Stephanie Murray

Delivering HR objectives for the contract which included, Improving HR processes – e.g. DBS checks, Onboarding, Occupational Health, and Fleet, Improve intercompany relationships, in particular with the SSC. • Development of a recruitment and workforce planning strategy. • Monitoring of volume recruitment, short term recruitment initiatives and retention strategies. • Employee engagement focus • Union relationship management– Unison, Unite and RCN. • Audit Action implementation Project. • Talent mapping & succession planning. Mandatory & Development Training. • Monthly metrics reporting • Additional Project Work

• Lead, develop, motivate, coach and support a team of 5 HR Managers. • Provide HR Operations advice and support to 7 Contract Directors whilst working closely with the overall Operations Director of Health. • Delivering HR objectives for Health Operations team, including driving down sickness, organic growth, increase employee engagement, leading change management, talent & succession planning, leadership development, ensuring collaboration and compliance within the Health HR function and promoting positive IR and ER. • Leading union discussions and negotiations. • Delivering HR objectives for new business opportunities. • Lead change management for implementation of SAP HR and HR Shared Services across the Health sites. • Leading the improvement of HR function and activities through providing direction and support of the contract HR team.

• Duties as per below for HR Manager role Ireland, NI & Scotland. • Worked closely with ROI Director on the strategy for the Irish Business. • Recent Projects Include: • Management Induction Process – Initiated a detailed comprehensive starter process for new Managers and Directors entering the business (ROI, NI & UK), which includes their Induction into the company and involves travelling across our Irish & UK sites and engaging with top Directors within our Business • Viewpoint – Employee Annual Survey. Drove significant changes in engagement scores. • KPIs – Redevelopment of our KPI tool to include specific HR data for reporting • Recruitment Spend – Analysis of Recruitment spend across ROI, NI and UK and reduced spend across the business • ETP – Preparation work for the reassessment of the ETP accreditation for Ireland • L&D Initiatives – Drive L&D initiatives, E-Learning, L&D Library across the Irish Contracts • European Works Councils (EWC) – Undertook research on EWCs • Employee Communication Forums – rollout across all Irish Contracts to ensure effective employee relations.

HR Lead responsible for all contracts within the Irish, Northern Irish and a proportion of the UK business and responsible for leading and motivating a small HR Team in Ireland. • Recruitment of senior staff • Training and Development. • Tribunal / Litigation Claims • Disciplinary & Grievance Investigations and Appeal Hearings. • HR Lead for a number of Redundancy Programs across our various sites • TUPE – responsible for TUPE In and TUPE out of staff • Coaching • Involvement in Improvement Projects . • Monitoring of Contract Performance, including, Attrition, and Absence data. • Introduction of various employee incentives

Honours Business Degree