Lisa Jenkinson Email & Phone Number

Marignane, Bouches Du Rhone, Fr

Coventry, West Midlands, Gb

A highly complex, fast-paced, unionised environment supporting c. 8,500 employees. Responsible for developing and deploying strategies to improve employee engagement and create a positive workplace environment and experience for all. Partner to Plant Director and Executive Team. A critical role in fostering and maintaining trusting, progressive relationships with TU/employees.

Coventry, England, Gb

Responsible for shaping, defining and deploying capability strategies and interventions to support the achievement of ‘Great People in Every Role’.

Led change management, launch and deployment of new HR operating model (HR Shared Service, ER, CoE & HRBPs) for Solihull plant. Influenced and implemented significant change sustainably and successfully in a large, complex organisation.

Coventry, West Midlands, Gb

Responsible for the development and introduction of project management tools and philosophies to drive greater consistency in JLR's people approach to international projects.

London, England, Gb

Working in a complex, matrix organisation in partnership with the Global Turbines executive team to influence and develop functional strategies and translate them into people plans that improve the business performance and support the overall Company strategy. Key Responsibilities:• Partner with leaders in Manufacturing Engineering, Design Engineering, Quality and Programme Mgt • HR strategy development & project lead for 2 new Turbines manufacturing facilities – UK & USA • Provide expert Employee Relations guidance to stand alone manufacturing facility of c.150 employees • Negotiate and implement improved terms & conditions and flexibility• Drive sustainable organisational change through successful application of change mgt & project mgt skills – organisation redesign, restructure and recruitment• Work closely with HR Shared Service Centre and CoEs to deliver efficient and effective generalist service to all customers

Coventry, West Midlands, Gb

Responsibilities:• Managing complex ER activities.• Establish and maintain good relations with line mgt/TU representatives to minimise IR issues and develop cooperative attitudes.• Delivering proactive operational HR support to line mgt in BIW and Stampings areas in a highly unionised environment; Provision of an efficient, effective service to the senior mgt team and c.500 hourly employees.• Advise mgt on complex employment matters including interpretation of legislation, company policies and their application.• Maintain good employee relations and where required, support investigations/disciplinaries/appeals.• Lead HR projects as appropriate.• Manage casual and long term absence and restricted workers - coach of line mgt to deal with complex cases.• Develop and roll-out training initiatives as required.Key Achievements: • Absence management improvements introduced to improve casual absence statistics and reduced no. of employees on long term absence – demonstrated ability to be active agent for driving change. As a result of process improvements, absence levels in T5 BIW and Stampings have significantly decreased. • Designed and developed robust commercial graduate/experienced hire group exercise for use at JLR assessment centres.• Pivotal role in delivery of Solihull plant Senior Mgt/TU Negotiations to improve plant competitiveness and ensure the site is in best position to secure sourcing of future products in light of Midlands plant closure.• Currently leading a work stream to review and develop Solihull vision. Instrumental role in design, delivery and development of Solihull Plant vision creation workshops. On target for Q1 2010 communication.• Currently driving a work stream to review and develop the Team Leader Development Centre assessment materials and implement new process. On target Q1 2010 implementation.• Significant contribution to Diversity Council through a no. of initiatives in 2009.

Coventry, West Midlands, Gb

Responsibilities:• Delivering HR Business Operations cycle plan activities – Employee Opinion Survey, Succession Planning, Compensation Planning, Individual Development Planning, Performance Mgt• Drive Employee Opinion Survey action planning• Absence mgt• Maintain good employee relations and where required, support investigations/disciplinaries/appeals.• Key metrics and headcount/structure data accurately tracked and reported• Support transition away from Ford Motor Company ownership and drive subsequent necessary recruitment activities.• Facilitate departmental People Review Meetings• Talent Mgt: facilitate People Development Committees.• Facilitate Skip Level Meetings/Team OffsitesKey Achievements:• Drove on-line Individual Development Plan (IDP) competency review and re-design for MP&L customer base. New competencies and process now embedded and remain in use. IDP completion rates improved by 70% as a result of new process. • Lead HR element of MP&L and Company Quality organisational restructures. 20% reduction in headcount achieved through Voluntary Redundancy programme and Resource Management process. Subsequent organisational restructure and realignment successfully delivered within required timeframe.• Delivered significant improvements to People Development Committee (PDC) processes and communications; designed and launched PDC Constituent Engagement Survey and Constituent Review process, introduced PDC Twinning process to share best practice among other PDC groups. Established PDC Drop-In Clinics and Open Forum sessions.• Improvements incorporated into annual performance mgt processes enabling robust performance management to be achieved through more efficient processes. Desired performance rating distribution always achieved. Improvements rolled out across organisation as best practice.

Responsibilities:• Support the Marketing and Finance functions to achieve key objectives through identifying and developing appropriate people development solutions. Key activities included:• Identifying training needs and providing creative, appropriate solutions to those needs – raging from individual coaching sessions to bespoke team building interventions• Developing, delivering and evaluating training courses: Group Induction; Performance Appraisal/new competency framework workshops; Change Management workshops; Personal Development sessions etc• Rapport building and relationship management at all levels within Shared Services with equal effectiveness• Managing activities and contracts with outsourced training providers• Efficient and effective management of External Training budget of £250,000.• Facilitate/assess on graduate assessment centres • Successfully researched, piloted and project managed of the introduction of employee volunteering as an integral part of the Management Development offering.• Coaching and mentoring in various capacities

Before specialising in HR, I had the opportunity to concrete my knowledge of the operational workings of this complex and diverse organisation. I spent 8 months working within the Retail Savings Operation. Time was divided between project work and management of a Back Office team of 17 employees. Key activities included:• Initiated several key business process improvements• Carried out a pilot Call Cause Analysis within the Savings Call Centre. I commissioned the creation of a bespoke computer programme that I could use to record and analyse call data. I trained employees on the use of the system and reported on the information collated to senior management. • Core management activities undertaken including: o Coaching, mentoring and training team members o Monthly team meetings held o Managing sickness/absence within the team and supporting disciplinary cases as required o Recruitment and interviewing of potential candidates o Regular 1-2-1s held with team members

Ma - Management Of Human Resources, Human Resources

Postgraduate Diploma In Personnel Management, Cipd

Certificate In Training Practice, Learning And Development

2.1 Ba Hons, Business Studies And Spanish