Pamela H Amagboruju

• Worked in partnership with senior managers during a period of change in this large public service organisation consulting with staff affected during the TUPED process and ensured process was effectively managed and complies to employment legislation and policies.
• Delivered a robust and comprehensive end to end external recruitment campaigns for all departments from candidate search to CV sifting, background and reference checking, checking eligibility criteria based on UK labour law, conducting and coordinating interviews with business stakeholders, assessing candidate suitability, managing offers and appointment of new staff including associated paperwork.

• Develop and deliver sustainable social media recruitment streams based on workforce plan using up-to-date knowledge of social media recruitment market and trends. Responsible for developing best practice, efficient recruitment policy and processes.
• Monitoring and reporting of recruitment related KPIs.
Responsible for managing the on boarding of all new staff in conjunction with the government services team.
• Partnered with Hiring Managers to assist in workforce planning and recruitment requirements in conjunction to meet teams and departmental needs.
• Produced workforce information reports to support business management plans.
• Acted as the first point of contact for all HR/Payroll inquiries, updating policies and procedures as necessary.
• Arranged regular performance reviews and collated absence and salary details for assessment
• Responded to staff on all HR/ payroll related inquiries, including queries on PAYE and statutory payments such as SSP, SMP and SPP
• Processed paper work for new joiners, leavers, including other variations to changes in hours, grades, locations etc.
• Advised on queries relating to different pension scheme and regularly updated the HR database using the Oracle system.

Key Achievements
• Conducted and presented to senior management and stakeholders a business case to show the benefits of setting up the current in house bank services for temporary workers to support the short/medium term recruitment strategy.
• Managed and coordinated the activities of the temporary bank by providing comprehensive and cost effective end to end recruitment services covering all categories of staff and delivered a truly in-house Recruitment Resourcing service. Ensured to create tracking systems to help monitor processes.
• Created and managed the current manual/ electronic filing system for all bank workers and carried out regular data cleansing to ensure compliance to the Data Protection Act and information Governance.
• Maintained regular and timely communication with managers, payroll department and workers in relation to pay issues and provided accurate records to facilitate budget/payroll queries.
• Identified and solely provided training interventions to bank workers, achieving a 100 percent take up on all mandatory training.
• Reduced the numbers in the Preferred Agency List from 6 to 2 and effectively achieved an annual cost saving of twelve thousand pounds.
• Collated and presented monthly budget information to senior management to help business planning.
• Managed the third party relationships with agencies in regards to direct temporary resources management and ensured strict guidelines in regards to SLA agreements and AWR regulations.
• Partnered with managers to provide HR solutions and practical hands on advice to manage employee related issues in a heavily unionised environment. Participated in formal investigations, disciplinary, grievances, conducts, short/long term absence cases, appeals, performance and change management.

Main responsibilities
• Managed all activities related to the in-house bank services after set up by providing a robust cost effective recruitment process for bank workers, undertook the general administrative duties and covered all aspects of the resourcing from the job analysis, drafting appropriately worded job descriptions/person specifications, advertising vacancies, screening CV’s, short-listing, arranged and conducted interviews, take up pre-employment checks, issue contracts of employment and delivered induction.
• Acted as the first point of contact and the go between for managers looking to fill short/medium term temporary vacancies, and provided temporary work for bank staff.
• To provide guidance to managers on the application of HR policies and procedures in regards to temporary workers and ensure compliance to equal opportunities and employment legislation.
• To analyse, identify and deliver mandatory training needs for temporary/bank workers.
• To manage and maintain personal data and ensure compliance with the Data Protection Act.
• Managed third party relationship with agencies in the supply of temporary staff as per the SLA agreements and AWR regulations.
• Supported managers on employee related issues by providing practical hands on solutions.

Key Achievements
• Provided guidance, advice and support to senior managers throughout the recruitment cycle from defining a role, writing job descriptions/person specifications, sourcing methods, to been part of the selection/interview panels, to making an offer/reject letters, including taking up pre-employments checks covering CRB/ISA, work permits, references, occupational clearance and issuing contracts of employment and prepared, organised and delivered induction training of new starters.
• Managed a manual/electronic staff database, ensured compliance with the Data Protection Act 1998.
• Implemented a return to work interview process, effectively achieved 1% reduction in lost days from 2.5% within 9 months period.
• Managed and administered the annual appraisal processes for approximately 348 staff.
• Delivered training interventions to managers on the application of HR policies and procedures to ensure awareness and compliance to diversity and equal opportunities processes.
• Managed third party relationships with external agencies to monitor SLA agreements.
• Advised on staff benefits and entitlement covering paternity, annual leave and retirement etc.
• Communicated monthly payroll changes in regards to new hires, pensions, variations in grade, hours, location, leavers, maternity, career breaks in a timely manner.

Main Responsibilities
• Acted as the main lead in providing practical and up to date and operational HR/Recruitment services to senior managers on all aspects of resourcing, staff development, payroll, policies, and employee relations, including grievance and disciplinary, managing short/long term sickness absence, change management, including TUPE transfers, training and best practice to support business objectives.
• Trained and coached senior managers on policies and procedures and maintained open and effective communication process with staff side representatives in resolving conflicts.
• Strong understanding of employment law and its application, with the ability to work confidently and independently within a unionised environment.

HR Assistant//Adviser Brent Primary Care Trust, Wembley
February 2004 - December 2007
DUTIES
Recruitment and Payroll
• Managed the recruitment processes by acting as the first point of contact, by sending out job packs for advertised vacancies and updating the database from returned applications. Ensured shortlisted candidates are invited to attend interviews, packs are ready for interview panels. Took up pre-employment checks for successful applicants.
• Prepared standard letters and files i.e. bank details for new starters, contracts of employments, regret letters.
Employee Relations
• Provided expert HR advice and support to managers on ER matters and ensured they are consist with Trust Policies and Procedures, legislation and CIPD Professional Code of Conduct.
• Advised managers on staff entitlements, including matters of disputes and provided support to reach successful outcomes.
• Handled routine enquiries, assisted and worked with other members of the HR team to meet deadlines.

HR Assistant/Recruitment Officer Ealing Hospital NHS Trust, Middlesex
April 2000 - January 2004
DUTIES
Recruitment and Selection
• Managed a recruitment database for approximately 1140 employees, by acting as a first point of contact for all recruitment matters. Ensured electronic and manual data are maintained in line with the Data Protection Act to assist in reporting purposes
• Facilitated the effective recruitment process by advising managers of best practice and ensured these were in line with Trust policies, employment legislations and the CIPD Code of Professional Conduct.
• Invite shortlisted candidates to attend interviews, taking up pre-employment checks, including work or college references, 2 Tier Sponsorship (formerly Work Permit), occupational health and Police check clearances etc.
.