1. Joanna Barry MCIPD (Chartered Member)
Tel: M 07738334738
Email: jo.barry1969@sky.com
Personal profile
A highly self-motivated and professional senior HR Leader with a proven track record in the private and
public sector. Previous roles have been in the retail environment and have involved providing strategic and
tactical business solutions. Key strengths include the ability to build effective business relationships at all
levels of an organisation, challenging and influencing and turning organisational strategy into tangible
people solutions. Extensive experience as a Regional HR Manager providing support, guidance and advice
on complex employee relations matters. A trusted senior advisor with the ability to build and maintain
effective working relationships with all levels.
A mature negotiator, influencer and mediator with a track record of delivering sustainable business change
including reinvigorating people strategies to ensure their fitness for purpose and improving the end to end
customer experience.
Experience, Specialisms and Strengths
TUPE – In October/November 2015 HR lead on the successful completion of the sale of 24 Care
Homes. Responsible for the preparation and implementation of the HR project plan to ensure legal
compliance. Working closely with the buyer to advise and guide them on process, discussing potential
measures, consulting with the GMB and employee representatives, and drafting legal documentation
to evidence TUPE compliance. In addition I successfully concluded the transfer of 30 Traffic Wardens
to Local Councils and 5 Catering Staff to external provider. Working with manager’s to formulate the
business justification d agency partners to ensure smooth transition of work and employees. In 2005 I
also successfully supported the transfer 4500 staff from Safeway to Morrisons, and dealt with
subsequent harmonisation of all T&Cs.
HR SHARED SERVICES – Experience of leading HR shared services and working in a shared
service environment with BT and HC-One. Ensuring that excellent service provision is achieved and
maintained, and continuous improvement is a priority. Receiving annual awards for process re-
engineering, problem solving and reducing bureaucracy. Examples include, but are not limited to, a
review of recruitment services, consistency and corporate application of processes, reviewing and
rewriting streamlined corporate policies and practices.
RECRUITMENT –Successfully revised and introduced a streamlined recruitment process for Amec
Foster Wheeler, reducing the timescales by half, to improve the customer experience and meet
operational requirements. I also completed a similar review within the Police Service which was then
used to undertake a mass recruitment activity, resulting in the appointment of 200 employees. The
revised process was then used across the company and UK as a blue print. I received an award for
‘Reducing Bureaucracy and Continuous Improvement of HR Services’. Experience in all aspects of
interviewing and cradle to grave recruitment processes in all roles with recent experience in HC-One
where I have reviewed and rewritten assessment processes for Nurse, Senior Carer and Carer
recruitment processes.
HR TRANSFORMATIONAL CHANGE –I worked alongside the HR Director with the HR
Transformational work, in BT, HC-One and Amec Foster Wheeler to support the seamless delivery of
the HR service to the business. This required significant work in agreeing HR structures, HR
disciplines and cradle to grave services. Meetings and consultation took place with the business to
understand their requirements and where services could be improved. The outcome was the
implementation of an HR account structure and HR service centre. Giving the customer one point of
contact and confidence in the ability of HR to deliver an efficient and effective service.
PROCUREMENT – In August 2015 whilst at HC-One I have reviewed the Legal Services and
Occupational Health contracts reducing the requirements and costs by over 50% on each. Working
closely with the business to understand their needs and renegotiating contract directly with the service
provider. Prior to that joint lead on the procurement of external medical services working with 4
regional forces. Supported the PQQ and specification requirements for the national contract.

2. Shortlisted and interviewed relevant company representative. Successfully implemented a national 4
year contract to provide independent medical services to the regional forces.
REDUNDANCY & CHANGE MANAGEMENT – HC-One Company expert nationally on change
management. Regularly dealing with redundancies from the business plan stage through to
termination or redeployment. Recently closed Meridian Head Office and Marketing departments
resulting in 50 redundancies. Supporting the Managing Director throughout with planning, consultation
briefings, meetings and 121s. Responsible for the creation of the implementation plan and the
execution of the associated activities. Previously in the Police Service I dealt with 150 redundancies
and redeployment of the relevant staff when closing one of the Emergency Call Centres. In addition I
was also the lead regional change expert, which involved the collaboration of 4 other counties, and
the regionalisation of Forensic Services and Major Crime and Murder Squads, for example. Also force
lead on mass redundancy programme following Comprehensive Spending Review, which resulted in
450 staff being put at risk of redundancy. Created a timetable of activity; advised and worked with HR
colleagues and Managers to ensure legal compliance and adherence to business timescales.
Receiving an award for ‘Problem Solving and Going Above and Beyond the Call of Duty’. No
complaints or grievances received as part of change programmes and signed off and completed
successfully by Unions. More recently dealt with significant downsizing initiatives from inception stage;
helping the management to prepare business rationale to preparing the timeline of activities and also
supporting with consultation meetings etc.
JOB EVALUATION – Chair of the Job Evaluation and grading panel, establishing external and
internal benchmarks, dealing with potential and actual equal pay claims. Researched and created role
profiles, grading reports and internal comparator assessment and evaluation process.
WORKFORCE & BUSINESS PLANNING (INCLUDING BUDGET MGT) – Due to a significant
reduction of police officer numbers I worked with the Chief Officer team to work on demand profiling
and the introduction of a new shift pattern for 3000 officers. This involved considering projected
retirements, leavers, maternity, absence, flexible working agreements, events, skills profiles and
specialisms etc. to establish the projected officer numbers and profiles over the next 3 years.
Consideration then had to be taken of the recruitment requirements, financial implications and
officer/Federation consultation. Outcome was successful implementation of new shift pattern and
restructure of entire officer resource to meet customer demand.
EMPLOYEE RELATIONS & EMPLOYMENT LAW – During my working career I have been the
expert lead on all employee relation/employment law matters, including disciplinary and grievances.
Regularly acted as Senior HR Advisor to disciplinary panels up to and including dismissal cases, and
at appeal hearings. Provided complex advice and guidance to all levels of management on a daily
basis with a reputation for being a firm but fair operational focussed HR professional. Significant
experience in the interpretation and practical application of employment legislation. Being a coach and
mentor to senior staff and colleagues in all aspects of employee relations. Successfully prepared and
defended 100% medical/flexible working (discrimination) tribunals with an outstanding relationship
with the unions. 2015 reduced legal expenses by reviewing procedure, documentation and associated
activities and providing training, advice and guidance on employee relations matters.
In addition, I represented the Police lawyers at a formal hearing on 27 counts of maladministration.
Presenting evidence to external barristers and successfully defending all 27 points on behalf of the
Chief Constable and legal team.
EMPLOYMENT TRIBUNALS – Expert and single point of contact for ACAS early conciliation claims
and Employment Tribunal responses. Researching, preparing and negotiating on claims and
settlements. November 2015 received an award and bonus for contributions to the business and
significant reduction in costs.
POLICIES AND PROCEDURES – Responsible for researching, producing and negotiating with staff,
managers and unions on all policies and procedures and template letters/guidance both within public
and private sector. More recently, wrote a new Attendance Management, Performance Management,
Capability, Grievance, Disciplinary, and Family Friendly Policies including supporting documentation.
Successful consultation process achieved on all procedures and associated guidance so that
publication was achieved.

3. PERFORMANCE & ATTENDANCE MANAGEMENT- Regularly act as lead expert and advisor on
matters and panels of unsatisfactory performance and attendance up to and including dismissal
across all the different sectors. Working with Occupational Health, GPs, managers and staff to ensure
that all appropriate steps have been taken, and documentation evidenced, prior to formal action being
taken and dismissal effected. However, continued focus on the business position is maintained
throughout. Also, acted as advisor to senior managers, through the appeal stages. Whilst at HC-One
and BT worked nationally, across multi sites, to support senior managers and HRBPs in the delivery
of a performance management framework. At BT I received a Silver Award for Outstanding
Performance in relation to this particular area.
NEGOTIATING AND INFLUENCING – Significant experience in negotiating and influencing with over
16 years working with various unions CWU, GMB and Police Federations, across all sectors.
September 2015 dealt with the GMB annual pay negotiations as part of collective bargaining
agreement. Attending meetings, negotiating on outcomes and overseeing formal correspondence to
HC-One, the business and the GMB. In addition, whilst at the police I reviewed all ill-health pensions
for police officers and staff saving the force £2.1 million. There were a number of tribunals and
Judicial Reviews which were successfully defended. The change programmes also required me to
have repeated meetings and discussions with staff associations, and to use my negotiating and
influencing skills to achieve the desired outcome. Whilst at HC-One I have been involved in the
National Pay Claim process working alongside the GMB.
MULTI SITE MANAGEMENT – Competent and proficient in the management of staff across a multi-
site organisation, in retail, manufacturing, care and the police. As a Regional HR Manager for
Safeway/Morrisons I managed 28 stores with a geographical coverage from the borders of Scotland
to Bradford and across to Cumbria. As a Head of HR Ops for the police I was required to manage
staff across the whole North Yorkshire County. In my global role for Cummins, Manufacturing I
supported staff and managers across the UK, Middle East and Africa. In my previous role with BT and
my current role with HC-One, I have sites across the whole of the UK that I support and travel to as
and when required.
COMMUNICATION SKILLS – excellent communicator both verbally and written, with the ability to
communicate with all levels of management and staff, internally and externally. Liaising on a daily
basis with executive management teams and partner agencies and representing the organisation at
key meetings, conferences and hearings at a local, regional and national level.
INTRODUCTION OF SUCCESSION PLANNING - Introduced Succession Planning methodologies
across client groups to support business planning processes within Safeway/Morrisons and the police.
Working with the training team and other linked departments to ensure that full timetable of activity,
linked to the recruitment requirements, was devised and communicated. One example is the detective
resources where it can take up to 18 months for them to perform the role competently. I worked with
the Director of the Crime Directorate to ensure we had a clear succession plan in place, taking into
account any promotions, leavers etc. This was done in conjunction with the workforce planning
programme.
Additional skills & achievements include;
• Resilient and tenacious in the pursuit of customer service excellence;
• Performance Appraisals;
• Commercially focussed with outstanding business acumen;
• Established coaching and development inputs for line managers in people management to
ensure they were supported in gaining the skills required for the job;
Career History

4. Amec Foster Wheeler – HR Manager March 2016 to present day
Some main responsibilities;
Accountable for defining, delivering and supporting the people strategy to support the agreed business
aims and objectives and to demonstrate leadership and management of a high performing HR service
through professionalism and collaboration.
Responsible for the delivery of the HR Operational service, Learning and Development, and
Competency and Technical teams across Capital Projects and Asset Management.
Proactively managing HR operations and deliver solutions which meet ever changing business needs
in a cost effective and efficient way, identifying and managing business related risks and opportunities
at the appropriate level.
Acting as a change agent, setting the standards for culture and behaviours within the HR function and
influencing the wider business, leading organisational change such as restructures, redundancy
processes, acquisitions etc. Drive termination and redundancy situations via effective workforce
planning through working closely with the project and functions. Lead this process in line with best
practice and legislation in order to effectively manage personnel while supporting line management
and recognising business needs.
Driving HR activities to deliver business/operational performance through building effective
relationships with stakeholders, ensuring the HR function provides the framework and oversight for
successful employee relations and ensuring all views are considered and driving employee
engagement.
Drive continuous improvement and innovative solutions particularly in relation to improved structure,
systems, process leading to ensure greater added value.
Develop, lead and support HR team in ensuring good employee relations through active engagement
of trade unions, employee representatives, employees and contractors.
HC-One – Assistant Group HR Manager March 2015 – March 2016
Some main responsibilities;
Working in partnership with the Group HR Manager, Managing Directors, Operations Managers and
Central Support teams to establish HR strategies. Providing professional customer focused timely
expert HR advice and plans necessary to support the successful delivery of Resident focused
services, the achievement of business targets, and the implementation of the ‘People promise’ and
strategy. Assisting the Group HR Manager in the planning, development and implementation of the
HR strategy.
Managing the HR Helpdesk function, ensuring timely, considered and accurate advice is delivered to
enquirers, keeping track of progress, issues and trends, dealing with any risk or concerns.
Influence key business decisions to ensure the effective management of employees through the fair,
efficient and pragmatic application of best practice, including training and coaching of HR Team and
Managers in HR policy and practice and the monitoring and development of best practice to embrace
diversity in the workforce.
Coach, support, mentor, train and challenge managers in the application of HR policies and practices,
provide advice and guidance on complex HR issues in order to minimise risk and financial exposure
as well as acting as an escalation point for appeals.
Single point of contact for ACAS early conciliation claims and Employment Tribunal submissions.
Preparing company defence and working with witnesses to support reduction in legal costs.

5. To analyse workforce information and productivity measures and work with Operations and Home
Managers to develop strategies and plans to ensure that the workforce supports current and future
performance targets
Keep abreast of changing HR legislation and ensure policy and practice is kept up to date, and that
the impact of future legislative changes is anticipated and subsequent training and upskilling is
delivered across the business. Maintain and improve professional knowledge and competence and
skills. Keep professionally updated in all areas of employment law, people management and best HR
practice.
Establish close relations with relevant trade unions and employee representatives, whilst dealing with
the annual pay negotiations and collective agreements.
Employ a strong commercial mind set and be aware of the financial impact in everything that is done
in supporting best practice human resource management initiatives.
Temporary Assignments August 2013 – February 2015
BT - HR Delivery Partner
Provide, at all levels, an expert case management service for Business Units (BU) under
performance, to resolve cases quickly and effectively in accordance with the company policy and
process. Working in line with agreed targets and service measures. Producing regular performance
statistics, providing expert coaching and mentoring guidance, processing settlement agreements and
delivering management training workshops. Lead on unit performance development within specific
business units, working alongside Departmental and HR Vice Presidents.
Cummins Business Services - HR Advisor Europe, Middle East and Africa
Reporting to the HR Leader supporting human resources activities globally. Responsible for the
deployment and effectiveness of a broad range of defined Human Resources processes within the
business, working with managers and employees to resolve issues and concerns. Compiling and
analysing human resources process metrics, results and recommending improvements. Assisting
resolution of conflicts and providing coaching and counselling on employment matters; conducts and
investigations.
Guiding and advising line manager in attendance and performance management activities including
employee development planning, PDRs and providing staffing and recruitment support; conducting
work force data analysis.
Also responsible for facilitating compensation processes and benefits administration by partnering
with shared services and corporate human resources; developing and implementing workforce
compensation recommendations.
Assisting in managing administration of, and adherence to, human resources policies and procedures;
advising on compliance with key global legislative requirements. Coordinating and planning training
needs assessments and training activities and special projects.
Responsible for researching, preparing and consulting on HR policies and procedures.
North Yorkshire Police (NYP), October 2005 to July/Aug 2013 (various roles)
May 2013 – Aug 2013 Temp Head of HR Operations (Deputy Director of HR) -
Reporting to the Director of HR as a key member of the Senior Management Team, leading on the
operational delivery of HR including transactional and shared services, Occupational Health, Health
and Safety and Welfare and a team of HR Managers and Senior HR Officers. Responsible for the
delivery of a value adding HR capability that supports the achievement of NYPs policing objectives
through improved organisational performance. Responsible for delivery across all NYP multi sites and
large geographical location.

6. Deputising for the Director of HR in all relevant matters whilst being responsive to both operational
and strategic requirements, the role provides significant input into the business and service delivery
planning processes. Overall responsibility for the implementation of significant austerity measures and
the associated change management programmes.
Responsible for measuring and maintaining high professional, consistent standards in all aspects of
HR practice through the transformation of employment practice in NYP. Providing complex advice,
support and guidance to all senior managers across a multi-site set up.
HR Manager (Business Partner)
A fast paced HR Manager (Business Partner) role delivering bespoke people solutions to clients.
Managing the effective delivery of a seamless HR service within the relevant areas with responsibility
for over 500 staff, through efficient and effective communication with the Senior Management and HR
Teams. Playing a vital role in supporting the business in HR and employee relations activities
ensuring legislative compliance and that resources are used in the most effective manner.
Responsible for the Crime, Response and Reassurance and Regional Directorate including
responsibility for the Emergency Call Centre.
Duties include:
• Responsible for supporting and updating a business unit on all employee relations matters;
• Contributed to a multitude of HR activities and drive business performance;
• Head up the operational function within the HR team;
• Provide HR advice and support to managers and staff on a wide range of strategic and
operational HR issues;
• Advise and support managers and staff on all employee relations matters;
• Responsible for dealing with Tribunal claims and gathering of evidence;
• Key part of the HR function and working across the business disciplines to lead and influence
change management.
Also the HR lead for the regionalisation of certain areas of business, working closely with the
Yorkshire and the Humber regional forces, and Regional Management teams. Analysing proposal and
Identifying issues and solutions to enable the delivery of service regionally.
October 2005 to January 2009 – Corporate HR Consultant
The Corporate HR Team are the Centre of Excellence and I was required to provide advice and
guidance on the implementation of HR Procedures and Processes to key senior stakeholders.
As a Corporate HR Consultant I was required to interpret, both Employment Legislation and Police
Regulations, and manage any associated processes to ensure statutory requirements and timescales
are adhered to. This involved strong negotiating and influencing, with both Federation and Unison
staff associations.
I was also the force lead on pension related matters and I had to research, prepare and attend Police
Medical Appeal Boards on behalf of NYPA, using relevant case law and my interpretation of Police
Pension Regulations; with a 100% success rate at medical tribunals.
Safeway / Morrison’s Retailer
June 1997 to October 2005 Area HR Ops Manager (North East, Humberside and Bradford)
Acted as a key member of the Senior Management Teams across 28 stores reporting directly to the
Regional Head of HR Strategy, with 28 direct HRM reports. Provided timely and accurate HR advice
to the management team and supported line managers to effectively manage their people resource
across multiple sites. Managed all complex employee relations matters and resourcing spend.
Other responsibilities included budget management, and the design and delivery of the HR Strategy,
supporting all aspects of the HR processes: adding value through succession planning, recruitment
and retention, performance management, training and development and the implementation of

7. rigorous HR standards. I was also the lead mentor in discipline and grievances within the Northern
Region, providing technical advice and training to Area, Store and Line managers on all aspects of
employee relations.
Successfully supported the delivery of one of the largest retail takeovers dealing with the
harmonisation of two companies and all the associated HR activities.
Key qualifications
Post Graduate Certificate in Business Management
Certificate in Managing Disability in the workplace (LexisNexis)
Masters Degree in Human Resources
TUPE: Principles and Practice (Eversheds)
Employment Law (DLA Piper) (Collinson Grant)
Settlement Agreement Training
References are available upon request