Think of US as HR Emergency Services for your business!
People and Processes
Managing formal processes & HR emergencies
I can take care of your disciplinary, grievance, redundancy, restructures, exits, SA processes and TUPE processes - so don't panic when you come across a HR emergency!
From sickness to parental leave to jury service - I help ensure that you keep accurate records for your staff, but also that you understand how to manage and administer these processes.
Are you getting the best work from your staff? Managing performance is about looking after the people side of your business.
Happy Employees = more profitable businesses!
It really is that simple.
STAFF DATA PROTECTION
GDPR doesn't just apply to customer data. What staff data you collect, how you store it and what you do with it is also covered by the Data Protection Act 2018. Don't have the first clue? That's ok, starting with a data audit I will help you navigate this minefield!
It saves you time, increases efficiency, accuracy and dramatically improves your reporting capabilities - so what is stopping you from implementing a HR system? I can help train you and your staff so you feel confident you know what you are doing.
Training and Coaching
Great managers and HR staff are not born, they are trained and coached!
- Increased job satisfaction and morale
- Increased employee motivation.
- Increased efficiencies in processes
Get in touch and I will help you access the support you need.
HR Policies and documents
Employment contracts legally define the relationship between your business and your employee creating a strong basis for protecting both your company's interest and the employee's specific role in the company. It is also a legal requirement! I know that contracts are full of jargon and that's why I endeavour to provide company-specific, tailored templates that you understand.
HR Policies and handbooks
Many business owners ask me do I need HR policies?” The simple answer is YES because you have people working for you. With human nature being what it is, employees will test limits and act “creatively” in workplace situations, so you need a strategy for developing, communicating and enforcing a set of policies and practices that comply with legislation and reflect your standards of acceptable behaviour.
Guides, flow charts and Process maps
Policies should be simple, easy to understand and user-friendly BUT they sometimes miss the mark, because they need to be formal documents designed to instruct users and provide legal protection to the organisation. Guides can be great for staff as you can give them informal advice, hints, and tips on the subject. Furthermore, process maps and flow charts provide a fantastic visual representation so you can quickly see how things should work.
How BHR has helped companies
Greenwich Leisure Limited needed to prepare for the upcoming GDPR changes. Engaged as a HR consultant to undertake an audit of HR data processing involving 460 facilities across the UK and over 14000 employees. Undertook a survey of HR data processing activities at every facility, collated the results, produced a board report (with audit actions and recommendations) and undertook the necessary essential remedial work to revise and update HR processes and documents.
ISG construction received a subject access request from a member of staff. Engaged an independent consultant to review over 1800 files to assess what was discoverable in the subject access request. Successfully condensed the discoverable documents down to 63, ready for final review by the legal team and I produced a summary report on areas of interest and findings for the HR team.
Depaul UK (homeless charity) needed support with a TUPE process. Engaged as HR consultant to scope out the timeline, available resources, and support required. Established the priorities in accordance with the tight timelines. Handled all documentation and consultation meetings. Succeeded in ensuring a smooth transition of staff to the transferee, in time and on schedule with no staff issues.
The Glass and Glazing Federation received allegations of misconduct against a senior manager. Engaged as HR Consultant to investigate the case. Quickly established the context of the allegation; identified stakeholders; conducted all interviews with rigour and discretion; produced a thorough, timely report. Succeeded in enabling management to make decisions based on sound evidence and address outdated cultural practices and procedural issues.
The BMA had outdated HR systems, processes and MI reporting. As HR Consultant, identified opportunity to transform Assessed limitations of the current HRIS; interviewed users; analysed issues; drew on own wide experience of HR systems; developed list of minimum requirements; identified new providers; managed tender process: and made recommendations to the HR Director. Succeeded in identifying efficiency improvements/cost savings totalling £10k and recruitment savings of £15k.
The University of Hertfordshire had multiple allegations of theft, bullying, and harassment against the management team. As HR Business Partner, supported the investigation to ensure a swift and fair process. In addition, managed the day-to-day HR activities that had been neglected for some time and supported the staff during the difficult period. Managed the process through to conclusion. Succeeded in producing a thorough report, ensured operational staff were supported through the process, and maintained day-to-day sales activities.
Live a little is a small charity who provides specialist daycare services to adults with special needs. They needed support to produce employment contracts and staff policies. BHR provided bespoke documents, complete with the company logo, the organisation's name, line manager's details, and they are all ready to use. In addition, we provided the extra policies they needed; and whenever Live a Little needs something new or they are faced with an emergency they know BHR is already familiar with their business so we can help them quickly.