De Montfort University (DMU)
HR Consultant supporting and delivering change management projects / Part Time Uni Lecturer - PGDip CIPD, CHRP, MCIPD,
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With extensive experiences within HR cemented by my qualifications, I manage an independent HR Consultancy: Nicola Fraser HR Solutions.
I support and deliver Change Management projects and Business Development for companies aiming to bridge the gap by injecting some HR strategy within their organisation.
I am also a part time lecturer at Leicester's DMU leading CIPD accredited modules within their HRM PG Diploma course.
I have delivered contracts for University Hospitals of Leicester NHS Trust, Loughborough College, 3M, VOLT, Vacancy Filler and Shakespeare's Birthplace Trust among other SME's to ensure I continually develop and build on my knowledge, this keeps my CPD live and has resulted in me attaining the level of Chartered Membership within the CIPD (MCIPD).
I built upon my 17+ years of line manager experience at Tesco with an accomplished academic journey. Achieving the CIPD's CHRP (CPP) with "Student of the Year" award, and then a Distinction at DMU, PG Dip in HR Management, with a nomination for the CIPD's "Consultancy Report of the Year". I have attended numerous workshops with Enterprise Inc. where I received a nomination for Enterprise Inc. Award for New Business of the Year 2013 and have been approached by DMU to deliver inspirational talks to both budding entrepreneurs and HR academics.
Modular lead for Corporate Graduates undertaking the CIPD accredited HRM Post Graduate Diploma qualification.
I am the HR Lead within a team of professionals delivering the implementation of Electronic Rostering across University Hospitals of Leicester NHS Trust - inclusive of 12,000+ employees. E-Rostering through Allocate software and Oracle ESR is an effective tool which, when implemented successfully, allows improved workforce management of both substantive and temporary staff. To ensure the E-Rostering system is as effective as possible I am concurrently leading a Management of Change (MOC) across 7000 Nursing and Midwifery staff to standardise start and finish times, standardise unpaid breaks and review all flexible working agreements.
Providing generalised HR support and advice to SME’s as a cost effective outsourced service.
Coordinating the 2012/2013 graduate recruitment drive for 3M.
Key Responsibilities - To act as the main point of contact in response to day to day queries from managers, contractors and applicants developing relationships in order to fulfill an effective recuitment drive for 3M. To coordinate the end to end recruitment process and administration using TALEO and 3M systems. To produce weekly status reports and present updates to 3M program managers.
Having highlighted the positive correlation between employee engagement & customer satisfaction, I successfully negotiated a deal to head a consultancy team of 3 to conduct an engagement survey. Completing 201 employee questionnaires and 22 Manager Interviews, from data analysis I formulated detailed recommendations to add value to the business and presented them to the board of directors.
•Grievances – I dealt with 3-4 a grievances each month, managed the interviewing, mediating and note taking processes within a highly Unionised environment (USDAW).
•Disciplinaries – Dealing with approximately 2 disciplinaries a month, for varying reasons: I have experience in managing gross misconduct, performance management and absence. Conducting full investigations, issuing warnings and termination of contracts.
•Training – I delivered employee inductions and mandatory skills training – sessions involved delivering to 1- 30 employees at any one time. Mentoring and developing trainee managers. Completing 200+ employee appraisals annually.
•Recruitment – Using job specification templates to screen CV’s, I organised and conducted interviews, facilitated company assessment centres & provide feedback to both successful & unsuccessful applicants, typically 30-40 employees annually.
•Policies and Procedures – Communicating and enforcing company policies and procedures with employees and management at all levels.
•Absence Management – I completed calculations to monitor absence, delivering 15-20 return to work interviews monthly. Working with advice from Occupation health, I individually tailored back to work programmes to encourage employees to return from long term sick, reducing department LTS by 3%.
Administratively, incorrect or inconsistent data can lead to false conclusions and misdirected investments. I have completed a full data cleanse within Loughborough College's - Software for People's World Service information system, thus ensuring the basic foundations are up to date and relevant, providing a clean and level playing field onto which innovative HR practices and processes can be built. I've compiled a full and detailed organisational chart and completed process mapping within their HR procedures ensuring best practice is effectively delivered.
I have led the implementation of an E-recruitment system, and am currently managing an upgrade to their electronic payroll to introduce electronic timesheets for their 750+ employees at Loughborough College.
A clear and coherent HR strategy provides a framework for the business and the people within it to work to, having robust HR strategies will help the company for it to not only survive but thrive. I am supporting Vacancy Filler Ltd by providing an insight into HR strategy in order to develop and support their business moving forward.
A good employment contract is beneficial to both the employee and the employer. It spells out the rights and obligations of each party, protects the job security of the employee and protects the employer from certain risks such as the release of confidential employer information after the term of employment ends. I compiled employment contracts for the employees at Sussex Osteopathy.
Job descriptions describe an employee's role, what is required to do the job and not how they do it or their personal contribution. Accurate job descriptions provide the basic building blocks on which the recruitment process is built. Working with Nicki Williams at Tall Poppies Consultancy, employee contracts and job descriptions were written and rolled out to 20TenRacing Garage in conjunction with an Employee Handbook.
Interviewers usually isolate specific key competencies that they believe suitable employees should possess and ask competency based interview questions designed to force candidates to reveal their skills in these areas.Ensuring best fit into the company from the beginning can save the business time and money in attracting and retaining the right people. This project involved compiling a bank of 125 competency questions specific to the the 18 competencies used by Shakespeares Birthplace trust, over their 4 key performance areas. To be used as a pick n mix bank of questions enabling managers to choose the most relevant questions for each job role. The company handbook and training material were then updated to reflect this.
Engaged employees care about the future of the company and are willing to invest discretionary effort. This project involved designing company specific employee questionnaires and management interviews in order to obtain data of current engagement levels, thus leading to analysing the gathered information and compiling recommendations for adding value to the company.
CIPD accredited centres award for the best Consultancy Report of the Year.
Students nominated by education establishments delivering CIPD qualifications. The awards recognise both educational and vocational achievements.
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