Anna Brookes - Mcipd Email & Phone Number

Wolverhampton, GB

Birmingham, England, United Kingdom

• Performance Management and Appraisal: Implemented a new performance management system with a score assessment matrix, significantly improving employee engagement. Managed performance processes for key roles, enhancing.
• HR Business Partnering: Rebuilt trust with senior stakeholders through regular meetings and proactive issue resolution, ensuring alignment with business priorities.
• HRIS Implementation: MS Dynamics 365 HRIS implementation for 600 employees, integrating with payroll, ATS, and finance functions. Improved data reporting with PowerBI and streamlined budgetary control.
• Absence Management: Revamped the absence management policy and delivered training, reducing long-term and short-term absences and improving overall attendance.
• Strategic People Planning: Developed and executed strategic people plans aligned with business objectives. Directed succession planning to build a robust talent pipeline.
• Organisational Design and Change Management: Coached on organisational design and change management, assisting managers with effective strategies and improving employee motivation.

• Strategic People Management: Partnered with senior leaders, including the Chief Product and Supply Chain Officer, Chief Marketing Officer, and Vice Presidents, to develop and implement People strategies. Guided the.
• Organisational Design and Development: Led organisational design initiatives, including role mapping, resourcing models, and transitioning to a Target Operating Model for a FTSE 100 business. Embedded value and.
• Employee Engagement and Diversity & Inclusion (D&I): Implemented Employee Engagement programmes and Talent and Succession Reviews, resulting in a 25% reduction in staff turnover. Advanced D&I strategies by improving.
• Leadership Coaching and Support: Provided coaching to International Commercial Leadership teams, offering insights on team development and organisational scaling. Enhanced leadership effectiveness and team dynamics.
• Collaboration and Service Excellence: Collaborated with Centres of Excellence to deliver training, recruitment, reward, and recognition programmes. Maintained high service standards through regular performance reviews.
• Project Team Involvement: Contributed to a project team on organisational development, focusing on role mapping, resourcing models, and talent pipeline development. Supported the transition to a Target Operating Model.

United Kingdom

• Reporting to: Project Manager | Reason for leaving: Contract Role
• Project Team Member: Contributed to a project focused on redesigning organisational structures in a regulated company with over 4,000 employees across multiple UK sites.
• Resource Alignment: Matched existing resources and identified unplaced employees to optimise staffing.
• Role and Capability Review: Conducted role profile reviews and skills/capabilities gap analysis to address discrepancies and improve efficiency.
• Efficiency Considerations: Incorporated interdependencies with other functions to enhance overall operational efficiency.
• Cost-Benefit Analysis: Established cases for change by reviewing cost benefits of proposed structural adjustments, supporting the Executive team and Senior management.

Wolverhampton, England, United Kingdom

• .Reporting to: HR Director | Reason for leaving: Six-month fixed term contract Cultural Transformation and Development
• Steered Positive Cultural Change: Led initiatives to integrate company values such as 'greatness,' respect, results-driven performance, and teamwork into everyday behaviours, enhancing the work environment.
• Established Cultural and Engagement Baselines: Assessed current culture and communication through engagement surveys, colleague interactions, and exit interviews.
• Identified Development Needs and Implemented Strategy: Used appraisals and coaching records to identify key areas for improvement; developed and executed a strategy with focus groups and leadership, resulting in a more.
• Shaped Culture & Engagement Council: Created a central council to drive key employee-related initiatives and foster cultural improvements.
• Improved Communication Channels: Reviewed and recommended enhancements for site communication, leading to increased effectiveness.

West Midlands / London

• Global organisation of over 80,000 people inc. 10 UK companies circa 1000 employees in engineering, aerospace, food service logistics and varied sectors with turnover of £300 million.Reporting to: Group HR Director |.
• Spearheaded GDPR Compliance: Led the rollout and training for GDPR across four businesses in the Group (JING, AJT, AMFIN, ACS&T), impacting over 1,500 managers and employees.
• Developed Online GDPR Module: Created and communicated an online GDPR training module for existing employees and new hires, ensuring comprehensive compliance.
• Enhanced Performance Management Process: Overhauled the performance management process and policy, leading to a 15% increase in productivity.
• Authored Employee Handbook: Developed and implemented a new Employee Handbook, resulting in a 20% reduction in HR-related queries, improving policy adherence.

Cannock

Operating as a commercial partner delivering value added activity across the business. Accountable for the delivery of all HR facets translating the business strategy into clearly defined people plans. Responsible for the robust delivery of counsel and case management to senior / middle management leaders.

West Midlands

• Strategic Issue Diagnosis and Policy Development: Addressed absenteeism and call quality issues globally. Implemented a new absence management policy with a 12-week roll-out, improving attendance. Developed training.
• Company Culture: Enhanced company culture through workshops, branded merchandise, and internal competitions.
• Management and Employee Coaching: Coached 22 managers via ILM and 7 senior managers through Dale Carnegie training. Managed 3 ER cases weekly, including performance and misconduct issues. Provided coaching on.
• Learning and Development Workshop Design: Designed and delivered workshops using the 70:20:10 approach, improving skills in employee relations, operational effectiveness, and performance management.
• TUPE Process Management: Managed TUPE processes for transitions to UK and overseas outsourcers, overseeing 15 team members and implementing data verification procedures, ensuring high retention rates.
• Data Analysis and HR Metrics Reporting: Analysed data on employee relations, absence, and call quality. Created HR metrics and action plans, and delivered targeted training sessions.

Mcipd (Level 7), Mcipd

Cipd (Chartered Institute Of Personnel And Development), Human Resources

Gnvq Advanced Level 3, Business & Finance, Distinction