People & Organisations I Support

I have supported a range of organisations from small teams of c25 people, to larger organisations, 500+. In my permanent and ‘freelance’ work I’ve supported a range of People fulfilling different roles, CEOS, MDs, various directors and team leaders - working holistically on strategy, and on individual projects/interventions across the generalist range of the people.

The support I provide has focused on purpose driven organisations, often with a social element. This has taken me to some quite varied places supporting a range of professions across the private, not for profit and public sector – health and social care, digital teams, NHS, Engineers, hospitality staff and much more.

People Strategy Lead

I think of a People Strategy as agreed ethos of supporting the People to work together in pursuit of the organisational goals, and impacting people lives positively, for now and in the future.

I have partnered executive teams and organisations to develop their overall People Strategy, considering external factors, internal capacity and business plans. I’m also very at home rolling my sleeves as the in house/retained HR lead and getting on with it -co-create strategies with colleges as well as delivering initiatives that support strategic aims (see below)

Resultantly the People Strategies and initiatives we create are different every time – but I always champion a focus on cultivating a fulfilling healthy culture of contribution – with its proven link to performance.

Cultivating Culture

I’ve worked with clients to develop their cultures in consideration of their mission, context and people. This can (and ideally) includes working strategically across the living system of an organisation – policy, leadership, values-behaviours and structures/design.

It can also be on specific projects – big and small. Some examples of my work include:

• culture change projects to support business strategy (becoming times top 100 not for profit employer)

• the embedding of values and associated behaviours

• the designed and delivery of leadership/management training.

• Implementing a coaching programme for future leaders.

Wellbeing

I support organisations to improve wellbeing in the workplace.

This starts with a culture where people feel safe to be themselves, and supported in taking actions to safeguard, improve their wellbeing.

I provide practical advice and guidance with regard to this, for example in consideration of leadership styles, policy or responding to specific issues.

My experience is of providing strategic advice on wellbeing when cultivating culture, and also of delivering practical wellbeing initiatives with measurable results.

People Function Building

I’m a trusted pair of hands building ‘People Functions’ that fit the organisation and its people. I’ve developed People Functions from scratch for organisations – to deliver services across the generalist remit of the People agenda. These are always based on organisational requirements, mission, people and context – so unique every time.

• I have built ‘People Functions’ in their entirety – developing all aspects of the employee journey

• Developed Job Descriptions, recruited/ on boarded teams.

• Grown teams ‘out’ from this point to meet the demands of changing / growing organisations – embedding a coaching/partner style that supports healthy work culture.

• I have changed People functions to be fit for purpose for growing organisations.

• I have improved functions quality/responsiveness

Change Processes

I’m very experienced at providing support when an organisation changes its structure, or becomes part of another organisation for example: processes that have legal requirements. My approach is to ensure these basic requirements are met, and focus on supporting the leader and their team with the human side of the change – the organisation may be changing – but humans can’t be forced to change how they feel, rather we humans choose to adopt (or not) to change. I use a mix of my coaching /facilitative skills and HR experience to hold a safe space to provide care and clarity for colleagues. Some of my experience includes:

• Various restructures – organisation wide, and within teams.

• The transfer of staff into/out of organisations.

• The people side of mergers

• I have led redundancy process, individual and team (voluntary and compulsory)

• I have led the change of terms and conditions – e.g move to 7 day rota from Mon-Fri week.

Resourcing & Talent Attraction

I work with organisations in various ways to ensure they attract the best people to the organisation – either strategically, or working with individual, difficult to fill roles. My ethos is to focus clients on communicating an authentic ‘Employee Value Proposition’ - the value the employer brings to its colleagues lives, attracting a diverse range of people.

• I have supported organisations with the design of an overall resourcing strategy

• ·Support to SMEs to consider their brand / processes to attract/retain

• Redesign of recruitment and on-boarding (contract offer) processes

• Design/Delivery of graduate recruitment

Learning & Development

I use all my learning as a coach and progressive learning theories – that individuals learn best through reflection, awareness and choice - to work with organisations and their people to deliver their learning requirements.

I support organisations building an L&D strategy, or an individual initiative with this ethos: working with organisations to provide personalised opportunities that empower individuals to choose their own journey, understand themselves and build in reflection and feedback. Some examples of my work include

• Development of an L&D strategy to support growing organisations

• Design and implemented L&D “portfolios” to support current/future organisation requirements (including any statutory requirments)

• Design / delivered training on a range of leadership and culture topics

• Sourced and Developed eLearning platforms

• Developed colleague welcome (induction) processes.

Employee Relations

My experience is of leading employee relations services organisationally, and providing advice and guidance to clients to resolve issues at the most local, earliest point, in as ‘human’ as way as possible. This includes:

• Support and guidance to formal meetings and processes. (Absence, Grievance/Resolution, Discipline for e/g)

• Employee Relations Investigations.

• ·Mediation and Conflict Resolution.

Policy Development

I’m pretty experienced at writing, launching the full range of people related policies (in my time I think I have dwritten every People policy)  in all the areas covered here. These are always developed to support business, to empower colleges and support a safe, open, learning culture.

How I got here.

Luck. Privilege. Normal Human. Will give it a go. I got my first job in HR as a “HR Assistant” in 2003 and by 2008 I was leading a HR Team of 6, I was 29. I don’t know how I did that but for sure privilege and luck played a part as well as being a normal human! Since this first leadership role I have broadened out to work with People Strategy, Organisational Development and Culture. During this time I have spent in total c3 years independently travelling our planet – this has absolutely been part of my learning about People and Culture.

References

“Greg has a sophisticated and depth of knowledge regarding HR and organisational culture, which brought significant value whilst I worked alongside him as the Chief Executive. What I most valued, however, was what he brought as a person - warmth, integrity, a sense of humour and a tangible, genuine belief in people’s capacity and potential.”

— CEO, Health & Social Care Sector

More references are available on my linked in profile and on request.

Professional Qualification

I am a member of the Chartered Institute of Personnel & Development, the professional body for People, HR & L&D professionals

Masters Degree

I hold a Masters in Human Resource Management