Human Resources Committee - Monday 22 December 2025, 6:30pm - Tower Hamlets Council webcasts

Human Resources Committee
Monday, 22nd December 2025 at 6:30pm 

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An agenda has not been published for this meeting.

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Good evening, everyone.
Assalamu alaikum.
Welcome to the HR meeting.
This is the last meeting of this year.
My name is Harumi, I'm the chair of this committee.
This meeting is being held in person.
Some members may be joining online.
No, I don't think they couldn't make it. Only the committee
members present in the meeting room will be able to vote. I
would remind members at the meeting to only speak in my
direction and to speak clearly into the microphones to ensure
that their comments can be properly recorded.
Apologies for absence. Justina, do you have any apologies for absence?
Yes, Chair. Councillor Abdi Mohammed has sent his apologies.
Councillor Maysha Begum was substituting. I think she is running a little late.
But that's the only apologies I have.
Okay, thank you. All over Councillor Abdullah. Have you received anything?
Okay, thank you.
Item number one, declarations of a disclosable pecuniary interest.
Can I ask all members and guests to first of all introduce themselves and then declare
any disclosable pecuniary interest.
So go from the right side.
COVID -19.
Councillor Kabir Ahmed, Weaver -Swood, no DPIs.
Thank you, Chair.
Councillor Abu -Tawdry, nothing to declare.
Next.
Okay, so let me just introduce Ellen Clark, who has joined us on the 15th of December
as the permanent HR and OD director.
So this is going to be her first committee,
but you'll be seeing her going forward into the new year.
And this will be my last committee with you all.
I miss you, and thank you.
Welcome to the HR committee.
Okay, to you now.
So Ellen Clark, Director of Human Resources
and Organisational Development, no interest to declare.
Thank you all.
Agenda item 2, minutes of the last meeting.
The minutes from the last meeting on 1 September 2020 have been circulated.
Can we all confirm these are correct?
Yes, we agreed.
Thank you.
Item 3, action log.
The action log had been circulated for a review.
Does any members have any comments to make on that?
Thank you. That's done.
Now, Agenda 4, Reports for Consideration.
4 .1, Corporate Directors Update.
Our first item is the Corporate Directors Update.
Unfortunately, Simon Baxter has been taken ill and is unavailable.
So we pray for him.
We wish him well and as such this item will be postponed until the next meeting.
Is that okay?
I think that's a good idea.
Justin wants to add a few.
If anyone has any questions, please can you just email them
over and I'll make sure that that department receives them.
That's great.
4 .2, update on senior recruitment.
Thank you very much for your time.
I would like Pauline Shakespeare, interim head of
corporate human resources to discuss this.
You have 10 minutes.
Thank you, Chair.
So this is the update for senior recruitment
as we've done previously before.
The report sets out the current status of our recruitment
to vacant senior roles.
It also, and for clarity and transparency,
some of the arrangements that I'll be going through for you
summarised in the table are in place of an internal acting up basis and they could be covered by an existing employee rather than an
externally sourced interim arrangement and for completeness both of these scenarios are included.
Allowing our employees of course to act up into positions. It offers them the opportunity to acquire experiences and skills
but we only do this where that is where we do know that that skill base is absolutely there.
So without further ado where we currently stand so in the directorate communities the
director of public protection and
integrated
enforcement
Following of recruitment. This was a new post following following recruitment
We have Kiran they're gone while who will be commencing employment with us on the 21st of January
housing and regeneration
the director of regeneration and development
Hannah Dalglish will commence on the 5th of January for following successful recruitment to that role
director of corporate property and estates
Sam Brown commenced on the 29th of September and in resources the director of HR and OD
Ellen Clark commenced on the 15th of December
We've got posts that are currently in the recruitment and selection process
and these are as follows. In Children's Services, the Director of Young Tower
Hamlets, we do have interim arrangements in place but the
recruitment process for this role will commence in 2026. In Health and Adult
Social Care, the Director of Adult Social Care, there are interim arrangements
currently taking place and again recruitment process will commence in
2026 equally also in that directorate we have the director of commissioning and
again interim arrangements are in place and recruitment will begin in 2026 in
resources we've got the corporate director of resources we did into there
was a recruitment process no appointment was made and I will give you further
details on that one as I once I finished up and the director of IT again
interviews were held no appointment was made in that role and the recruitment
process will commence again in 2026. The director of customer services acting up
arrangements are in place and again the post and structure are currently being
reviewed and just for completeness in LOMI best practise the chief executive invites a
representative from the government one of our envoys to
participate in but in terms of observation the recruitment process for each of the posts that I had detailed above
with the committee's approval I see I seek the committee's approval today to extend the
the engagement of Mark Norman,
the interim director of governance,
to 31st of March, 2026,
and to agree the extension of Dow Babu's engagement
as the interim director of community safety,
so that a detailed handover can be given
to the new appointed permanent director of public protection
and integrated enforcement,
to again, to the 31st of March, 2026,
and agree the extension of the engagement
of Abdul Razak Kassim, who's acting as the corporate director of resources for the foreseeable
future. It does state in the report that I have submitted the 31st of March, but I would
like to make that minor correction if I can, Chair. Thank you. And again, we will come
back at the HR committee in February to give you an update on that.
And Mark Norman and Abdul Razzak Qasim are both critical in providing effective governance
in both of their roles that they perform.
And that is the – any questions I'm happy to take in terms of our senior recruitment?
Thank you for the report.
Does any member, okay.
I wish to, yes please, yeah, I can see.
Yeah, thank you chair, thank you Pauline.
It's more of a comment as opposed to a question.
Us, the three members here, we've sat in recruitment panels a number of times and I did informally welcome Ellen to Ta Hamlet's and it's nice to see we've got a permanent director for HR and OD.
Especially in view of all the change and transformation we've got in the council and I look forward to you supporting us on that journey
I
think there has been
mention of
Some interviews being held but unfortunately we couldn't appoint someone so just to sort of share a disappointment, but I know there was
significant effort from the recruitment panel and then our
I think it's important for the
process of being a consultant to actually go through the entire
process. So it's not the fact that we
didn't go through the process, we went through a really robust
process and it's just a shame. But I'm quite confident in
acting up arrangements for now and obviously in time we will go
out for recruitment and I look forward to seeing permanent
members of staff.
I think just a final point in
governance
But I think for one of the directors namely the director of community safety
I think for the handover in my opinion. I feel a month is probably adequate as opposed to two months
So I would propose that committee if we were to
Extend until the end of February as opposed to the end of March
I think that's a good question.
Yes, your question or comments.
So I'll formally second what Councillor Chaudry has proposed.
And first, I would like to sort of welcome Ellen formally.
Welcome to Hellhamlet's.
And take this opportunity to just pick up on a couple of other points.
I know we didn't cover the paper, but on page 28 on the leadership structure for communities,
we've got the three directors and to the top right -hand corner, there's programme director
of transformation on there.
I don't see that name on the paper.
So page 28, top right -hand corner underneath the corporate director, there is programme director
transformation Keith Townsend.
That is an interim post.
So I am under the assumption that that contract is not going to be renewed because it's not
in 2 .3.
So, as it's not on 2 .3, so I'm assuming that is not going to be renewed.
Just wanted to put those observations and bring that forward.
and if we can get some confirmation of that,
that would be appreciated.
Is Shakespeare, do you want to, yeah,
do you want to set some lights on that?
So you're correct, it is not in the extensions.
Given what's happened in the last week or so,
there will of course be different arrangements
that will happen within that directorate and so we will come back and confirm what those
arrangements are but certainly that was not intended to be in this paper at the time that
this was written in terms of that role.
Okay, thank you for that.
Anyone else?
Okay, no.
Thank you.
Moving on.
So does nobody agree that extensions over, it was suggested one month.
So we agree for a month.
One month from one past.
Until for clarity, I think the end of February.
As opposed to the end of March, the end of February.
And I did want to, as lead member, obviously just put on record that I fully appreciate,
and I'm sure we all fully appreciate the role that that person played in covering the void.
Now that we have a permanent director joining, we wish him well and we thank him for all the service that is provided for the term.
So the report has been noted.
Moving on.
4 .3, employee relations casework and policy quarterly review.
So I'll now again invite you, Shakespeare, to give us an overview.
You have 10 minutes.
Thank you, Chair.
So let me just wish you through in terms of where we are on this.
So between 1st of July, 30th of September, which was Q2, the total number of VR cases
increased compared to the previous quarter with 130 cases opened and closed during the period
But as of the 30th of September when the data was pulled 80 cases remain open
At the time taken to resolve cases exceeding 180 days has continued to approve
marking the second consecutive quarter of reduction
We saw grievance cases rise, increasing from 41 in Q1 to 62 in Q2.
Disciplinancy rose from 26 to 33.
Although this remains below the 46 cases that were reported in Q3 of the previous year,
indicating that there is fluctuation rather than a sustained upward trend.
Attendance management cases remain stable at 22 in both Q1 and Q2,
reflecting consistent monitoring and intervention.
Flexible working and performance management cases
experienced slight increases while we decreased
in our probation cases.
So what is this showing us?
Data is showing that a considerable portion
of ER cases in Q2 were interconnected.
For example, grievances raced alongside counter grievances
or during disciplinary proceedings.
This trend is particularly evident
within the community's directorate.
HR is continuing to actively promote the use
of our in -house mediation service
to support early resolution along with other interventions.
Managers are being encouraged to hold informal discussions
with employees at the initial stage of a grievance
so that we can understand, better understand concerns
and resolve matters at an earlier stage.
When a grievance progresses to the formal stage,
deciding managers are being reminded that they should convene an initial meeting to determine whether an early resolution is possible
and to identify any areas requiring investigation.
A proactive approach aims to reduce delays for not only our employees, but for those that are waiting and given the opportunity to present their case in person.
So in terms of, as I've said, the executive summary,
we had open 80 cases closed.
Now this is down from where we were at 103,
so we've done, and actually after this data was pulled,
we've actually dropped to 70,
so it's even better than it is on the details
that you have before you today.
Again, in terms of where we stand across the directorates,
the communities directorate is again the one
where we see most of our case work.
And again, for instance, we don't have anything
very much to do in terms of members,
but communities is again with,
and some of that may be due to the insourcing of leisure
and other things that have happened within that directorate.
But it is the directorate where we are highly likely
to see our employees raise cases.
Open for questions.
Okay, thank you for the report.
Before I go to members, I just came to my mind.
Shakespeare, do you know the mental wellbeing
of our employees, council staff.
The last time I remember those reports,
some of the staff were leaving because of mental stress.
If you can just give us a highlight on that.
Yes, so in terms of mental health,
well -being, psychological safety,
we do have an issue there.
That is not just here in Tower Hamlets.
We do have that.
That's what happens right across the London basin
as I would say that there is,
we do have a workforce that is alongside
our counterparts in other boroughs
where they are working longer, resources are reduced,
and so impact on employees can be greater.
One of the things that we have been doing
is around having that mediation,
talking with line managers,
understanding at one -to -ones where managers can directly speak with
speak with members in their team and as part of their one -to -one
that health and well -being is central part of that conversation that takes
part. I think I can see your hand would you wish to come in yeah please.
I think the one thing I would also reassure members is the volume of our attendance management cases is very low
which again indicates that the early intervention that we're putting in place,
the utilisation of those conversations between managers and their line reports,
occupational health and the enhanced health offering that we're putting out to the workforce
is having an effect and we will continue to monitor that moving forward.
That's lovely, lovely to hear that. Now to pass on to members. Does any member
should make any comment or ask any questions?
The Covid way has made me some comments or questions.
Thank you, chair.
I think as a council it's really important that we have a transparent approach.
I mean, we will never be able to remedy issues.
But my only concern is because I also sit on a number of appeals committees,
it's how robust we are in our approaches and our processes.
I have seen multiple cases where there have been gaps in processes and I think that's
an area that between legal and HR advice to managers that we need to tighten up because
by the time we get to an appeals committee as a council and organisation we need to be
aligned in if those cases merit dismissal or otherwise.
Because what is not appropriate is
on the day of having these appeals committees,
if there are gaps in how those inquiries are done.
And I think it's really important
that we have that line length of structure
and that oversight from director level
downwards to ensure that if an individual is dismissed, that every single I is dotted
and P is crossed before we get to that stage.
I think that's a very valid comment.
Does anybody else wish to come in?
No.
Okay.
Thank you.
Sorry, I was going to just say noted.
Please.
Now you see it.
Moving on.
Oh, that's very quick.
You sure?
Nothing else to add.
Okay, okay.
Item five, any other business?
Is there any?
Oh, okay.
We have one hand.
Okay, I can see.
Come in, bye.
Let me get my speaker.
We're doing it to 2026.
Thank you, thank you.
Can I just thank Pauline Shakespeare for the hard work she's put in.
I understand this will be her last meeting for HR committee as Ellen's going to be taking over.
So thank you very much for the work you've done with us, Pauline.
It's a small world, so we will probably bump into one another in one forum or another.
But thank you for your hard work.
Thank you.
And just to add on, I'd like to thank you as the chair from this committee.
whatever you do if you go to the modern bus
thank you Justin now because there's no other business I wish everyone a very
Happy festive season and a wonderful new year and we hope to see you on the 12th of February. Thank you. Thank you. Thank you