"Our company really needed to get GDPR ready and ForHR stepped in with a very prompt response that helped me get organised. Rosie was really helpful and supportive and it totally took the worry out of updating our employment contracts, staff handbooks and notifying staff of the changes. Very professional and I look forward to working with Rosie in the future."
- Sharon Stevens-Cash, Director of Gravity Digital.
"When I worked with Rosie of ForHR, I found her to be capable of quickly comprehending complicated cases and situations. She interacts well with people, listening and asking the right questions to gather the information she needs; she then also has the ability to lead with constructive, practical advice and action plans. Rosie was always on hand when we needed her and was responsive when our requests were urgent. I would definitely work with Rosie again in the future, should another HR problem arise."
- Kevin Wall, Partner K&M Wall Ltd. (previously Director of Nokia, Jaguar Land Rover and Ford Motor Company).
"The service we got from ForHR was excellent. All responses to questions were prompt, succinct and clear. All our
questions were treated seriously, however basic or complex. Rosie's experience in particular shone through and
she gave us confidence to deal with some difficult issues. I am happy to recommend their services."
- Jules Fell, Community Steward, Future Considerations.
“I have known Rosie for a long time and we have worked together across many sectors, she is very knowledgeable about
all things HR and always gives practical, commercial advice in a straightforward manner.”
- Steve Sharp, Executive Director, Capita.
“I worked with Rosie over a number of years in a large property and infrastructure consultancy. Rosie has an extremely broad
and detailed knowledge of HR practice and procedure which she combines with a pragmatic, commercial approach
to delivering the best solutions.”
Simon Birchall, Director, Equals Consulting.
“I worked with Rosie in her role as HR Business Partner for a number of years. I have always found her helpful, sensible
and knowledgeable and excellent at giving balanced advice.”
- Ian Buckley, COO Real Estate & Infrastructure, Capita.
“Rosie...is able to grasp complex issues and analyse them in order to develop a range of appropriate responses or
potential ways to proceed, She has much experience of working with Union Officials and has good organisational
- David Cox, HR Director – Employee Relations, Rolls-Royce
“Very helpful in ability and willingness to help with HR issues...Clearly taken on and delivered significantly more
than was originally set”
Ken Ward, Acting Head of CHP Operations, EON UK.
“Rosie...has demonstrated her ability to resolve complex Employee Relations issues; this can best be seen in her
management of work done on the works Job and Pay Structure for Derby and... on leading on the redundancy negotiations
for Derby. It has involved a range of skills from influencing through to tough negotiation. In addition she has
heard many Third Stage Grievances with satisfactory outcomes and has gained the respect of managers and Union
Eamonn Barry, Employee Relations director, Rolls-Royce.
“Rosie managed a team of 13... she provided support, development and leadership for the HR/Training team. Her responsibilities
included working as part of the Corporate Management Team, formulating the organisational strategies, policies,
plans and budgets and monitoring the organisation’s performance, so as to ensure that the mission and goals were
achieved...Rosie’s role also included ensuring that an effective strategy was developed and maintained for the
rewarding of staff; the delivery of a full professional Human Resources advisory, guidance and support service;
leading the development of a constructive partnership with Unison and employee representatives and the development,
introduction and maintenance of an effective internal communications policy and appropriate procedures. When
Rosie was in this role, the following were achieved:
-The introduction of e-learning...
-Replacing a Union partnership agreement with Information & Consultation arrangements.
-Several TUPE transfers of one or more care homes.
-Simplification of pay rates.
-Introduction of a range of employee benefits.
-Reduced staff absence and turnover levels.
-Introduction of an employee engagement survey.
-Introduction of a recruitment manual to assist home managers...