An independent, versatile, results-driven HR Professional who has demonstrated the ability to lead, motivate, coach and raise capability at all levels and across a broad range of industries. My experience in multiple companies and sectors enables me to understand and bring value to diverse employee populations. I have strong levels of agility that allow me to get up to speed quickly in new businesses and cultures.
Successfully partnered senior management teams to implement strategies for business growth, change and transformation initiatives by having a good understanding of peoples motivates and behaviours, allowing me to develop strong working partnerships with a range of people at all levels.
Self-motivated, reliable and conscientious individual who copes well under pressure and demonstrates effective time management. Tenacity and resilience to deliver in the face of significant change while working collaboratively with management to shape a culture that is high performing.
A self starter who is able to plan, manage and deliver on demanding and challenging workloads with a pro-active "can do" attitude, team focus and the ability to build credibility.
I am a team player who can operate remotely but also within a team. I have the ability to see opportunities which allow me to set and achieve personal goals. I readily look for process improvement opportunities and ensure I build trusting relationships through my ability to engage internal and external customers.
Strong leadership and influencing skills, listens effectively by responding clearly and directly and I am able to motivate and encourage others.
Specialities: Interim HR background, Ambassador for change and able to support others through periods of change, Building and aligning HR Strategy, Driving a culture of high performance, developing line manager capability, handling complex ER cases, coaching and mentoring, workforce planning and managing succession planning initiatives.
Group HR Manager
Mar 2019 – Present
Mar 2019 – Present
Group Human Resources Manager
Sep 2018 – Present
Interim Group HR Manager
Jun 2018 – Present
-Express Gifts Ltd-
Interim HR Business Partner
Mar 2018 – May 2018
Interim HR Business Partner (Novus)
Aug 2017 – Mar 2018
Human Resources Business Partner (Warehousing - North)
Dec 2016 – Jul 2017
Responsible for Contract Logistics Warehousing in the North region partnering with the Operations Director to manage all aspects of Human Resources Management while providing commercially focused people solutions that supported the business plan in line with the company vision and values agenda. Successfully implemented a robust Succession Planning tool for identifying and developing leaders of the future and worked closely with General Managers across approx. 17 sites to build more effective employee engagement solutions while improving the internal customer experience by reviewing new ways of working and supporting change initiatives using a positive approach.
-Alternative Futures Group Ltd-
Interim HR Consultant - Regional Employee Relations Lead (ended 09 Dec 2016)
Oct 2016 – Dec 2016
I joined Alternative Future Group on an interim basis to gain experience in a different sector from a HR perspective. The role included working across various sites and as part of the wider HR team supporting all employee relation cases, HR project work and process improvement initiatives working closely with fellow Business Partners and the Head of HR to continually improve policy and procedure and lead employee engagement sessions.
AFG are responsible for delivering life-enhancing person centred support, they boast a strong track record of more than 20 years and are one of the UK’s largest health and social care charities, currently supporting around 1,200 people across the UK and employing over 2,500 staff.
Working locally in the community and through their Treatment and Recovery Centres to provide a wide range of innovative and bespoke care services delivering life-enhancing person centred support to people with a diverse range of care needs, including:
• Learning Disabilities
• Physical Disabilities
• Mental Health Concerns
• Substance misuse issues
• Complex care
• Young people in transition
They focus on personalised support, tailoring services to the needs and aspirations of each individual; supporting them to lead the lives they want as active citizens in their communities.
Services are commissioned by NHS Trusts and Local Authorities and may be accessed through GP / Social Service referral.
-University of Cumbria-
HR Business Partner (maternity cover until 28 October 2016)
Feb 2016 – Oct 2016
To provide expert HR Business Partnering to designated members of the SMT, Heads of Service, Executive Deans and their management teams to ensure organisational aims and objectives are met through the effective design and delivery of Organisational Development, Change Management Activities and Human Resources Management.
-151 Products Ltd-
Group HR Manager
May 2015 – Jan 2016
Working as part of the senior management team as Group HR Manager supporting:
151 Products Limited, Manchester head office and St Helens warehouse
Shonn Brothers, Manchester
Doff Portland - Nottingham.
My main responsibility is to ensure a seamless HR service is delivered across the group, through:
Delivering a comprehensive HR service to the Group through coaching and mentoring managers on all people issues.
Provide guidance on development for managers and their teams on a daily basis and manage a clear progression pathway for all employees.
Implement the training and development agenda through the identification of training needs of all employees by presenting in an annual road map with agreed deadlines for the different locations and build induction across all sites.
Manage talent and succession planning by taking overall responsibility for recruitment activity and internal/ external campaigns to build a fit for purpose cost effective recruitment strategy in line with current business needs.
Manages the current reward packages to ensure employees are rewarded through effective competitive company benefits.
Implementation of new HR policies, procedures and processes by ensuring management teams are up to date and legally compliant by communicating legislation changes in a timely manner.
Deal with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills and delivering management and leadership training.
Manage priorities between casework and projects in line with HR budget and the proposed HR agenda
Manage the HR life cycle process and end to end journey and manage the employee voice.
Consult with solicitors and company directors in supporting future acquisitions/ potential TUPE and redundancy situations.
Interim HR Business Partner
Mar 2015 – May 2015
Interim HR Business Partner - contract ended 28 Feb 2015
Nov 2014 – Feb 2015
The Amazon HR Business Partner works as an integral part of the HR and wider site management team while overseeing a HR Assistant and playing a critical role in delivering the HR plan within the fulfillment centre, based in Dunfermline. Working closely with the HR team and within the operations team providing pragmatic, commercial and employee-focused advice and support to client group of 5 Operation Managers and 10 Area Managers and several support functions.
The Operations teams within the fulfillment centre are responsible for managing a vast range of fast-moving inventory. From receiving into the fulfillment centre to stowing, picking, packing and shipping to our customers to ensure they receive what they want and when they want it.
Engagement - To provide support to line managers in employee relations and employment law, ensuring that our employment policies are implemented fairly and consistently.
Performance Management, Talent Management & Succession Planning - Ensuring top talent is retained and developed within Amazon by being at the heart of this, organising the review process and providing assistance and coaching to line managers on performance development. Working in partnership with learning and development to make sure that appropriate learning interventions are in place to support the site’s succession plan and develop the next generation of leaders.
Recruitment and Selection, liaising with hiring managers and the talent acquisition team to ensure that vacancies are filled in a timely manner with a high standard of candidates ensuring that there is a robust succession plan in place to develop our leaders and get them ready for the next challenge.
Our overall mission is simple: we want Amazon to be the place where our customers can find, discover and buy anything online. Whatever our customers want, we will find the means to deliver it.
-Inchcape Shipping Services-
UK HR Manager
Aug 2014 – Nov 2014
Responsible for providing a professional, effective and robust HR generalist service to managers and staff across 12 sites within the UK ensuring the business has the skills, culture, focus, structure and communication channels in place to enable people to deliver the business strategy.
Proactively managing the complete Employee Lifecycle encompassing recruitment selection, on boarding, technical expertise in employment law, conflict resolution, performance management, absence management and supporting talent and succession planning.
Functional management of automatic pension enrolment, employee reward, benefits and insurances, company car fleet, building insurances and company accommodation.
Key topic areas:
Managing the monthly payroll for the UK
Policy and Document Design
Learning and Development initiatives
Compensation and Benefits Management
Driving the Inchcape People Strategy.
-65twenty (formerly The LadBible), Pretty Little Thing, Rosso Restaurant, KC Property.-
Interim HR Manager
Feb 2014 – Jul 2014
I was responsible for the implementation of a HR function across 4 city centre businesses within a 6 month timeframe, working directly for the Directors/ CEO of each of the business areas. My role as HRM involved working at a strategic level and building effective working relationships and managing my workload carefully and consistently to achieve desired outcomes across each business area and within allocated time frames.
Interim HR Associate
-Balfour Beatty plc-
Interim HR Advisor
Aug 2013 – Dec 2013
Managed a variety of ER cases (up to 70 at any one time) and support complex ER cases (potential dismissals, appeals and results on alcohol and drug testing) while supporting the management team through the change process of working with an external HR provider and appreciating and understanding new ways of working.
Contribute to the overall HR plan and deliver on time remaining professional at all times.
Support the efficient delivery of change management initiatives mainly working through formal collective consultation, employee pooling, agreement on selection method, criteria and scoring, adhering to timescales, reviewing alternatives to redundancy and carrying out weekly representative meetings and individual first and final consultation meetings.
Develop effective relationships with HR teams, operational teams, clients and customers.
Remain flexible and adaptable to support business needs by moving locations and supporting several sites/ offices while working additional hours where required.
-Hopwood Hall College-
Interim HR Manager (maternity cover)
Jul 2012 – Jun 2013
Provide professional HR advice and guidance to managers and employees within the College and contribute to the development and implementation of College strategies.
To implement HR initiatives fully embedding them across the College, to raise overall performance levels of employees within the College and driving employee engagement.
To develop and maintain effective employee relations, working in partnership with trade union and employee representatives.
Effective management of the people elements of organisational change.
Ensure that all employment relations issues are addressed and resolved in a timely manner, reflecting the policies, values and principles of the College, Employment Law, Legislation and Best Practice guidelines.
To provide professional advice and guidance on disciplinary and grievance matters, performance management and investigations through effective dialogue.
Develop skills and knowledge of the HR team through regular one to one meetings and on-going support and welcoming process improvement ideas and remaining open to explore new initiatives as a team or as individuals.
To produce relevant and informative management information and reports including the HR KPI data and identify actions based on MI.
Interim HR/ Learning Consultant
Jun 2012 – Jul 2012
Responsible for the research, design, delivery and evaluation of a Workforce Management tool (Ceridian tool) to approximately 90 managers inclusive of senior management and director level.
Agreed approach and execution of training method ranging from half and full day training programmes over a 6 week period ensuring the training method catered for all role types.
Reported on evaluation feedback and amended training material on an a weekly basis.
Effectively communicated the delivery plan and followed up with Q&A, management support documentation, training notes and next steps for implementation.
Established solid relationships with key stakeholders through regular feedback and effective communication.
Learning & Development Manager
Feb 2011 – Mar 2012
Drive the training and development people plan to complement the HR strategy and organisational needs.
Devise and manage strategies for the implementation of company wide initiatives while being responsible for making recommendations to the Head of HR on the implications and implementation of the people plan.
Produce an annual training plan by assessing relevant training needs of all employees, in consultation with key stakeholders and line managers.
Identify and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards.
Monitor and evaluate the impact of people development at all levels within the business.
Manage the allocated budget effectively and seek external funding as appropriate while managing the procurement of external training resources to deliver training initiatives as required.
Support ongoing HR initiatives in line with the overall HR strategy by proactively promoting a culture of learning and development.
Identify, in conjunction with line managers those employees with skills or knowledge critical to L&D processes by developing strategies to ensure critical talent is retained and developed.
Work collaboratively with Heads of area to support the implementation of effective change management initiatives from planning through to implementation and evaluation thereafter.
Sourced and built external relationships for: Disability awareness, Samaritans, HR Business Partner, Employee Engagement, Coaching for executives and the Customer Journey.
-Stream Global Services-
Nov 2010 – Dec 2010
Support, develop and coach 26 Team Managers and 5 Senior Managers through coaching and one to one meetings in order to ensure consistency and in return, enhance performance.
Proactively assist managers to develop a structured and effective method of coaching with the ability to demonstrate effective questioning and listening skills with a thorough understanding of the principles of coaching and management styles.
Support continuous progression by guiding managers on how to prepare, deliver and review coaching sessions and how to take ownership of staff development.
-On The Beach Ltd-
HR, Training & Recruitment Manager
May 2008 – Nov 2010
Working as part of the senior management team and reporting directly into the CEO and Financial Director to develop and implement successful HR strategies that support long term growth and transformation of a fast growing business.
Design and implement HR policies and procedures, company handbook, recruitment and selection processes and performance management tools.
Responsible for establishing, managing and developing a professional HR, Training and Recruitment function by solely setting this up and ensuring alignment to HR Best Practice and Employment Law legislation.
Responsible for quarterly staff forums and employee feedback.
Build a HR strategy and Internal Communication Strategy and consult with the senior management team to ensure that the strategy aligns to business objectives.
Manage poor performance and misconduct and managed grievances and conflict.
Responsible for redundancy and restructure announcements and managing potential tribunal cases.
Facilitating a culture of commitment to business core values, culture and mission statement.
Supporting and guiding all managers with regard to people matters ensuring up to date training is offered and feedback is taken on board constructively to continually improve as a management team.
Effectively conducted CRB checks, pre employment vetting while monitoring retention figures.
Senior Learning & Development Consultant
Feb 2004 – Apr 2008
To assist in providing an effective and professional learning and development function that supports strategic direction and contributes to the achievement of business objectives.
Build and manage relationships with key stakeholders and internal and external suppliers sourcing the expert information or support needed to deliver training and development solutions to ensure smooth operation and consistency.
Responsible for maintaining an awareness of development changes within the travel industry and associating bodies.
Development of the Graduate Programme and Training Academy.
Managing projects ensuring deadlines are achieved and objectives met through regular interaction with key business heads.
Management Development and personal professional development of all staff.
Effective design, delivery of call centre training at all levels and the implementation of the management and development of supplier visits, coaching interventions and cross skilling opportunities.
Implementation of modular induction, assessment, best practices and evaluation and the achievement of Train the Trainer key workshops.
Delivered the PROUD values for all integrating employees as part of the business transformation plan.
Learning & Development Consultant
2005 – 2006
To deliver induction training for all brands across the sales centre division.
Provide a coaching/ mentoring facility for all staff while designing ad-hoc material to support ongoing learning and development opportunities.
Co-ordinate and manage external training providers visiting the sales centre division by working closely with Resource and Planning.
Design, delivery and ongoing development of Modular Induction and all training material and leading induction training programmes.
Deliver training interventions across the sales centre division where required and to meet business demands.
Overseas Supervisor/ Trainer - Greek Islands
Mar 2003 – Sep 2003
Supported the Overseas Manger for the Greek Islands by agreeing and reviewing monthly objectives for gateways across Greece through consultation and regular interaction with the management structure.
Researched, designed and delivered training for all staff including managers.
Managed the recruitment and selection process, carried out appraisals through the effective monitoring of performance management and kept a central database on all disciplinary and grievance cases.
Full responsibility of monitoring general expenditure, while also sharing new ideas to increase revenue across each island.