ABOUT US
People are Your Greatest Asset
Vone HR is a consultancy specialised in turnaround businesses, by empowering people and their leaders, by following these strategic points.
1
Discovery Stage
Define the problem
Structure the problem
Prioritise the issues
2
Analysis Stage
Analyse the working plan
Agreeing the plan
Communicating the plan
3
Solution Stage
Implementing the plan
Synthesise the findings
Developing recommendations
About our Founder
Connect with Ambra on LinkedIn
Ambra Parisi
Ambra is a Senior HR expert over 15 years in HR in different sectors; retail, leisure, education, transport and Healthcare businesses. Ambra is a Member of the Chartered Institute of personnel and Development (CIPD).
Italian of origin, from Sicily with a law background, she moved to the UK nearly 20 years ago where she has started her career in HR. She has grown in her career and worked on great projects for some very well known brands, like Zara, High Speed 2 rail, EY and most recently in dental organisations.
As a people person, any HR professional is accountable for the advice you give to the business and Ambra has stepped outside her comfort zone many times to understand the difficulties of each function, Operation, Finance, Clinical and so on.
Through her career she has worked closely with business Owners, CEOs, MDs, Leadership Teams to give them the confidence, the process, the structure, the clarity that they require to get to their end goals. She has supported many turnaround businesses successfully.
There is no magic formula to her approach, but simply she will provide you the best and an honest approach to your people problems and deliver solutions in a very reasonable time frame.
Outside of work, Ambra is a full time working mum and enjoys ballet, theatre and cooking.
‘The exceptional and professional services Ambra has provided to our teams has been invaluable. Her unique dental industry expert knowledge and depth of experience working with small- mid and large businesses makes her guidance and services versatile and truly specific to your business development needs. I cannot recommend her highly enough and she is a great support and trusted HR partner to my business.’
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Ramesh Sharma, CEO at The Dental Team.
FAQs
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The Employee Value Proposition (EVP) refers to the unique set of benefits and rewards that an organisation offers to its employees in exchange for their skills, capabilities, and contributions. It encompasses the overall value that employees perceive they receive by being part of a particular company or employer.
The EVP represents the combination of tangible and intangible factors that attract, motivate, and retain employees within an organisation. It goes beyond monetary compensation.
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Description text goes hereBuilding an organisational culture is a deliberate and ongoing process that requires active participation and commitment from leaders and employees.
Remember that building a strong organisational culture takes time and continuous effort. It requires consistent reinforcement, leadership commitment, and active participation from all employees. By investing in the development and maintenance of a positive and aligned culture, you can create an environment that supports employee engagement, productivity, and organisational success.
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Description text goes hereEnforcing employees to come back to work in the office requires a thoughtful and considerate approach, especially in light of the evolving work dynamics and the potential impact on employee morale and well-being. Here are some steps you can consider:
1. Communicate Transparently: Clearly communicate the reasons behind the decision to bring employees back to the office. Share the organisation's rationale, considering factors like collaboration, productivity, or specific job requirements that necessitate in-person presence. Be transparent about any health and safety measures implemented to address concerns, if they work at home or outside the UK.
2. Address Employee Concerns: Address the concerns and apprehensions employees may have about returning to the office. Provide channels for open dialogue and create opportunities for employees to ask questions, share their thoughts, and provide feedback. Consider offering resources or information to alleviate concerns related to health and safety.
3. Flexible Work Arrangements: Acknowledge the changing work landscape and consider offering flexible work arrangements, such as hybrid models or staggered schedules. Allowing employees to have a mix of in-office and remote work can help accommodate personal circumstances and ease the transition.
