M Ali

Site Worker on the Transpennine Route Upgrade project – an Alliance consisting of BAM Nuttall, Amey, ARUP, Siemens and Network Rail

HR Business Partner at BAM Nuttall (2022-02 – Present)

Site Worker on the Transpennine Route Upgrade project – an Alliance consisting of BAM Nuttall, Amey, ARUP, Siemens and Network Rail

• Part of the project Senior Leadership Team; providing hands on strategic support and advice in a heavily regulated and continuously changing environment.
• Sounding board and safe space for directors and managers when discussing Best for Project and Best for Business decisions.
• Focus on Safety in our industry: dealing with Close Calls, Fatigue Management, safe stops, daily briefings.
• Talent management and succession planning – vital in an industry which is falling short for talent. Future prospects should be planned and managed carefully.
• Responsible for managing resourcing and recruitment as the project heads into demobilisation.
• Ensure adherence to the CIJC Working Rule Agreement.
• Line management of HR Apprentice and Office Manager.

HR Business Partner at Transport for Greater Manchester (2019-01 – 2022-01)

Public sector transport

• Advising in line with best practice and the Green Book.
• Managing often difficult relationships with Unite and UNISON in a heavily unionised organisation.
• Partnering with operational functions – Bus Stations, Control Room, Customer Research Surveyors, Contact Centre – offering practical advice.
• Working with stakeholders and trade union colleagues to review the organisation’s EDI offering, in particular focusing on customer-facing colleagues and a shortfall in training.
• Using Best Companies and Pulse Survey results to support next steps including personal development, culture change and staff engagement.
• Providing wellbeing support to colleagues including mental health support.
• Project work: Researching and launching a Voluntary Severance scheme.
• Project work: Reviewing the use of Clock-In facilities and alternatives.
• Project work: Researching and advising on the organisation’s implementation of Holiday Pay for Overtime.
• Project work: Creating a new HR intranet for internal use.
• Line management of the HR Advisors, Assistants and Apprentice.

Assistant HR Business Partner at Manchester Foundation Trust (NHS) – Wythenshawe Hospital (2018-06 – 2019-01)

via Hays

• Attending monthly Performance Board representing the HR function – chaired by the Senior Leadership Team of the Trust including the Finance Director and Chief Nurse.
• MI distribution. Monthly workforce reports compiled from raw data and disseminated to specific departments. Reports cover compliance of: appraisal and mandatory training completion, sickness absence management SLAs, professional registration renewal. The reports also include details of visa and fixed term contracts which are due to expire.
• Recruitment of senior staff; being the HR support to the recruitment panel for consultants and senior management; supporting short listing and issuing job offers.
• Reviewing requests for pay scale and job grading changes to ensure parity.
• Managing the redeployment of individuals who are at risk of unemployment due to ill health/organisational change; ensuring their details are on the vacancy platform; discussing potential job matches; providing support to the recruiting manager regarding the interview process,
• Staff engagement. Co-chairing monthly staff engagement meetings where staff survey outcomes are discussed and ideas are shared and collated. The purpose being to improve morale, reduce staff turnover and increase productivity and efficiency.
• Managing TUPE transfers into the Trust.
• Line management responsibilities for a HR Advisor and HR Officer.
• Specific tasks of note: Supporting a Dignity at Work case investigating a collective grievance raised by 20 employees against a senior manager.
• Specific tasks of note: Preparing honorary contracts for medics employed by the Trust but performing their duties at other Trusts.
• Specific tasks of note: Training – writing and delivering training covering performance management and sickness absence management both for established managers in need of a refresher, and newly promoted staff.

People Policy Specialist at Marks and Spencer (2017-11 – 2018-06)

• Providing telephone-based advice country-wide on all manner of employee relations queries.

HR Advisor working on site at the NHS Pennine Acute Hospitals Trust at Capsticks Solicitors LLP (2015-03 – 2017-11)

• Partnering with specific divisions to provide telephony and face-to-face advice to line management including directors on clinical and non-clinical staff including medics.
• Absence management advice on: triggers for short term sickness; health review meetings during long term sickness; the consideration of Occupational Health/medical advice and reasonable adjustments; termination of employment.
• Carrying out investigations during a specified SLA and producing detailed investigation reports – including MHPS investigations for medics.
• Ensuring best practice in line with internal policies and the NHS Agenda for Change terms and conditions.
• Managing relationships with trade unions in challenging environments – UNISON, UNITE, the RCM and the RCN.
• Coaching managers on best practice and the least risky process to follow and explaining why.
• Preparing and delivering training on a newly implemented sickness policy and how to carry out investigations.
• HR Consultancy work for NHS Trusts: Providing in depth consultancy support which is focused mainly around investigations relating to grievances and bullying and harassment complaints.
• HR Consultancy work for NHS Trusts: Consultancy carried out within an agreed SLA, for example 21 hours of work within two calendar months.
• Project Work for the NHS: Reviewing policies and providing feedback prior to implementation and discussion at director level.
• Project Work for the NHS: Supporting management in the implementation of policies through hosting training and question and answer forums.
• Supporting consultations relating to TUPE and organisational change from the first day of consultation to the last day, including support at 1-1 meetings, preparation of FAQs and outcome letters.

Employment Law Consultant at Moorepay HR Services (2014-04 – 2015-03)

Working as a HR business partner to SMEs from a variety of sectors

• Providing telephony and face-to-face commercial advice to line managers, directors and owners across the country.

Employment Law Consultant at Peninsula Business Services (2012-12 – 2014-03)

Telephony based, providing commercial advice to SMEs from a variety of sectors

• Providing telephony and face-to-face commercial advice to line managers, directors and owners across the country.
• Specialist advice given to clients based in Jersey, Guernsey, Isle of Man.

Employment Law & HR Consultant at Mentor Services (2006-05 – 2012-12)

• Working with clients in a variety of sectors, including nurseries, retail and manufacturing.
• Telephony based contact with clients as well as face-to-face meetings.
• Writing and amending a wide range of policies such as absence, company sick pay, and social networking/computer usage rules.

CIPD Level 7 and MSc in Human Resource Management; Modules include: Mentoring and Coaching, 15,000 word dissertation on the impact of agile working. – Manchester Metropolitan University (2017-09 – 2019)

LLB (Hons) in Core modules: Contract, Tort, Public Law, Criminal, Land, European, Property, Employment, Human Rights, Intellectual Property, Sports Law, Equity and Trusts, 15,000 word dissertation. – MMU (2000 – 2004)