Employee Engagement Task Force
Member of Practitioners Group
Senior HR, Change & Engagement Interim.
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Member of Practitioners Group
Experienced Senior Interim HR Director, OD and Change Management professional.
I am a highly experienced senior HR professional, with extensive expertise in Organisation Design, Employee Engagement and Business Transformation in large and complex organisations.
Operating at the executive / board level, I have a track record of influencing leaders to adopt people-centred approaches to business transformation and change.
I have a track record of success in the delivery of major / multiple projects (up to a value of £3 million) on time and within budget.
I'm a dynamic individual with high levels of drive, energy, enthusiasm and tenacity with the characteristics needed to excel in pressurised environments.
I am adept in the skills of organisation and planning - detail focused whilst maintaining awareness of the big picture and the impacts of decisions.
I am skilled in analysis and resolving complex issues; able to formulate inspired strategy, practical and pragmatic plans and see them through to efficient and effective results delivery.
I utilise my strong influencing and negotiating abilities to achieve the desired outcome.
I'm a manager who is politically astute and builds relationships quickly through a collaborative style of behaviour.
I'm also a leader who inspires team members to perform and deliver to the highest standard.
Established provider of interim services since 1997.
Specialties:Organisational Performance Management
HR Change Management
HR Strategy & Policy
HR Project Management
Diversity & Inclusion
Actively sharing and promoting best practice in Employee Engagement to create a real impetus for change.
Senior Interim provider specialising in large organisational culture change and employee engagement projects in public and private sector.
Designing and delivering engagement and internal communications for the Recruiting Partnering Programme - a major Capita partnering contract with MoD.
Specialist role - OD, change and employee engagement expert - developing an OD and engagement framework and implementation plans for the States of Jersey.Objective: Evaluate and make recommendations for a revitalised approach to OD and Engagement across the States of Jersey.
Key achievements included:
Developing an OD and engagement plan, approach and strategy together with medium and long-term proposals to support a transformation and modernisation of the public sector in Jersey.
Providing practical, stakeholder/employee engagement and communications advice, guidance and support to project leads rolling out change and transformation programmes to achieve the SoJ Comprehensive Spending Review savings targets across the SoJ.
Creating and delivering an Engagement ‘toolkit’, creation of a framework for employee engagement throughout the SoJ.
Designing and implementing a new approach internal communications including launching an IC network of 45+ volunteer communicators.
Preparing all aspects of the first SoJ Engagement Survey for a pilot in 2012 including a full suite of communications and management support materials.
HR Project Manager - (PRINCE2) MoJ Employee Engagement. Developing employee engagement support materials for managers - cited as best practice across other Whitehall Departments.
Successfully delivering on time and within budget, the infrastructure and framework for the Ministry of Justice's Employee Engagement agenda.
Delivering the first MoJ wide engagement survey across its 80,000 staff achieving a 30% increase in participation rates. Achieving recognition for MoJ as 'best in class' for employee engagement. Successfully transferring the project into business as usual.
Embedded successfully into BAU where year-on-year improvements have been achieved in 2009, 2010 and 2011.
Interim HR Project Manager (PRINCE2) covering the pre and post-integration aspects of staff transfers and HR policies and practice within the newly created Ministry of Justice.
Identified and Project managed the establishment (including business case development and presentation) for of 16 HR related projects (workstreams) to successfully align and integrate 80,000 staff staff from other Central Government Departments under a Machinery of Government change.
Key projects and programmes included:
Learning & Development, to introduce a new “Blended Learning” learning strategy, development and introduction of a number of e-learning modules, and the flagship “JusticeAcademy” learning portal.
Employee Relations, engagement with departmental Trade Unions, and development of an Industrial Relations/Employee Relations strategy.
Staff Transfer/Assimilation, successfully assimilated 2,500 former Home Office staff aligned to the new Ministry’s payroll and core terms and conditions.
Creation of new policies, procedures, guidance materials and on-line employee handbook.
Reward, the development and implementation of a standard set of Terms and Conditions called the ”Deal”.
Employee Engagement, a major engagement survey “engaging” all 80,000 plus Ministry of Justice staff.
Organisation Review, providing HR support and guidance on the impact of organisational changes to the Ministry of Justice re-structure.
HR Management Information, creation of reports to support Ministerial and Board level understanding of the change programme.
Communications, to develop people-related communications material and communication channels.
As part of a culture change project, covering circa 180,000 employees, review the RM Group Diversity Strategy, update the financial aspects of the ‘Business Case for Diversity in RM Group’, advise on the development of the formal investigation Framework Agreement between the Equal Opportunities Commission (EOC) and Royal Mail. Designed and developed the Managers’ Guide to Flexible Working.
Supported the set-up of the new Diversity Team, coordinated and managed the legal submissions to the Equal Opportunities Commission (EOC) following their launch of a formal investigation into sexual harassment at Royal Mail Letters.
Developed, monitored and managed data & support services to facilitate the culture change project aimed at eliminating bullying & harassment throughout the Royal Mail Group (RMG) including the design and development of .NET on-line Bullying and Harassment database management programme with associated User Acceptance Testing (UAT) and User/Training Guides with a view to potential commercial opportunities
3 Assignments over this period. Post-merger integration & rationalisation of staff. Redundancy / redeployment. HR MI and tracking of all staff movements pre / post merger. Change Management. Implementation of new Salary and Performance deal for expert Finance division.
Manage the logistics for Executive Development sessions involving the top 250 managers and professionals at Norwich Union Central Services.
OD and succession planning activities to create matrix structures and implement a new career framework with revised terms and conditions for finance specialists and actuarial staff.
Support the post-merger rationalisation of staff formerly employed by 3 separate insurance companies. Investigate and amend databases to ensure 100% accuracy before going ‘live’ within the HR management information systems.
HR Director of Cambridgeshire Constabulary. Led a team of 65, to effectively design and execute a comprehensive and integrated strategy for HR (including Training, Career Development, Equal Opportunities, and Health & Safety) - covering over 2,500 warranted officers and civilian personnel that would strive to achieve the organisation’s business plans.
Researched, developed, and implemented a 5 point HR strategy to deliver improved performance, and restore confidence in the office. Cited by Her Majesty’s Inspector of Constabularies (HMIC), as a ‘Centre of Excellence’ for HR Strategy.
Streamlined the recruitment procedures for Probationer Constables; reduced the enrolment time from 8 to 3 months.
Improved the process to fast-track current officers to the ranks of Sergeant and Inspector.
SRO for project to recruit civilians to perform a range of job functions previously carried out by warranted officers; achieving an annual savings of over £500k over a three-year period, and allowing Officers to be redeployed into key operational law enforcement roles.
Revised policies pertaining to Police Officer absence management, reducing sick days due to illness by 5% the first year.
Coordinated tender specifications and liaised with the Director of IT to identify and develop a fully integrated and networked HRIS.
HR Manager for Leicester based Headquarters
Generalist HR Officer role
Senior Recruiting Consultant
Toronto, Canada Area
Contracts Manager at Sale Service & Maintenance
Croydon, United Kingdom
Executive Assistant at Telstra
Sydney Area, Australia
Vancouver, Canada Area
Production Manager at Greenstone TV (formerly Greenstone Pictures)
Auckland, New Zealand
Professional and Personal Development
Employee Engagement Director at Serco
Head of Employee Engagement at the Ministry of Justice
Interim HR Director and Organisational Change and Transformation Lead Now Available
Talent Search at EY
Manager HR Recruitment, Frazer Jones (Interim & Contracts)
Leading on employee engagement and internal communications at Which?