preparing contracts of employment including training contracts.Responsible for the preparation of appraisals and the distribution throughout the firm to relevant fee earners. I was also involved within the launch of a new appraisal system and training for all appraisers.Responsible for administering maternity advice and guidance and risk assessments for the employee.I have been involved within the launch of a new absence management policy, which requires the close monitoring of absence levels through the use of trigger mechanisms and regular return to work meetings with employees.Carry out the induction process for all new starters to the firm.Provide monthly reports regarding timekeeping within the firm and interview individuals that fail to meet acceptable levels, to monthly HR data concerning starters and leavers to absence rates within the firm.Key skills include the effective maintenance of all personnel systems from filing, new starters and leavers, references and exit interviews. Show less

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  Urban Vision Pasrtnership LTD

  Jan 2006 - Jul 2008

  HR Advisor

  Assisted in the provision of advice on and interpretation of all conditions of service, HR Policy and employment legislation etc, for all employees within Urban Vision. Ensure that HR Policies are implemented on a consistent basis and assist in identifying changes that are required.Provided advice on grievances and disciplinaries and attend interviews and/or hearings as required.Investigated, advised and reported on proposals made by the Director for amendments to authorised establishments including changes to organisation structures, grading, rates of pay allowances, and conditions of service and to undertake an active role in the implementation of agreed changes.Assisted and advised the Director in consultations with Trade Unions/Employees, including attendance at Consultative/Safety Committee meetingsContributed towards the production of monthly HR reports and other paperwork as requested.Undertook research and development projects as delegated by the Strategic HR Manager.Assisted and advised Management with regards to the monitoring and control of sickness absence within Urban Vision. This involves meetings with the employee, Line Manager and Occupational Health and to assist in phased return to works or possible disciplinary meetings and ensuring where necessary requirements of the DDA are met.Provided advice and guidance on all 3 sets of terms and conditions; Salford City Council, Capita Symonds and Morrison PLC. Show less

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  Greater Manchester Fire and Rescue

  Aug 2008 - Mar 2016

  Human Resources Advisor

  Provided an effective HR advisory service to nominated geographical areas so that managers are supported to recruit, deploy and retain their staff effectively.Advised, influenced and provided technical guidance to Borough / Functional managers on the interpretation and application of all HR policies and procedures.Assisted managers using account management principles, in the identification and appropriate resolution of people issues seeking guidance when required, to facilitate the smooth running of the business.Contributed to the development of Borough / Functional business plans to ensure that the ‘people’ issues are at their centre.Developed and maintained good working relationships with Managers and TU representatives to gain and sustain an understanding of key organisational issues and priorities.Worked with Specialist colleagues to facilitate workforce planning and performance management activities so that the current and future staffing needs of the organisation are met and staff are utilised to maximum potential.Provided confidential advice and support to managers in conjunction with Occupational Health, in successfully monitoring and managing attendance in a timely and consistent way, working with Borough / Functional Managers in identifying and achieving reductions in absence levels in line with organisational objectives.Assisted HRBP’s and Senior Managers, as appropriate, with the co-ordination, management and implementation of change or restructuring exercises, and in seeking to secure suitable alternative employment for ‘at risk’ staff.Support the development of effective ‘people management’ skills in managers through coaching, skill transfer and a risk based approach to service provision. Show less

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  Salford City Council

  Dec 2018 - now

  Human Resources Business Partner

  • Contribute to the development of the corporate workforce strategy and, working closely with the Strategic HR & OD Managers, ensure that it is embedded within service directorates. • Position the role of HR Business Partner as an integral part of our HR & OD function through the development of effective working relationships and immersion in services - influencing, and challenging management teams on the development and delivery of their people plans in support of the achievement of the service area outcomes and workforce strategies.• Support service directorates to identify and develop a response to a wide range of workforce related matters including strategic workforce planning, skills shortages, succession planning, and future proofing the workforce.• Working with senior managers, provide innovative organisational development and learning solutions, workforce plans and strategies to achieve appropriate service outcomes.• Work with service areas to establish and introduce systems that identify employees with high potential, support the development of career pathways for key roles, succession planning and self-development tools.• Through the provision of appropriate organisational development and learning tools and knowledge enable managers to effectively manage their people e.g. leading change, performance and talent management, career management, health and wellbeing and absence management.• Provide transformational advice on change management initiatives including: consideration of organisational and service redesign; job role design; alternative delivery models in order to improve service delivery. Show less