Following an executive team development exercise with NHS Blood and Transplant, Stonebridge HR Consultants were asked by the Estates and Facilities Director to deliver a development day to 26 managers based around Myers Briggs. The primary purpose of the day was for the managers to get a clear insight to each others preferred styles of working. The day was designed along a workshop style with lots of practical activities and discussion sessions.

Dougie Dryburgh, Estates and Facilities Director said: "Having previously participated in an Executive Development programme run by Stonebridge HR, I recognised how much my managers could benefit from understanding the Myers Briggs approach. As the managers in my division have very practical roles and very practical styles the approach to the day was highly appropriate. We had a hugely beneficial day, as there were a lot of ‘light bulb' moments as people started to appreciate why they approaching things differently to some others and the problems that can occur if the members of a team have similar approaches and don't consider other options. It was also great fun and a superb way of team building."

Stonebridge HR Consultants were asked to provide a bespoke Board Development Programme for Project First Group, a company which provides refrigeration services to the UK's major supermarkets. An initial battery of psychometric tests was used including OPQ, Scenarios, a 360 degree feedback instrument and a sizable business analysis exercise. Following completion of the day feedback was given to each individual and they were assisted in the completion of a meaningful development plan in line with their corporate objectives.

Mark Stratford, Managing Director commented: The programme was very well received, with individual directors gaining a tremendous amount of useful feedback from their individual sessions. I was amazed at how hard the business exercise was, but it gave me a clearer insight as to the strengths and development areas of my team. It has lead to meaningful individual action plans to greatly enhance individuals' capacity to deliver our corporate objectives. I actually enjoyed the process too!

Stonebridge HR Consultants were selected to conduct an assessment centre as part of the selection process for the recruitment of 3 Directors for NHS Blood and Transplant; HR Director, IT Director and Estates and Facilities Director. The assessment centre was designed to match the key competencies that NHSBT were seeking in their new directors. The exercises included psychometric and ability tests together with a group exercise and an in tray exercise. Following the completion of the assessment centre, a full report was written for each candidate for NHSBT and each candidate was given comprehensive feedback on each exercise. Following the assessment centre selected candidates were invited to the final interview process and all positions were offered and accepted.

Martin Gorman, CEO of NHSBT was delighted with the process - "The whole day was run very efficiently and it was clear that the assessors were highly skilled. The day reflected the image that NHSBT wanted to project to potential recruits. Moreover, we gained significant insight into the competencies of the candidates, enabling us to select some exceptional people for the organisation."

A firm of solicitors approached Stonebridge HR Consultants on behalf of a client, a Sheik Community Centre, to conduct a disciplinary investigation. Two employees of different sects had had an argument in Punjabi and there were only 2 witnesses of whom only 1 spoke Punjabi. Stonebridge HR conducted the interviews in a very low key manner and established what had occurred. The report and conclusions were presented to the elders so that they could decide how to act.

The solicitor said: It was a very sensitive situation and one that my client found extremely difficult to deal with. It is very creditable that Stonebridge HR managed to establish sufficient rapport with and gain the confidence of both the elders and the individuals. With their help my client was able to conclude the events with the minimum of problems.

NB: Names have been with held for confidentiality reasons.

A large household name company asked Stonebridge HR to investigate a grievance raised by a regional manager regarding bully by her fellow managers. As the company was also pursuing disciplinary procedures as well, they wanted clear transparency for the investigation into the grievance. The grievance related to behaviours by other regional managers at company events. Stonebridge HR conducted numerous interviews of regional managers and other staff to try to establish what had happened and whether the actions of the fellow manager amounted to bullying. Following the writing of a lengthy report a meeting was arranged with the manager and her union representative to be advised that the recommendation regarding the accusation of bullying should not be upheld.

The HR Manager commented: Stonebridge HR carried out a very though investigation in a very short period of time, given the varied locations of the managers who require interviewing. The interviews were conducted very sensitively as many individuals didn't want to get involved. The report was comprehensive and enabled us to conclude the matter with the individual concerned.

NB: Names have been with held for confidentiality reasons.

Milestone LLP, Accountants asked Stonebridge HR Consultants for some telephone support for a small TUPE exercise in conjunction with a merger. As result of the TUPE it was possible that due to organisational reasons there might be redundancies. Many of the staff had been long serving and many were customer facing, so it was important that the staff felt that they had had adequate opportunities to be heard during the consultation period. Following the TUPE there was a restructuring including relocation of departments.

Richard Miles, Finance Director said:

"We had already used Stonebridge HR for some telephone advice so we felt confident that we had a good rapport with them. They guided us through the TUPE process, explaining the legal requirements and also providing documentation to help the management team comply with the requirements. They quickly assessed the help that we needed as well as identifying the gaps in our plans - the aspects that we hadn't thought of. Regrettably we then needed to consider redundancies as well and had another raft of issues that we sought help on. Advice was given with knowledge and professionalism but always in plane English too! It was such a relief to have support readily available, it took enormous pressure off me."

Stonebridge HR were asked to provide Interim HR support to Bison Concrete Products Ltd during a business turnaround period working alongside an existing HR team and professional interim turnaround specialists. Key activities included selecting and implementing an out sourced payroll solution; negotiating new allowances for on-site staff; running redundancy programmes; supporting due diligence for a TUPE in; as well as day to day HR support.

Des McHugh, HR Manager said:

The HR skills that Stonebridge HR brought were an ideal compliment to the existing in house skills which meant that the overall HR service provided to the business were significantly enhanced. The ability to adapt to the wide range of staff in Bison as well as the range of challenges within the business, together with excellent professional skills ensured that the contribution to the business was excellent.

Stonebridge HR Consultants were asked by a firm of solicitors, Sarginsons, Hughes and Masser to assist them with a redundancy exercise due to a downturn in work in one department of the firm.

It was important for their reputation to ensure that the exercise was conducted in accordance to legislative requirements. Having understood the priorities in the business and the skills required for high performance in the firm moving forward, the selection criteria were established and the consultation exercise commenced. During the consultation process, some irregularities came to light which resulted in a disciplinary procedure being instigated with a member of staff. Again compliance with legislation was imperative.

Lynne Robson, Office Manager commented:

"We were extremely grateful to the support we received from Stonebridge HR. They were not only very professional guiding us through the legislative process but also very supportive to the partners and myself in what turned into a very difficult situation with a long serving member of staff."

Sue Busfield, Director of Stonebridge HR Consultants, was asked to act as Interim HR Director for Punch Taverns plc for a period of 8 months whilst they recruited a permanent Director of HR.

The assignment involved providing strategic input on HR matters and leading their HR team. Key activities during the period including reviewing benefits packages and implementing changes, finalizing a restructuring, project leading the HR aspects of both an acquisition and also a disposal where TUPE was involved, running an employee survey and driving the action planning following the survey, as well as provision of coaching to senior managers.

Giles Thorley, Chief Executive had this comment to make:

"Sue was, as ever, extremely professional in every aspect of her work. This professionalism was seen across all levels of staff. For example, the restructuring exercises always brought positive comments regarding the way in which leavers were treated. The HR function overall continued to move forward in a seamless fashion even though this was an Interim position. Due to Sue's skills and knowledge we are continuing to use Stonebridge HR Consultants even though our new Director of HR is in place."

Stonebridge HR Consultants were asked to provide an HR Managerial Service to a Photographical Imaging Business with on-site presence every week and telephone support to deal with what ever issues that arose.

Due to the changes in the industry as a result of the increase in digital imaging it was imperative that the HR services provided commercial support to the business, rather than just being seen as a cost centre.

The issues that were covered included:

• a downsizing exercise
• employment law updates
• running culture change focus groups
• supporting managers in dealing with difficult people
• supporting disciplinary processes
• revising the staff handbook

Paul Moss, Finance Director of Sangers Group Ltd. had this comment:

"It was a pleasure to work with Stonebridge HR Consultants. The consultant fitted into out culture very quickly and we actively sought her views and valued her input. She was highly professional and had a commercial approach to resolving HR issues. All the project work was extremely efficient. We keep in touch with Sue Busfield as we would happily use Stonebridge HR Consultants again should the need arise."