Sue Currey

📢 Why Job Descriptions Matter! 📢 As an HR manager, I can't stress enough the importance of clear and detailed job descriptions. 📝✨ 🔹 Clarity and Expectations: A well-crafted job description sets clear expectations for both the employer and the employee, ensuring everyone is on the same page from day one. 🔹 Hiring the Right Fit: It helps attract the right candidates by outlining the essential skills, experience, and qualifications needed for the role. 🔹 Performance Management: Job descriptions provide a benchmark for evaluating performance, helping employees understand their goals and how they can succeed in their roles. 🔹 Legal Protection: They help in maintaining compliance with labor laws and protect the organization from potential disputes. 🔹 Career Development: Detailed job descriptions support employee growth by clearly defining pathways for advancement and development. I believe in empowering teams with the right tools and information to succeed. A solid job description is the first step in building a thriving and productive work environment. 🌟💼 #HR #JobDescriptions #WorkplaceSuccess #CareerDevelopment #HiringRight

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Testimonials and references are so important when you start your own HR consultancy and coaching practice. Future clients want to know what and who they are investing in. I'm not comfortable giving myself a 'shout out' but it's so important when you take that step to develop your own business so I've added a couple of testimonials/references to my website. They're a mix of coaching clients and HR colleagues, hopefully demonstrating the breadth of experience I have in HR and coaching. If we've worked together and you feel comfortable leaving a testimonial on LinkedIn please do or if you want to chat/catch up before doing so please get in touch. Take a look at my website at Reach Peak Performance Coaching #entrepreneurs #newtorunningabusiness #coaching #HR #Leadershipdevelopment

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Wellbeing is fundamental to employee engagement and effective business performance. When a person feels physically, mentally and socially healthy they are the best versions of themselves in all aspects of life. We recognise the power of positive wellbeing and our partnership with Investors In People, using their framework helps us develop strategies and practical programmes that work for all our people.

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Important Employment Law Changes from 6 April 2024!🗓 Contact Wise HR today if you require any support to be legally compliant or require HR Consultancy or Recruitment Services. 📜 New Legislation Alert!📜 Several changes to employment law will take effect across England, Scotland, and Wales (but not Northern Ireland). These changes stem from recent legislation, mostly Private Members’ Bills with Government support. 🕰 Flexible Working🕰 - Double Requests: Employees can now make 2 flexible working requests per year. - Faster Responses: Employers must respond within 2 months. - Explanation Required:Employers must explain any denials. - Immediate Eligibility: Employees can request flexible working from their first day! 👨‍👩‍👧‍👦 Carer’s Leave👨‍👩‍👧‍👦 - 1 Week Unpaid Leave: For employees with caring responsibilities. - Eligible Carers: Caring for a spouse, partner, child, parent, or dependant needing care for at least 3 months. - No Qualifying Period: Available from day one of employment! 🤰 Redundancy Protection for Pregnant Employees🤰 - 18 Months Protection: From the day pregnancy is notified until 18 months after birth/adoption. - First Refusal: Must be given first refusal of any vacancies if made redundant. 👶 More Flexibility for Paternity Leave👶 - Split Leave: Two weeks of paternity leave can be taken in two separate one-week blocks. - Extended Period: Leave can be taken anytime within the first year after birth. - Shorter Notice: 28 days’ notice required for each week of leave. 📆 Changes Coming Later in 2024!📆 - July:Law on tips and service charges distribution. - Summer:Code of practice on dismissal and re-engagement (‘fire and rehire’). - September:Right to request more predictable working patterns. - October: Law requiring employers to prevent sexual harassment. Stay informed and ensure your workplace complies with these new laws! 💼🔍 For detailed advice and support contact Wise HR today, T:07510770344 or DM us.

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This week is Mental Health Awareness Week. Every single one of us as some point within our life will experience poor mental health. The stigma surrounding mental wellness is changing but not fast enough, so in sharing this post I felt it important to express personal vulnerability in the hope it supports my network and beyond to not only know there is amazing support always there, but also to expose beneath the tip of the iceberg in what we see and know about those we work and associate with. As people we only tend to share what we want, and therefore, we need to be kind to every kind in understanding that each of us has an iceberg beneath our frontage. Within my lifetime I’ve been exposed to abandonment, separation, divorce, loss, bereavement, suicide, post-natal depression, discrimination, dependency care, counselling, critical illness, cancer, hormone in-balance, anxiety, clinical depression, and more. In reading this post, I know you will relate to one or more of those and in some form or another had exposure also. It is only when we talk and share our experiences that we begin to realise similarities. A problem shared really is a problem halved. It is okay to not be okay; no one is ever alone, there is always help close by hand. I not only thank everyone who supports me in life, but also thank all those that have shaped me to become the person I am today. Mind Samaritans #mentalhealthawareness #healthassuredeap

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CIPD HR Leaders and Policy Forum roundtable - Exploring New Deal for Working People … A great session today at The Royal Institute discussing and debating some of the future changes to employment legislation that are proposed by our new government Whilst we still await a lot of detail on what these changes will look like in practice, it was good to start to think about the impact for businesses and us as HR Professionals and have the opportunity to input to a response. It will be interesting to see how these proposed changes evolve over the next 12 months ! #cipd #employmentlaw #publicpolicy

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