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Hardik  Bhagat

Name: Hardik Bhagat

Address:Salisbury District Hospital, Odstock Road, Salisbury SP2 8BJ United Kingdom

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Salisbury NHS Foundation Trust

Providing Professional HR support and advice with experience of working within both Public and Retail Sector organisations in generalist roles ranging from HR Administrator, Officer and Consultant. Expertise in a broad range of complex employee relations issues including handling disciplinary and grievances, redundancies, capability, recruitment, union consultation and negotiation, TUPE transfer. In addition, undertaking various ad-hock project works.

Specialties: Generalist HR, Re-Structure process, TUPE transfer, Disciplinary and Grievances, Redundany and Redeployment process, Capability, Recruitment, MARS agreement, Implementing Policies and Procedure, Staff Budgeting.

Resume

-Salisbury NHS Foundation Trust Contract-
People Business Partner
Feb 2020 – Present

-St Andrew's Healthcare-
Sr HR Advisor
Jun 2019 – Feb 2020
• Created talent management plan to align with a short and long term strategic plans.
• Analysis employee engagement scores, created action plan to increase employee engagement.
• Accountable for workforce planning; developed pipeline of talent to improve the recruitment and
retention rate.
• Led on complex employee relations cases; conducted effective and thorough investigation
keeping all cases out of litigation including Disciplinary and Grievance, Whistleblowing cases,
Sickness Absences and ET Claim.
• Implement and developed Workforce report which analysed trends and metrics to develop
solutions and programs aimed at creating a sustaining company culture.
• Led on Change Management project including 1-1 & group consultation, negotiation with
unions and change in terms and conditions and also involving successful redundancy process.
• Effective manage multiple resource actions reducing headcount for e.g. updating new
recruitment process which led into a reduction of 50% of recruitment timeframe.
• Implemented in-house transfer process which reducing headcount of 3-7%.
• Designed and facilitated leadership training to minimize legal risk to the organisation and
further develop leadership skills.
• Negotiated and updated policies and procedure with unions and implemented across the
organisation.
• Led on multiple HR project at a time. Assigned projects Exit interview, Employee Voice, Talent
Management and Reward Management etc

-London North West University Healthcare NHS Trust-
Head of Employee Relations
Mar 2018 – Jan 2019

-London North West Healthcare NHS Trust-
Head of Employee Relations
Aug 2017 – Jan 2019
• Provide advice and support to all managers and directors on complex disciplinary and Grievances issues, such as gross misconduct; sexual harassment; race discrimination; bullying; violence; breach of confidentiality and data protection act.
• Support manager on ongoing investigation process and advising in line with current legislation.
• Advised on issues up to, and including, dismissal, appeal and tribunal stages.
• Arranged, attended at disciplinary hearings and meetings.
• Providing advice and support to managers on a number of grievance issues, such as bullying, verbal harassment, up to and including dismissal.
• Regularly review the policies and procedures in line with employment law and update them accordingly.
• Implement, promote and deliver training on key policies and procedures.
• Worked on a caseload of approximately 8 disciplinary cases per month.
• Advice managers on sickness absence issues.
• Excellent working relationship with trade unions.
• Working in line with Equality Act 2010 and current legislation.
• Worked on caseload of 15 long-term sickness and ongoing short-term sickness.
• Advise managers on the change management process. Identify any redundancy.
• Advise and support managers on group consultation and individual consultation and support the affected staff by providing training, CV writing, registering on ‘at risk’ registered.
• Support managers on any feedback on the proposal and discuss with trade unions.
• Actively involved in TUPE in and out process.
• Inform and consult the employee and their representative about the transfer and any measures.

-EMCOR UK-
Regional HR Officer
Feb 2017 – Jul 2017
• Developed and implemented HR Strategy to drive cultural change.
• Provide professional HR advice to Directors and Sr. Managers.
• Successful TUPE in transfer of 270 staffs.
• Negotiated and implemented new terms and conditions packages for the entire workforce.
• Lead and advice on Cleaning Change Management project with up to around 40 staffs made redundant.
• Provide advice and support to all managers and directors on complex disciplinary and Grievances issues, such as gross misconduct, sexual harassment, race discrimination, bullying, violence, breach of confidentiality and data protection act.
• Supported the manager on ongoing investigation process and advised in line with current legislation.
• Advised on issues up to, and including, dismissal, appeal and tribunal stages.
• Arranged, attended disciplinary hearings and meetings.
• Trained the managers on key HR Policies and Procedures.
• Worked on a caseload of approximately 4 disciplinary cases, 3 grievance cases, and group grievance about Terms and Conditions.
• Deal effectively with Trade Unions.

HR Advisor
Jan 2014 – Jan 2017
Duties:
• Advising to Sernior Manager on policies and Terms and Conditions.
• Provide HR advice and guidance to managers on the interpretation of HR policies and procedures, terms and conditions of employment and other HR related issues and resolve HR queries
• Responsibility for the effective implementation of disciplinary and grievance cases and all level of sickness cases for designated directorates within Forensic Services Division
• Liaise with other internal departments to arrange meetings, attendance meetings disciplinary hearings or training events, modifying arrangements as necessary
• Receive, process and communicate complex, sensitive and sometimes contentious information which may require co-operation from employees and staff representatives.
• Run routine and ad hoc reports
• Organise and deliver HR training, and maintain training records
• Day to day supervision of admin staff
• Work closely with Directors and managers providing a high level of professional advice and expertise across the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.), in order to ensure a consistent and fair approach to people management throughout the Board.

-Red Hot World Buffet-
Human Resources Manager
Jul 2013 – Sep 2013
• Dealing with complex sickness absence cases and also implemented new process to reduce sickness percentage from 15% to 2.5%.
• Work closely with Directors and managers providing a high level of professional advice and expertise across the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.), in order to ensure a consistent and fair approach to people management throughout the Board.
• Develop local strategies and procedures to ensure effective and efficient administration processes and service delivery.
• Undertake workforce planning and the production of management information as required, ensuring appropriate analysis and presentation of information, identifying problems areas and recommending solutions.
• Ensure that changes in legislation and best practice are communicated to the team and reflected in their practice.
• Keep up to date with legal developments and advise management on compliance and risk factors.
• Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively.
• Advice managers on Change Management including consultation with staff and representative.
• Dealing with all redundancy, redeployment and assimilation processes ensuring that the procedures and rules of the relevant policies have been adhered to.
• Excellent communication & Negotiation working relationship with trade union representatives and representatives.
• Dealing with legal advisers in employment tribunal cases which include the preparation and provision of background reports and associated information to legal advisers and/or statutory bodies as and when required.
• Advise and support line managers, directors on employee relations cases including disciplinary, grievance, capability and absence management.

-NHS Nottingham City-
HR Administration/Officer
Feb 2009 – Jun 2013
(Seconded to Kettering General Hospital from Feb 2012-Feb 2013)
• Taking part in Re-Structuring the organisation process as well as taking part in slotting in procedures.
• Consistency checking with job description according to Agenda for Change.
• Developing HR Practices and processes to ensure consistency.
• Leading on disciplinary, grievance, redundancy and MARS processes and taking minutes.
• Dealing with Performance Management including Capability and Conduct issue.
• Writing job adverts, job description and person specification and then advertising them.
• Carrying out salary reviews.
• Building effective relationship with trade union representatives.
• Responsible for the recruitment, selection and interview process.
• Develop, coordinate and deliver training modules as requires
• Advising on change and improvements within the organisation.
• Sickness / Absence monitoring and reduction.
• Negotiating with staff regarding their pay.
• Ensuring all HR administrative records are updated and maintained.
• Advising manager on staff development.
• Negotiating terms and conditions of employment with staff.
• Conducting inductions with new starter in the business.
• Responsible for individual work events i.e. Long Services etc
• Advising on maternity and paternity queries.
• Updating A, C and T forms into ESR.
• Dealing with different types of staffs queries like wages queries, holiday entitlement, general HR queries, personal problems etc.
• Provide project support by building & implementing competency matrices, career ladders, performing job matching and gap identification processes.

-Kettering General Hospital Foundation Trust-
HR Advisor (Operational HR)
Feb 2012 – Feb 2013
• Support the HR Manager in delivering an effective internal HR consultancy, focusing on adding value to the Clinical Management Team and maximising the effectiveness of its employees.

• Advice to the members of the Clinical Management Boards and managers on complex HR strategy, policy and issues, analysing and presenting options, evaluating risks and recommending appropriate courses of action that meet legal requirements and contribute to the Service’s and Trusts’ strategic direction.

• To support HR Manager in delivering HR training to first level managers and supervisors.

• To support the HR Manager in conducting disciplinary and grievance investigations and in preparing case bundles for panels.

• Maintain a thorough working knowledge of employment legislation and case law, anticipate and react to the implications for working practices within both the Clinical Management Team and the Trust.

• Support the HR Manager in managing and facilitating the effective resolution of all employee relations issues across the Clinical Management Team.

• Support the HR Manager in developing HR policies, procedures and guidelines for line managers.

• To undertake assigned projects and research initiatives as determined by the HR Manager.

• To develop effective relationships with recognised trade unions and staff representatives and promote good employee relations.

• To promote peoples equality, diversity and rights in all actions and activities.

-NHS Leicester City-
HR Project Administrator
Jun 2008 – Feb 2009
Job Description:-

1. To assist the HR Team in the efficient administration of the Leicester City PCT CRB policy and procedure and to follow both the NHS Trust guidance and the CRB Code of Practice. In particular:

a) Despatching CRB Disclosure Requests Forms to managers and employees.
b) Ensuring CRB application forms are sent to candidates in a timely manner.
c) Ensure that completed CRB applications are returned with the relevant identification and documentation.
d) Chase outstanding CRB applications and liaise with the relevant manager to inform them that their employee’s CRB is outstanding.
e) Write letters to employees in regards to chasing outstanding documentation.
f) Ensure that CRB forms are completed correctly.
g) Track CRB details on the CRB database, update the database and track progress on-line as appropriate.
h) Complete the back page of the CRB Application Form and sign the authorised counter-signatory.
i) Send completed CRB application forms to The Criminal Records Bureau.
j) Record returned form from CRB and notify the relevant manager of the outcome of the check.

2. Maintain and update personnel records for each employee (manual and electronic),
filing all information and ensuring compliance with the requirements of the
Data Protection Act.

3. Assist with the general typing workload of the Service Grouping as required and helping in Recruitment and Selection Process within the HR Team

-Primark Stores Ltd-
HR Administrator
Nov 2005 – Jul 2008
Working with different departments and their line managers to help them to understand the HR procedures and policies. Also responsible for giving advice on pay, promotions and benefits, absence management, performance management, and listening to staff problems. Providing with professional HR admin work.

Duties:
Providing HR support, guidance and expert advice to colleagues and manager
Developing HR Practices and processes to ensure consistency.
Writing job adverts and then advertising them.
Responsible for the recruitment, selection and interview process. (1:1 Interview, Group Interview etc) also help to the new opening stores throughout the UK.
Develop, coordinate and deliver training modules for new and existing employees.
Sickness / Absence monitoring and implement a new sickness and absence procedures to reduce the sickness and absence level.
Ensuring all HR administrative records are updated and maintained like personal file, right to work, training documents, personal records etc)
Advising manager on staff development.
Conducting inductions with new starter in the business (took group induction up to 15 new starter) on a regular basis.
Responsible for individual work events i.e. Long Services, Maternity etc and also carry out the Health and Safety risks.
Deliver the staff rota to all departments within the budget.
Implement different types of appraisal, benefits and staffs rewards to improve employee's performance and also monitoring staffs' performance every 3 months.
Dealing with payroll queries and staff wages.
Complete exit interview and report to HR Manager.

-Eden Vauxhall-
HR CONSULTANT
May 2007 – Aug 2007
I have voluntary worked for 3 months as a HR Consultant for Eden Vauxhall (Car Dealership). Eden Vauxhall has taken over the Inchcape Company. As a HR Consultant, I have implemented HR Policies and Procedure, Recruitment and Selection process, Learning and Development process for Eden Vauxhall. To support and implement effective recommendations on the design and development of assigned Human Resource functional areas, encompassing various programs relating to compensation, benefits, resourcing, organisational effectiveness and/or employee development.

Salisbury NHS Foundation Trust

Keys Services offered

Salisbury NHS Foundation Trust is a well established acute Trust with a track record of high performance. We provide a broad range of services for the populations served by Wiltshire, Dorset and West Hampshire CCGs, alongside highly regarded specialist services with excellent clinical networks both locally and nationally. We have about 470 beds and employ just under 4,000 staff who consistently rate us highly in relation to staff engagement..

We offer excellent staff benefits including an on site day nursery and holiday playscheme, an on site staff club with 2 indoor heated swimming pools and a fully equipped gym and squash court. We have a state of the art education centre and library and can offer staff accommodation.

Situated in the south of Wiltshire, Salisbury is surrounded by beautiful countryside including Salisbury Plain and the New Forest. Salisbury is supported by good transport links, particularly to London and the West Country. In addition it offers a rich mix of entertainment and activities and is well known for its art and culture.

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