Natalie Francis

• Partner with managers and senior stakeholders across a remit of approximately 138 employees, providing strategic and operational HR advice across the employee lifecycle.

• Manage complex employee relations matters including disciplinary, grievance, capability, performance, absence, probation, appeals and flexible working, ensuring fair and legally compliant processes.

• Coach managers through sensitive people issues, strengthening management capability and supporting consistent, pragmatic decision-making.

• Lead and support organisational change, including consultation, restructuring, changes to roles/reporting lines and contractual changes, advising on process, employee impact and HR risk.

• Review and strengthen recruitment and onboarding processes, advising managers on fair, inclusive and compliant selection practices.

• Support HRIS implementation and readiness, including cleansing and validating employee, payroll and contractual data and improving processes for leave, performance and HR reporting.

• Develop and improve HR policies, procedures and ways of working in line with employment law, organisational requirements and good HR practice.

• Use HR management information and workforce trends to identify risks, improve processes and support management decision-making.

• Support payroll, reward, employee engagement, wellbeing and inclusion activity, and mentor People Officers to improve consistency and capability across the People team

• Support the Change Management process, adherence to policy, and employment law during consultations and redundancy processes.
• Provide guidance and support to recruiting managers, ensuring an effective process while providing proactive advice on recruitment campaigns, including strategies to ensure diversity and inclusion are embedded.
• Manage leave processes such as maternity, paternity, adoption, career break, and flexible working arrangements.
• Service delivery of the employee life-cycle is managed to ensure it is of the highest quality. This includes the timely management of starters and leavers.
• Projects are successfully managed and delivered according to the HR plan objectives.
• Support the annual pay and benefits review process.
• Ensured accurate processing of changes including new starters and leavers.
• Prepare monthly reports such as headcount, sickness, recruitment, and staff turnover.
• Work with line managers to embed a culture of wellbeing within the organisation.
• Managed employee relations, addressing grievances and conflicts to foster a positive work environment.
• Reviewed and updated company policies to reflect current best practices in HR management.
• Provided guidance and support to managers on disciplinary procedures and conflict resolution.
• Coordinated with department heads to assess staffing needs and plan future recruitment.
• Administered employee onboarding programmes, facilitating smooth integration of new hires into the organisation.
• Developed and implemented human resources policies to support organisational objectives and comply with legal requirements.
• Handled redundancy processes and exit interviews, offering support and guidance to departing employees.
• Oversaw payroll processes, ensuring accurate and timely payment to all staff members.
• Managed payroll functions, ensuring accurate and timely processing of salaries, bonuses, and benefits.
• Provided support to employees with various HR-related issues and liaised with managers and Heads of department to find resolutions.
• Continuously updated professional knowledge through CPD activities, staying ahead of regulatory changes and industry trends.
• Led initiatives to identify and address pay disparities, promoting fairness in compensation.
• Monitored changes in employment legislation and updated company policies accordingly to remain compliant.
• Line management of the HR Officer.
• Conducted regular performance appraisals, providing constructive feedback to employees for career development.

• Providing additional support with the Estate Services restructure.
• Creating a redundancy matrix.
• Creating consultation packs
• Calculation of redundancy figures.
• Supporting 1:1 consultation meetings

• Supporting managers at the final consultation meeting, providing managers with scripts and managing all HR related queries in the final meetings.
• Supporting management with ongoing ER case work ensuring policy was adhered to and support and guidance was provided at each stage.

• Generated monthly staff sickness reports for each directorate, managing Bradford factors and notifying managers of triggers.
• Compiled information packs for restructures, conducted one-on-one consultations, and calculated redundancy figures.
• Coordinated the transfer of employees under TUPE regulations when relocating a specialised service.
• Coordinated with department heads to assess staffing needs and plan future recruitment.
• Coordinated recruitment processes, from advertising vacancies to conducting interviews and selecting candidates.
• Organised and maintained personnel records in compliance with data protection regulations.
• Administered employee onboarding programmes, facilitating smooth integration of new hires into the organisation.
• Implemented team building activities to enhance positive working environments.
• Helped solve conflicts, disputes and concerns, offering practical and smart solutions.
• Organised staff development training based on team gaps and requirements.
• Worked with legal team on policy issues, compliance concerns, grievances and employee complaints.
• Provided guidance and support to managers on disciplinary, performance procedures and conflict resolution.
• Coordinated with external HR service providers, including recruitment agencies and training vendors, to source high-quality services.
• Managed exit interviews, gathering valuable insights to enhance employee retention strategies and understand turnover causes.
• Supported the design and delivery of bespoke training programmes, aligning with business needs and employee skill development.
• Oversaw induction programmes for new starters, ensuring a comprehensive introduction to the company and its culture.

• Produce reports for payroll.
• General correspondence.
• Arranging meetings.
• Sourcing and booking training.
• Providing monthly sick reports to Senior Management.
• Assisting HR Director/Advisor with staff relocation consultations.
• Coding invoicing.
• Compromise agreements.
• Coordinated recruitment processes, from advertising vacancies to conducting interviews and selecting candidates.
• Administered employee onboarding programmes, facilitating smooth integration of new hires into the organisation.
• Maintained comprehensive HR records, including contracts, performance reviews, and attendance data, ensuring compliance with GDPR.
• Coordinated the sales team's vehicle fleet.

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• Updating HR database, staff records, annual leave.
• Produce report for payroll.
• General correspondence.
• Arranging meetings.
• Minute taking.
• Organising training and updating training information.
• Assisting HR Manager with various projects.
• Providing monthly sickness reports to Managers.

• Management of Attendance.
• Resignations and dismissals.
• Pay.
• Maternity leave.
• Produce management information.
• Offer support and advice to staff and management.
• Customer service.
• Deal with queries face to face and over the phone.
• General correspondence.
• Updating in house system.
• Administered payroll operations, including calculating overtime, holiday pay, and resolving any discrepancies.
• Prepared new employee files and structured current employee files for accurate, reliable records.