Gill Donald

A Non-Executive HR Director with the organisation Nurture Steps. I am responsible for overseeing the HR strategy and policies. I offer strategic guidance and advice on HR matters supporting the Chief Executive to implement these.

• Providing high-level input on HR strategies to align with organisational goals and employment law.
• Advise on HR policies, ensuring they are in line with legal requirements and best practices.
• Offering guidance on attracting, developing, and retaining talent, including succession planning.
• Report HR performance metrics and strategies to the board, providing insight into the workforce's alignment with business objectives.

• Working with the Head of HR, I support the development and implementation of the annual HR Operational plan to ensure the effective management and development of employees across the College which is consistent with the HR Strategy
• I ensure that the HR Policies and Procedures and people management side of the college are at the highest of standards
• I provide professional HR advice to Managers and staff and take a lead role responsibility for the development and maintenance of specific specialist areas of HR, as appropriate
• Part of my role is to ensure effective selection and appointment processes operate which are consistent with College policy and procedure, legislative requirements and supportive of retention and succession planning
• I maintain and communicate HR Policies and Procedures to ensure compliance with employment legislation and ensure consistency of interpretation in support of effective employee relations, performance management and attendance management
• In conjunction with the Head of HR, I am able to design, implement and evaluate staff development strategies, talent management programmes and activities which ensure the continuing professional and personal development of employees across the College and which maximize the return on investment
• I have my own dedicated group of departments across the college to support and to ensure a flexible and responsive service and also lead in appropriate HR specialisms across the function

As well as my role as HR Business Manager, I am also the health and wellbeing lead for all staff across the college. This role involves working with both internal and external stakeholders in order to ensure that the college are leading in health and wellbeing and supporting all staff and the corporate strategy to improve staff health and wellbeing and morale. Some of my key responsibilities are:

• Developed and led comprehensive health and wellbeing initiatives for the college employees, focusing on mental health, physical wellbeing, and work-life balance.
• Collaborated with leadership teams, and external partners to deliver workshops, fitness challenges, and mental health seminars.
• Managed the budget for health initiatives, ensuring programs were cost-effective and delivered measurable results.
• Implemented resilience training for employees, improving productivity and reducing burnout rates.
• Monitored employee engagement with wellbeing programs and provided regular reports to our leadership team.

• I was employed to support the health and social care partnership between the NHS and the local councils
• I provided HR advice and guidance on the implementation of the partnership relating to organisational structures and the implementation of joint structures, joint recruitment
• I was the direct contact for trade unions from all organisations to ensure that there was open and transparent communication with all employees across all organisations
• This post was a part time secondment from my role as HR Adviser

• My role as HR Adviser was to provide daily advice, guidance and support to managers and staff on all areas of HR issues
• I worked across all areas of the business and was able to adapt and change and support where appropriate
• I supported all levels of management on all HR procedures to ensure policies were followed in a fair and consistent manner
• I advised on disciplinaries, grievances, dignity at work issues, performance management, sickness absence and any employee concerns
• I was involved in case management discussions and supported managers to make appropriate recommendations on next steps
• I developed a suite of training programmes for managers to ensure that they could take the lead in areas and have confidence in doing so in a fair, concise manner
• I also lead the Tupe transfer for staff into the organisation from Scottish Prison Service, bringing together staff on different terms and conditions and work parameters, understanding these and supporting the management teams within the remit of their own policies
• This allowed for a smooth transition into the NHS and also to build trust and confidence within the working relationships

• As an HR Administrator at Havelock, I was responsible for providing administrative support to the HR department and ensuring the smooth operation of HR processes
• Some of my key responsibilities and accomplishments in this role include:
• Managing employee records and maintaining accurate HR databases
• Supporting employee on-boarding and off-boarding processes
• Develop and enhance process guides and policies for both new and existing workflows, contributing to streamlined operations