Paul Brown

A Neurodiverse CIPD Level 5 qualified, working towards CIPD Level 7. Driven and accomplished HR professional with a proven track record in building key relationships and making immediate impact in organisations. I'm a HR professional who can get to the root cause of issues, while finding creative and viable solutions for organisations.

I bring a wealth of experience, and a diverse skill set that spans policy creation, day-to-day HR operations, and strategic HR development. In previous roles, I successfully led recruitment activities, meticulously managed analytics related to recruitment and staff, and oversaw the operational aspects of payroll systems. My commitment to employee well-being is evident in my leadership of company wellbeing groups, where I played a crucial role in implementing initiatives to enhance employee engagement.

My hands-on experience in managing HR teams, fostering positive workplace cultures, and successfully navigating complex HR projects showcases my adaptability, problem-solving skills, and results-oriented mindset.

Experience in working within different sectors such as manufacturing, local government, regulation, education and higher education, I'm experienced in working in heavily unionised environments. Outside of work I'm a Football Manager and Goalkeeping Coach, where I believe the skills, I use are transferable by creating a culture of accountability and pride in their efforts, managing people, with differing personalities and motivations and guiding them to commonality towards a shared goal. My coaching skills use video and data analytics to find solutions in training and performance improvement by using different methodologies to increase performance, this can be done via visual or verbal coaching, feedback sessions and coaching to find solutions.

HR Business Partner – Midlands Region - Oasis Community Learning - Midlands Region (Birmingham and Worcester)

(2025-01)

Managing the Midlands region with 10 schools across Birmingham and Worcester. Working directly under the Northern & Midlands Lead Business Partner. While also working in tandem with the Regional Director as a key stakeholder on the strategic alignment across the region.

• Actively contributing to disciplinary, grievance, capability, sickness absence, and appeal hearings, providing advice and guidance to ensure decisions align with employment legislation
• Leading on complex senior ER casework and working through a backlog of urgent cases with board level spotlight on resolutions
• Travelling to schools to empower leadership to think around strategic goals and empowering proactive ways of managing issues within the schools using various HR and behavioural methodologies
• Working with regional leaders to implement TEP feedback through employee voice and how this is woven into organisational goals
• Working in a heavily unionised environment within all ER cases and navigating the arrival of two new schools through TUPE
• Proactively addressing absence issues through coaching, leadership development, and behaviour improvement
• Implementing standards and accountabilities and driving outcomes to new ways of working with new schools
• Recommending and delivering training and lunch and learn refresher sessions to managers on disciplinary, grievance, probation and performance management
• Leading sickness absence training across the region using holistic and supportive approach aligned to OCL's 9 habits
• Using employment law knowledge to lead on employee relations issues and provide direction and advice to managers and senior leaders
• Ensuring all policy processes and procedures are followed correctly to support employees, principals/line managers and minimise risk
• Taking active role in hearings or appeals and liaising with employment law specialists on potential claims
• Advising and working with Line Managers and staff on team restructures, redundancy and other employee relations issues
• Providing general help and advice on employment and other issues to Oasis staff and signposting for wellbeing issues
• Providing specific guidance to Line Managers in special circumstances such as long-term sickness, Maternity Leave, Bereavement Leave, and Compassionate Leave
• Acting as coach to Line Managers and supporting them in their role as people managers
• Keeping abreast of current and forthcoming employment legislation and emerging trends in people management in the charitable sector
• Working on various change management processes including staff restructuring and provision of support roles
• Working with Midlands/National Talent Acquisition Lead on recruitment and selection for senior roles
• Quality assuring Job Descriptions and Person Specifications and ensuring job advertisements reflect Oasis values
• Working with Operations Lead to review challenging job evaluations
• Sitting on interview panels for senior roles and ensuring rigorous selection processes
• Researching and recommending recruitment advertising channels to attract diverse candidates
• Researching and recommending selection processes that uphold best practice in equality, diversity and inclusion
• Working with Principals/Operations Managers on DBS checks and instigating DBS Risk Assessments
• Liaising with OCL Safeguarding on safeguarding matters relating to staff
• Working with Regional Director and Safeguarding Lead on LADO cases or queries
• Working with Policy Lead on shaping, developing and updating HR policies and practices to ensure compliance and alignment with Oasis ethos
• Keeping HR related Risk Assessments up to date including Maternity at Work and Work Related Stress
• Ensuring HR Policies are accessible to all staff and training managers on their use
• Participating in Policy Review panel to ensure compliance with employment legislation and best practice
• Taking active interest in new projects and opportunities and identifying HR implications
• Advising Line Managers of benefits and drawbacks of various contracts to assist with planning new roles