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PAUL ROPER - MCIPD
Mob: 07914010594 Tel: 02083332340 Email: Roper.Paul78@gmail.com
HU M A N RE S O U R C E S M AN AGE R AN D BU S I N E S S P A R T N E R
 Postgraduate Certification
 MCIPD in Employment Law & Certificate in Personnel & Employment Law in and outside the UK
 Psychology Organizational, Development and Change
HR SKILLS
 HR Department Startup for
 Three UK offices
 Employment Law
 TUPE for over 600 staff
 Chris21 Software
 HR Pro database
 HR Pro database Software
 Snowdrop HR & Payroll
 People Soft & Oracle
 Sage Payroll & Software
 Staff Recruitment & Retention
 Employee Relations
 Redundancy Planning for 120 Staff
 Benefits Administration
 HR Program/Project Management
 Running HR Support in Jamaica,
 Indonesia & United States
 ADP HR Database
 Change management,
 Training & Development
 Performance Management
 Drafting Formal Policies &
Report
 HR Policies & Procedures
 updating
PROFESSIONAL EXPERIENCE
As an experienced HR and H&S professional at all levels I have always placed a very high value on any organisations most
important resource, its staff. I am proactive and enthusiastic which are required to complete duties and challenges that may face
the company. I am MCIPD qualified and have strong knowledge of employment law legislation within and outside of the UK, also
having an understanding of large TUPE & Redundancy Policies and setups within this current climate I also feel that I have strong
experience of advising managers and staff on HR policies and procedures and when needed looking at best practice for any
company that I have worked for.
I am a team player with the ability to work independently if required. I have developed and upgraded the Human Resources
function within large retail stores as well as local government and for a firm of architects in London. I have always found that
offering a good HR service will add value to the firm and enhance its overall performance by advising what company HR services
are available; this helps with employment practice to attract and retain the best staff in the current climate.
I have always valued myself on being able to maintain effective working relationships/strategic alliances sharing best practice both
within the HR Department and all company Departments. This has enabled me to head up HR team with an overview of the
current status of projects reporting on the implementation of work flow to enable project monitoring, providing data management
and analysis, identifying synergies at all department levels and supporting Menace’s Northern Ireland HR office on all employment
services.
The experience that I have gained over the years has enabled me to adjust to any surroundings and company. I feel that I have
the experience and knowledge to fit in as a HR professional within most industries. Having worked closely for many years with
senior management and board of directors I feel it’s paramount for a strong and a robust HR team to be in place for the success of
the business. In the current climate I feel the key importance and the most precious part of the business are our staff. I have
always been a great believer in retainment of good staff.
Training and development and report information is a key work tool for all management team and employees ensuring that the
business is complying with the same policy and procedures for every individual. I have always found that if you have a good
blueprint of HR it offers great support to the management and senior teams within any particular site. I am somebody that likes to
hit the floor running and get to understand the needs of the business and the key problems that would need to be addressed as a
matter of urgency. I am a strong problem solver and if given the opportunity I feel I would fit in to any new HR management
position.
I am someone that has strong ability to take on large workloads including the administration of key requirements in any
organization which may cover payroll, reporting services, recruitment, facility management and overall employment support that is
required in most organizations. I have been someone that has worked within government bodies and local authorities and have
an understanding of key issues and relationships that needs to be worked on when working with local authorities and third party
government bodies. This has enabled me to ensure the highest level of delivery in service and support at all levels.
PAUL ROPER  Page 2
Key Qualifications:
• Significant experience in HR (including TUPE experience) and Communications preferably in an outsourcing environment
• Running large Redundancy engagement within retail & charities
• Good employment law understanding
• Supporting management teams when needed on key employment information and advising on best action
• Change Management experience
• Benefits and Compensation Practitioner: Salary administration; benefits administration
• Pensions Practitioner: Pension administration
• Generalist Practitioner: Policy; training and personnel development; communications and employee relations
• Business writing; initiative; innovation; oral communication; problem solving; professional relationships;
teamwork/collaboration, Business and technical writing skills
• Teamwork and collaboration
• I always ensure all advertising and recruitment is maintained within departmental budgets. Also ensuring all recruitment &
retention is carried out fairly for all positions.
• Ensuring that Managers are accountable for both their staffing levels and retention of their staff with the support of HR
Ensure recruitment adverts are placed in the best media available and regularly review this in line with market trends.
• Set up and maintain optimum staffing levels, and ensure that all Managers work within these guidelines. Ensure all parties
involved in recruitment within the hotels are fully aware of company guidelines and are fully trained.
• Ensure that all probationary reviews, appraisals and six monthly reviews are carried out and training plans drawn up and
implemented
• Ensure all employee records are up to date in both their personnel files and Snowdrop
• Ensure the Employee Details File is always up to date & available to all Managers.
• Ensure all employee paperwork is completed within the policy guidelines and ensure arrangements are in place for holiday
cover.
• Ensure all sickness and absent policies are followed in all areas of the hotels, for all staff and manage these as and when
required.
• Ensure all payroll processes are completed accurately and on time.
• Monthly reporting on sickness and recruitment and any outstanding holiday that’s needed to be taken
Work Experience Overview
ASG SPARK! – Nov 2015 Feb 2016
HR Manager EMEA: Provide proactive, appropriate HR support to the Spark! Business in the UK and where appropsirite provide suport for
overseas locations. Work with the Head of Spark and UK bord, to ensure that HR provision is customer centric and is focused on supporting
and driving the successful delivery of business goals and strategy. This role requires the delivery of both operational and strategic HRactivity
to ensure legal compliance in all juristictions.
Roper HR Services UK Aug 2014 to Nov 2015
Freelance Consultant: With nearly 17 years’ experience within HR I have built up a network of contacts with some of the largest
organisations and HR Outsourcing compaines within the UK and Europe, this has enabled me to use my resources when needed to supply
and support businesses on a daily basis with HR support on project based and employment law requirements. This has also allowed me to
continue using my knowledge when needed to ensure I keep my finger on the pulse when it comes to the change in format within
employment law legislation. Roper HR Services is an umbrella company that has been used for many years in the delivery of HR services
when there is a gap in the market.
TTP Ltd Luton – Nov 2014 to July 2015
Group HR Manager: Providing Freelance support for a temporary Group HR Manager I am responsible for 17 sites covering from airports,
railways and industrial organizations, this meant visiting on a daily basis to ensure the highest level of service. I was instructed and
requested to ensure the updating of all employment contracts and policy and procedures that needed to be put in place under the 2013
Employment Law Act. I cover holiday, maternity, paternity and all updates regarding staff needs, I was also required to implement the new
pension plan that came into place in 2014. It was paramount for me to advise all legal requirements concerning employment law within all
sites. One of the major cases was immigration to ensure that we complied with all foreign nationals that the company employed. We had a
headcount of employees over 325 staff with a 35% of foreign nationals so it is important that we comply with all immigration requirements. It
was also down to me to install a new HR database covering PeopleSoft ensuring that we had audit procedures for all employees both
current and previous members of staff.
London School of Science & Technology – March 2014 to Oct 2014
Senior HR Officer X4 Sits: I am responsible in the support and execution of over 150 staff ensuring that all administration and support
services are delivered on a daily basis. Also advising on maternity/paternity, holiday and sickness; the delivery of inductions for all staff on
multi sites ensuring that all holiday and sickness is recorded on a day to day basis, being available to advise and support all management
and directors, assisting in timetables for all student support and delivering the required administration that will be needed to support the
CEO.
Career Break – Mar 2013 – Jan 2014
After taking on large employment law projects I decided to take a career break and volunteer aboard for water aid, this entailed me visiting
villages without water and supporting the teams on management structures to ensure that the delivery of the projects were completed within
the timescale required. This was a very rewarding project and I loved every moment of it.
PAUL ROPER  Page 3
ArcusFM – Interim Dec 2012 – Jan 2013
Interim HR Manager: Overseeing a HR team of 11 advisors and administrators. Assigning and placing ER cases to relevant team
members when required. Responsible for visiting multiple sites on a weekly basis to advice managers on any Employment Law & Health &
Safety issues Overseeing and implementing new policy and procedures. Overseeing the new layout of the ground floor office of the Head
Office and implementing a new computer system for HR within the timeframe required. Sitting on the weekly board meeting to ensure the
company directors were aware of all changes occurring if and when they did. Dealing with all grievance’s and disciplinaries to the highest
level and being the first port of call for out of hours support within HR.
(Interim 3 Months) Thames Tideway Tunnel - Aug 2012 –Nov 2012
Resources Officer: Develop efficient and effective working relationships with the Functional and Task Leads of the Thames Tunnel project
to plan timely and appropriate team resources and HR interventions, Ensure effective and timely recruitment by liaising with Functional
Leads and Framework contacts. Attend interviews where appropriate.
Provide advice and guidance to managers and team members to resolve resources queries in a timely manner including probation, rates,
redeployment/exit etc. Monitor probation/on-boarding of all team members point of contact for queries from function/delivery areas team
members on resources queries regardless of parent company advice, and assist with grievances and disciplinaries including minute taking.
Assist with development and maintenance of resources/HR policies, procedures & processes, in line with project standards. Facilitate
understanding and use of resources/HR policies and processes.
Assist the project team members to facilitate good communications and understanding of all aspects on the programmer
Use knowledge and experience to provide continuous improvement within the project resources team
Mentoring of team colleagues to share resources good practice and as required for resources initiatives
Maintain resources data and information including preparation of weekly reports for the progress meetings and input into monthly reports
Provide mediation to resolve resources queries on the project in a timely manner
Develop and implement resources initiatives as required for the project
Deliver presentations on resources related topics to ensure best practice and instill appropriate project behaviors. Attend functional/delivery
area team meetings and provide advice and guidance as necessary. Cascade any actions or pending initiatives to the Resources Manager
(Interim 6 Months) Mencap charity London – July 2011 to Feb 2012
HR Manager: To provide proactive and effective HR support to managers in support of business and HR strategy, working as a business
partner to provide clear, accurate and business focused advice to managers on a range of employee relations issues, such as discipline,
capability, grievance and absence management, which is consistent with Mencap policy and employment legislation. Ensure the effective
roll out of strategic initiatives in the relevant areas of business deliver HR skills training to managers.
Also to provide HR advice on restructure/change management, including any consequent redeployment and redundancy processes to work
with key managers in maintaining good practice in matters related to performance and attendance
Management to attend senior manager meetings and contribute effectively to business strategy, using management information effectively
also to provide effective management and development of the Assistant HR Manager and to carry out any other duties that falls within the
range and scope of this role and to support the Management team.
DVLA Feb 2010 – May 2011– Fixed Term
Business Partner: I was a member of the business senior management team acting as the primary contact (Key Account Manager) for
access to all functional HR support activities (reward, relations, internal communications, resourcing and training.). I had to liaise with
Senior HR Business Partners to identify areas for people improvement and develop these into people related business plans, evaluating the
quality, timeliness and cost of delivery of the solutions to ensure optimum value in line with the Networks strategy.
The business partners were appointed to support the directors and senior management teams of the specified directorates.
The HR business partners would identify the initial ‘need’ for the development of HR plans within the directorates and had to pass on work
as appropriate to either the specialist HR teams or the HR Advisers to complete.
Paramount HR Ltd Jan 2009 – Nov 2009 Contract
Business Partner: For a global leader in the provision of professional HR & employment support in online workflow
solutions. I joined the Human Resources team based in London and was working with over 200 locations worldwide as
the HR Business Partner, the purpose of my role was primarily to Partner the Operations of HR, IT and Finance
divisions where I worked on driving people performance and productivity.
Development and delivery of HR strategies as one of three HR Business Partners Leadership and involvement in global
HR projects ensure organisational structure; culture and processes are aligned to reach business goals, influence the
development of HR policies and processes to ensure they meet the needs of the business area and employment law
within in the UK. Looking after Change Management to support and enable organisational restructures. Manage
Employee Relations individually and through coaching of direct reports and HR Processes.
As the Human Resources Manager I needed to ensure consistent standards of service were maintained while creating a working
environment that supported the organisation values - which were Consistent, Positive, Genuine, Willing and Friendly. These values were the
core to how we did things within the Hotel to be as successful as we could.
Strong ability to identify and improve efficiency in process and procedure, to ensure that the job always got done in the best way possible I
was responsible for all aspects of the Human Resources Function for 2 properties, with the support of an assistant, and to contribute
positively to the overall achievement of business goals
PAUL ROPER  Page 4
Llewellyn Davies Yeang - July 2007 to Feb 2009 – Fixed-Term
HR & H&S Manager: I joined Llewelyn Davies Yeang in July 2007 as HR & H&S Manager. Within this role I was responsible for leading
LDY Human Capital strategy and played a key role in business planning and change. The role assisted the organisation in working
smoothly and effectively by managing and coordinating all areas of recruitment, reward, relations, training and development.
Working with the Directors and the Senior Management Team I was responsible for the creation, implementation and communication of
complimentary HR policies and practices promoting the required company culture. By managing the HR and administrative functions the
role provided a support service to the business incorporating office administration, health and safety and staff welfare.
It was also the job of the HR Manager to support all areas of HR over three other sites within the UK and for setting up and overseeing three
supporting offices outside of UK in Jamaica, Indonesia & United States. We had responsibility for delivering HR Support to more then 370
employees.
During my time at LDY a key part of the post was to over see a large TUPE project for more than 150 employees over all three UK sites and
planning and running a redundancy project for all of the urban design & master planning teams within the London offices.
Lewisham Council, June 2006 – March 2007 – Contract
Acting HR & Training Manager: Working within a team of 12 in the Customer Services & Environment Directorate, I was employed on a
project basis, which involved the handling of numerous disciplinary cases up to dismissal level following misuse of the internet. And large
fraud case with the housing team at lewisham homes.
Skills required included a sound working knowledge of current employment legislation and the practical application; knowledge of the pay,
terms and conditions of local government employees; knowledge and understanding of the principles of best value in an HR setting and
knowledge of current developments in personnel practice & trade unions
Marks and Spencer, November 2001 –April 2006 - Permanent
HR & Training Manager:
C&A 1998 – 2000
Administration Manager:
1994 – 1998
Customer services Manager:
EDUCATION & CERTIFICATIONS
Maths
English Literature
Media Studies
Business Studies
A
B
B
GNVQ –
Sedgehill School
Sedgehill School
Sedgehill School
Sedgehill School
1994
1994
1994
1994
Postgraduate Certificate in Psychology Organisational Development and Change
CIPD – In Employment Law & Certificate in Personnel
CIPD – In Practice Applying to TUPE
Chartered - MCIPD
COSHH within the Workplace/ BSFT1 & BSFT2 Certificate in Fire with in the Workplace
Certificate in IIP First – Investors in People
Reference information can be confirmed on request:

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Paul roper cv update feb 06

  • 1. PAUL ROPER - MCIPD Mob: 07914010594 Tel: 02083332340 Email: Roper.Paul78@gmail.com HU M A N RE S O U R C E S M AN AGE R AN D BU S I N E S S P A R T N E R  Postgraduate Certification  MCIPD in Employment Law & Certificate in Personnel & Employment Law in and outside the UK  Psychology Organizational, Development and Change HR SKILLS  HR Department Startup for  Three UK offices  Employment Law  TUPE for over 600 staff  Chris21 Software  HR Pro database  HR Pro database Software  Snowdrop HR & Payroll  People Soft & Oracle  Sage Payroll & Software  Staff Recruitment & Retention  Employee Relations  Redundancy Planning for 120 Staff  Benefits Administration  HR Program/Project Management  Running HR Support in Jamaica,  Indonesia & United States  ADP HR Database  Change management,  Training & Development  Performance Management  Drafting Formal Policies & Report  HR Policies & Procedures  updating PROFESSIONAL EXPERIENCE As an experienced HR and H&S professional at all levels I have always placed a very high value on any organisations most important resource, its staff. I am proactive and enthusiastic which are required to complete duties and challenges that may face the company. I am MCIPD qualified and have strong knowledge of employment law legislation within and outside of the UK, also having an understanding of large TUPE & Redundancy Policies and setups within this current climate I also feel that I have strong experience of advising managers and staff on HR policies and procedures and when needed looking at best practice for any company that I have worked for. I am a team player with the ability to work independently if required. I have developed and upgraded the Human Resources function within large retail stores as well as local government and for a firm of architects in London. I have always found that offering a good HR service will add value to the firm and enhance its overall performance by advising what company HR services are available; this helps with employment practice to attract and retain the best staff in the current climate. I have always valued myself on being able to maintain effective working relationships/strategic alliances sharing best practice both within the HR Department and all company Departments. This has enabled me to head up HR team with an overview of the current status of projects reporting on the implementation of work flow to enable project monitoring, providing data management and analysis, identifying synergies at all department levels and supporting Menace’s Northern Ireland HR office on all employment services. The experience that I have gained over the years has enabled me to adjust to any surroundings and company. I feel that I have the experience and knowledge to fit in as a HR professional within most industries. Having worked closely for many years with senior management and board of directors I feel it’s paramount for a strong and a robust HR team to be in place for the success of the business. In the current climate I feel the key importance and the most precious part of the business are our staff. I have always been a great believer in retainment of good staff. Training and development and report information is a key work tool for all management team and employees ensuring that the business is complying with the same policy and procedures for every individual. I have always found that if you have a good blueprint of HR it offers great support to the management and senior teams within any particular site. I am somebody that likes to hit the floor running and get to understand the needs of the business and the key problems that would need to be addressed as a matter of urgency. I am a strong problem solver and if given the opportunity I feel I would fit in to any new HR management position. I am someone that has strong ability to take on large workloads including the administration of key requirements in any organization which may cover payroll, reporting services, recruitment, facility management and overall employment support that is required in most organizations. I have been someone that has worked within government bodies and local authorities and have an understanding of key issues and relationships that needs to be worked on when working with local authorities and third party government bodies. This has enabled me to ensure the highest level of delivery in service and support at all levels.
  • 2. PAUL ROPER  Page 2 Key Qualifications: • Significant experience in HR (including TUPE experience) and Communications preferably in an outsourcing environment • Running large Redundancy engagement within retail & charities • Good employment law understanding • Supporting management teams when needed on key employment information and advising on best action • Change Management experience • Benefits and Compensation Practitioner: Salary administration; benefits administration • Pensions Practitioner: Pension administration • Generalist Practitioner: Policy; training and personnel development; communications and employee relations • Business writing; initiative; innovation; oral communication; problem solving; professional relationships; teamwork/collaboration, Business and technical writing skills • Teamwork and collaboration • I always ensure all advertising and recruitment is maintained within departmental budgets. Also ensuring all recruitment & retention is carried out fairly for all positions. • Ensuring that Managers are accountable for both their staffing levels and retention of their staff with the support of HR Ensure recruitment adverts are placed in the best media available and regularly review this in line with market trends. • Set up and maintain optimum staffing levels, and ensure that all Managers work within these guidelines. Ensure all parties involved in recruitment within the hotels are fully aware of company guidelines and are fully trained. • Ensure that all probationary reviews, appraisals and six monthly reviews are carried out and training plans drawn up and implemented • Ensure all employee records are up to date in both their personnel files and Snowdrop • Ensure the Employee Details File is always up to date & available to all Managers. • Ensure all employee paperwork is completed within the policy guidelines and ensure arrangements are in place for holiday cover. • Ensure all sickness and absent policies are followed in all areas of the hotels, for all staff and manage these as and when required. • Ensure all payroll processes are completed accurately and on time. • Monthly reporting on sickness and recruitment and any outstanding holiday that’s needed to be taken Work Experience Overview ASG SPARK! – Nov 2015 Feb 2016 HR Manager EMEA: Provide proactive, appropriate HR support to the Spark! Business in the UK and where appropsirite provide suport for overseas locations. Work with the Head of Spark and UK bord, to ensure that HR provision is customer centric and is focused on supporting and driving the successful delivery of business goals and strategy. This role requires the delivery of both operational and strategic HRactivity to ensure legal compliance in all juristictions. Roper HR Services UK Aug 2014 to Nov 2015 Freelance Consultant: With nearly 17 years’ experience within HR I have built up a network of contacts with some of the largest organisations and HR Outsourcing compaines within the UK and Europe, this has enabled me to use my resources when needed to supply and support businesses on a daily basis with HR support on project based and employment law requirements. This has also allowed me to continue using my knowledge when needed to ensure I keep my finger on the pulse when it comes to the change in format within employment law legislation. Roper HR Services is an umbrella company that has been used for many years in the delivery of HR services when there is a gap in the market. TTP Ltd Luton – Nov 2014 to July 2015 Group HR Manager: Providing Freelance support for a temporary Group HR Manager I am responsible for 17 sites covering from airports, railways and industrial organizations, this meant visiting on a daily basis to ensure the highest level of service. I was instructed and requested to ensure the updating of all employment contracts and policy and procedures that needed to be put in place under the 2013 Employment Law Act. I cover holiday, maternity, paternity and all updates regarding staff needs, I was also required to implement the new pension plan that came into place in 2014. It was paramount for me to advise all legal requirements concerning employment law within all sites. One of the major cases was immigration to ensure that we complied with all foreign nationals that the company employed. We had a headcount of employees over 325 staff with a 35% of foreign nationals so it is important that we comply with all immigration requirements. It was also down to me to install a new HR database covering PeopleSoft ensuring that we had audit procedures for all employees both current and previous members of staff. London School of Science & Technology – March 2014 to Oct 2014 Senior HR Officer X4 Sits: I am responsible in the support and execution of over 150 staff ensuring that all administration and support services are delivered on a daily basis. Also advising on maternity/paternity, holiday and sickness; the delivery of inductions for all staff on multi sites ensuring that all holiday and sickness is recorded on a day to day basis, being available to advise and support all management and directors, assisting in timetables for all student support and delivering the required administration that will be needed to support the CEO. Career Break – Mar 2013 – Jan 2014 After taking on large employment law projects I decided to take a career break and volunteer aboard for water aid, this entailed me visiting villages without water and supporting the teams on management structures to ensure that the delivery of the projects were completed within the timescale required. This was a very rewarding project and I loved every moment of it.
  • 3. PAUL ROPER  Page 3 ArcusFM – Interim Dec 2012 – Jan 2013 Interim HR Manager: Overseeing a HR team of 11 advisors and administrators. Assigning and placing ER cases to relevant team members when required. Responsible for visiting multiple sites on a weekly basis to advice managers on any Employment Law & Health & Safety issues Overseeing and implementing new policy and procedures. Overseeing the new layout of the ground floor office of the Head Office and implementing a new computer system for HR within the timeframe required. Sitting on the weekly board meeting to ensure the company directors were aware of all changes occurring if and when they did. Dealing with all grievance’s and disciplinaries to the highest level and being the first port of call for out of hours support within HR. (Interim 3 Months) Thames Tideway Tunnel - Aug 2012 –Nov 2012 Resources Officer: Develop efficient and effective working relationships with the Functional and Task Leads of the Thames Tunnel project to plan timely and appropriate team resources and HR interventions, Ensure effective and timely recruitment by liaising with Functional Leads and Framework contacts. Attend interviews where appropriate. Provide advice and guidance to managers and team members to resolve resources queries in a timely manner including probation, rates, redeployment/exit etc. Monitor probation/on-boarding of all team members point of contact for queries from function/delivery areas team members on resources queries regardless of parent company advice, and assist with grievances and disciplinaries including minute taking. Assist with development and maintenance of resources/HR policies, procedures & processes, in line with project standards. Facilitate understanding and use of resources/HR policies and processes. Assist the project team members to facilitate good communications and understanding of all aspects on the programmer Use knowledge and experience to provide continuous improvement within the project resources team Mentoring of team colleagues to share resources good practice and as required for resources initiatives Maintain resources data and information including preparation of weekly reports for the progress meetings and input into monthly reports Provide mediation to resolve resources queries on the project in a timely manner Develop and implement resources initiatives as required for the project Deliver presentations on resources related topics to ensure best practice and instill appropriate project behaviors. Attend functional/delivery area team meetings and provide advice and guidance as necessary. Cascade any actions or pending initiatives to the Resources Manager (Interim 6 Months) Mencap charity London – July 2011 to Feb 2012 HR Manager: To provide proactive and effective HR support to managers in support of business and HR strategy, working as a business partner to provide clear, accurate and business focused advice to managers on a range of employee relations issues, such as discipline, capability, grievance and absence management, which is consistent with Mencap policy and employment legislation. Ensure the effective roll out of strategic initiatives in the relevant areas of business deliver HR skills training to managers. Also to provide HR advice on restructure/change management, including any consequent redeployment and redundancy processes to work with key managers in maintaining good practice in matters related to performance and attendance Management to attend senior manager meetings and contribute effectively to business strategy, using management information effectively also to provide effective management and development of the Assistant HR Manager and to carry out any other duties that falls within the range and scope of this role and to support the Management team. DVLA Feb 2010 – May 2011– Fixed Term Business Partner: I was a member of the business senior management team acting as the primary contact (Key Account Manager) for access to all functional HR support activities (reward, relations, internal communications, resourcing and training.). I had to liaise with Senior HR Business Partners to identify areas for people improvement and develop these into people related business plans, evaluating the quality, timeliness and cost of delivery of the solutions to ensure optimum value in line with the Networks strategy. The business partners were appointed to support the directors and senior management teams of the specified directorates. The HR business partners would identify the initial ‘need’ for the development of HR plans within the directorates and had to pass on work as appropriate to either the specialist HR teams or the HR Advisers to complete. Paramount HR Ltd Jan 2009 – Nov 2009 Contract Business Partner: For a global leader in the provision of professional HR & employment support in online workflow solutions. I joined the Human Resources team based in London and was working with over 200 locations worldwide as the HR Business Partner, the purpose of my role was primarily to Partner the Operations of HR, IT and Finance divisions where I worked on driving people performance and productivity. Development and delivery of HR strategies as one of three HR Business Partners Leadership and involvement in global HR projects ensure organisational structure; culture and processes are aligned to reach business goals, influence the development of HR policies and processes to ensure they meet the needs of the business area and employment law within in the UK. Looking after Change Management to support and enable organisational restructures. Manage Employee Relations individually and through coaching of direct reports and HR Processes. As the Human Resources Manager I needed to ensure consistent standards of service were maintained while creating a working environment that supported the organisation values - which were Consistent, Positive, Genuine, Willing and Friendly. These values were the core to how we did things within the Hotel to be as successful as we could. Strong ability to identify and improve efficiency in process and procedure, to ensure that the job always got done in the best way possible I was responsible for all aspects of the Human Resources Function for 2 properties, with the support of an assistant, and to contribute positively to the overall achievement of business goals
  • 4. PAUL ROPER  Page 4 Llewellyn Davies Yeang - July 2007 to Feb 2009 – Fixed-Term HR & H&S Manager: I joined Llewelyn Davies Yeang in July 2007 as HR & H&S Manager. Within this role I was responsible for leading LDY Human Capital strategy and played a key role in business planning and change. The role assisted the organisation in working smoothly and effectively by managing and coordinating all areas of recruitment, reward, relations, training and development. Working with the Directors and the Senior Management Team I was responsible for the creation, implementation and communication of complimentary HR policies and practices promoting the required company culture. By managing the HR and administrative functions the role provided a support service to the business incorporating office administration, health and safety and staff welfare. It was also the job of the HR Manager to support all areas of HR over three other sites within the UK and for setting up and overseeing three supporting offices outside of UK in Jamaica, Indonesia & United States. We had responsibility for delivering HR Support to more then 370 employees. During my time at LDY a key part of the post was to over see a large TUPE project for more than 150 employees over all three UK sites and planning and running a redundancy project for all of the urban design & master planning teams within the London offices. Lewisham Council, June 2006 – March 2007 – Contract Acting HR & Training Manager: Working within a team of 12 in the Customer Services & Environment Directorate, I was employed on a project basis, which involved the handling of numerous disciplinary cases up to dismissal level following misuse of the internet. And large fraud case with the housing team at lewisham homes. Skills required included a sound working knowledge of current employment legislation and the practical application; knowledge of the pay, terms and conditions of local government employees; knowledge and understanding of the principles of best value in an HR setting and knowledge of current developments in personnel practice & trade unions Marks and Spencer, November 2001 –April 2006 - Permanent HR & Training Manager: C&A 1998 – 2000 Administration Manager: 1994 – 1998 Customer services Manager: EDUCATION & CERTIFICATIONS Maths English Literature Media Studies Business Studies A B B GNVQ – Sedgehill School Sedgehill School Sedgehill School Sedgehill School 1994 1994 1994 1994 Postgraduate Certificate in Psychology Organisational Development and Change CIPD – In Employment Law & Certificate in Personnel CIPD – In Practice Applying to TUPE Chartered - MCIPD COSHH within the Workplace/ BSFT1 & BSFT2 Certificate in Fire with in the Workplace Certificate in IIP First – Investors in People Reference information can be confirmed on request: