Hr manager
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I have spent most of my career working within the HR function, developing strong expertise and a solid understanding of people-focused practices. As a CIPD Level 5 qualified professional, I am confident operating in fast-paced environments where adaptability and sound judgement are essential. I am now seeking a role where I can genuinely make a difference—contributing positively to both the organisation and its people—while being part of a supportive, collaborative team that values shared success.
HR Manager at Jeff Way Group (2025-12 – 2026-04)
The main duties of an HR Manager at Jeff Way Group focus on supporting a busy, fast-paced workforce while ensuring effective people management and compliance. The HR Manager oversees the full employee lifecycle, including recruitment, onboarding, contract management, and maintaining accurate HR records. They work closely with hiring managers to attract and retain skilled employees suited to the organisation's construction and training environment.
A key responsibility is managing employee relations, acting as the first point of contact for HR queries and providing guidance on disciplinary, grievance, and absence matters. The HR Manager ensures fair and consistent application of policies, helping to foster a positive and professional workplace culture. They are also responsible for developing, updating, and implementing HR policies in line with UK employment law, ensuring the business remains compliant at all times.
In a sector like construction, this includes supporting health and safety practices and workforce regulations. Performance management and development form another important part of the role. The HR Manager supports appraisal processes, identifies training needs, and promotes continuous development, including apprenticeships and upskilling initiatives aligned with the company's services.
Additionally, they manage employee wellbeing and engagement, supporting initiatives that improve morale, retention, and productivity. The HR Manager works closely with senior leadership to align HR strategies with business goals, contributing to workforce planning and organisational growth. Overall, the role is hands-on varied, balancing day-to-day HR operations with strategic input to support both employees and the wider business.
HR Manager at Project Start Recruitment (2021-11 – 2025-12)
At the start of a project, an HR manager plays a critical role in shaping the recruitment process to ensure the right talent is in place to meet project objectives. One of the first duties is to work closely with project leaders to understand the scope, goals, timelines, and required skill sets. This allows the HR manager to develop clear job descriptions and candidate profiles aligned with project needs.
The HR manager is responsible for workforce planning, determining how many employees are needed, whether roles are temporary or permanent, and if internal staff can be reassigned or if external hiring is required. They also establish a recruitment strategy, choosing appropriate sourcing channels such as job boards, recruitment agencies, social media, or internal talent pools. Another key duty is setting the recruitment timeline to ensure hiring aligns with project milestones.
This includes coordinating with hiring managers to schedule interviews and assessments efficiently. The HR manager may also design selection processes, including screening criteria, interview frameworks, and evaluation methods to ensure fairness and consistency. The HR manager must consider recruitment costs, including advertising, agency fees, and onboarding expenses, ensuring they stay within the project's financial constraints.
Additionally, the HR manager ensures compliance with employment laws and organizational policies throughout the hiring process. They also promote employer branding to attract high-quality candidates and communicate the project's vision and value effectively. Finally, the HR manager oversees the onboarding plan, ensuring new hires are integrated smoothly and are prepared to contribute from the start of the project.
This includes coordinating training, documentation, and introductions to team members. Overall, their role is to build a capable, well-prepared team that can deliver project success efficiently.
Extreme Clean at Ashley Stevens (2015-01 – 2021-11)
I have been the proprietor of Extreme Clean, a professional cleaning company I established from the ground up. I developed a comprehensive business plan that included market research, target audience identification, and competitive positioning. A key focus was building a reliable, skilled team—recruiting and training staff to deliver high-quality cleaning services with a strong emphasis on customer satisfaction.
By maintaining high standards of professionalism and cleanliness, Extreme Clean quickly earned a solid reputation for reliability. I also oversaw the financial operations of the business, including budgeting, invoicing, and reporting, achieving consistent revenue growth and sustained profitability year over year. I conduct all H&S risk assessments on every job to ensure my team of employees are safe and protected at work.
HR Advisor/Office Manager at Bibby Financial Services (2001-01 – 2015-01)
I worked at Bibby Financial Services, where I demonstrated unwavering loyalty and dedication, progressing through multiple roles over 14 years before being made redundant. Recognised for my strong work ethic and versatility, I was promoted into a multi-functional position that combined the roles of PA to the Managing Director, Office Manager, and HR Representative, before progressing to HR Advisor. In this capacity, I provided dedicated HR support and guidance to the management team, offering advice on employee relations, policies, and best practices.
I also managed high-level HR administration, coordinated meetings, and handled sensitive and confidential correspondence on behalf of senior management, ensuring professionalism and discretion at all times.
Manager, I ensured smooth day-to-day operations, led cost-saving initiatives—achieving £10,000 in savings—and successfully facilitated a major office relocation. My HR responsibilities grew to include employee relations, recruitment coordination, policy compliance, and training management. I acted as the first point of contact for all HR matters and helped implement a new HR database, training all line managers on its use.
My achievements included earning my CPP qualification, achieving top internal audit ratings for health and safety, and consistently supporting both strategic and operational HR needs. My time at Bibby was defined by my loyalty, adaptability, and commitment to continuous growth—qualities that enabled me to evolve from an entry-level role into a trusted advisor and senior support figure within the business.
