Following a move to a functional reporting structure, HR lead for the Certech Cores business (turnover £66.4m, headcount circa. 1,500 employees with manufacturing plants in the UK, USA, Mexico and Asia. Reporting to the VP – HR (based in the USA) and with 3 Regional HRM’s (UK, NA & Asia) reporting directly to me.

A dual reporting role, working as part of two GBU leadership teams, responsible for providing overall direction and leadership for HR initiatives across the relevant European sites (Specialty Ceramics: T/O £60m, c. 650 employees, 3 sites & Electrical Materials: T/O £42m, c 480 employees, 7 sites). Supporting delivery of operational aspects of HR as well as partnering with local General Management to shape and grow the business through implementing Organisation and People plans that support the business strategy. Experience of TUPE within UK and also R&R on a global scale.

Championing a ‘Back to Basics’ programme across all European sites (c3000 employees, 11 Countries, 31 Locations); leading the coordination and delivery of all pan-European HR programmes. Accountable for driving operational and strategic HR projects with the aim of Attracting, Retaining and Motivating the right people with the right skills to deliver on the business objectives.

Providing generalist HR & advisory support to site management in the following areas:• Recruitment & selection of all staff;• Co-ordinating formal induction programmes;• Training and development programme (via a core skills system & formal appraisal); • Monitoring & reporting on absence including introduction of RTW interviews and liaison with OH; reducing sickness absence consistently to <3%.• Reviewing / maintaining all policies & procedures and ensuring adherence; publication of an employee handbook and creation / maintenance of a SharePoint page on internal portal, easily accessed by all employees from PC point established in canteen.• Reviewing current performance of employees, implementing strategies in order to improve efficiencies and accuracy. • Guiding local implementation of the talent management process in order to deliver the right talent on time to meet the business agenda. • Design time line and support the delivery of workforce rationalisation programs including HR1 forms, trade union meetings, consideration of different exit strategies in order to achieve commercial aim and meet legal obligations.• Annual wage negotiations in line with Collective Bargaining Agreements.• Responsible for maintaining good communication across the sites via various media including Employee Forums, Sports & Social Clubs, quarterly in-house newsletter, team briefings and notice boards.• Adhoc projects included the design and delivery of grievance & disciplinary training, improved utilisation of HR function within existing ERP system (IFS) enabling the logging of training, performance reviews, absence, etc. resulting in not only centralised records but also ability to analysis data to improve strategies as appropriate.• Overseeing activities including issuing contractual documentation, input of payroll, maintaining databases and employee records.