As a Group HR Business Partner (Multi-site) leading the execution of strategic people initiatives by building partnerships with managers and stakeholders to help build organisation and people capability. Providing proactive support and HR expertise by using data metric, practical HR solutions and evidence to inform and drive decisions and business change. Focusing on Employee Life Cycle, Employee Engagement, Talent & Development and Diversity & Inclusion.* Supporting and coaching Line Managers on all aspects of People Management empowering and encouraging them to take owner ship of their people issues developing their confidence in people management. *Supporting Business Leaders to implement organisational change initiatives. Ensuring business needs whilst identifying and mitigating people risks. * Ensuring alignment and consistency of policies, procedures and practises. Reviewing People Policies and implement new/revised policies in changes to legislation. * Designing and maintaining People & Talent Plans in line with people strategy and initiatives across Employee Engagement, Organisational Design, People and Culture change, Talent and Succession and Diversity and Inclusion.* Lead and deliver annual pay review working with business leads, finance and reward. Responsibility for headcount budgets and plans for business units. * Supporting Talent and Development needs ensuring they are met and understood incorporating workforce needs analyst and succession planning. Working with line managers on Talent matrix and management of performance through continuous feedback and performance improvement plans.* Proactively promoting Diversity and Inclusion by encouraging open communication, providing diversity training and fostering an inclusive environment where everyone is valued.*Leading on Employee Engagement initiatives to create a work environment that enhances motivation, satisfaction and commitment by understanding and meeting the needs of employees.

Providing an effective HR Business Partnering service onboard supporting and driving company initiatives and changes, providing expert knowledge and guidance on all HR aspects, including performance, training, disciplinary matters and all seafarer welfare engagement. • Accountability as part of the Senior Management Team in delivery of the balanced scorecard and other business priorities.• Work collaboratively with the operational teams and other HR colleague’s Shoreside in supporting and driving Company and HR Strategy, cultural change and associated leadership development.• Working closely in collaboration with the Learning & Development Officer to provide suitable and relevant training for the onboard ship team.• Overall responsibility for the provision of all administration matters relating to the ship’s company, including officers, crew and concession staff• Supporting, advising and sharing expertise on people issues/employee relations on board in line with the company policies and procedures.• Proactively building working relationships with all Ships Company, ensuring I am highly visible around the ship and engaging at all levels.• Responsible for ensuring the development and coaching of Senior Officers on board with regard to people management matters and employment legislation.• Working with onboard teams to identify any resourcing issues on board, collaborating with shore side Resourcing/Rotations Team to resolve any shortages or needs.• Oversee the onboard Promotions process; supporting managers with interviews, selection, and succession planning.• Oversee and support the overall Crew Welfare Programme. Ensuring I am the point of contact for crew care, particularly in regards to the serious crew incident or medical landing process.• Manage employee engagement, feeding back issues to the management team and working together to implement required changes.

Ensuring that a high quality accurate, customer focus service is provided by the People Support Centre which consists of 1 Team Leader, 8 PSC Assistants and 3 PSC Advisors. Monitoring and reviewing all SLAs to ensure we are meeting and exceeding business expectations.Dealing with escalated queries and requests from the People Support Centre team or business. Gaining regular feedback, internal and external to improve the services provided by the People Support Centre. Identifing potential areas for process improvement within the team and participate in service improvement activity as required using case management data to proactively identify trends, and issues, designing appropriate interventions. Proactively maintain a high level understanding of current business priorities and issues via service trend reporting, customer satisfaction results, business updates and updates from HR Business Partners on business needs. Using this knowledge to deliver accurate and appropriate advice and issue resolution. Business planning through meetings with BPs and other HR stakeholders to understand the impact on PSC workload.Responsible for delivery and execution of Employee Benefits schemes ranging from Employee Gifts to PensionsProviding leadership and coaching to the People Support Centre team; responsible for performance management and career development of the team.

Responsible for providing successful solutions to employee relations issues based on employment law expertise and business knowledge. Manage and resolve escalated employee relations enquiries and cases raised by employees and managers. Provide knowledge, experience and judgement to achieve solutions which support business performance.Adhering to policy in all advice given, in exceptional cases (i.e. out of policy),ability to handle complex cases by advising on how to proceed. Reviewing employment issues being handled through HR Services, and questions asked / support needed by line managers to identify areas for potential process, policy and tool improvement. Delivery and development of line managers through D&G Accreditation by using my expert knowledge and business experienceUtilise expert change management skills by supporting the business and working closely with HR Business Partners with change processes, calculating people cost impact of change, monitoring the change process and providing support to communications.

Responsible for managing and overseeing the HR Support for 25 regional stores in the UK. Client group consisting of both front of house (shop floor) and support roles (Buying, Warehouse & Finance) up to 280 people. Contributing and awareness of company culture and strategy. Managing a small HR team who provide advice and assistance to management and staff on human resources policies, procedures and legislation. Ensure that HR delivery within client group area operates within the requirements of all relevant employment legislation

Regional support for up to 36 stores - HR, Employee Relations, Recruitment, Training and Development & Payroll. More of a generalist role which got me involved at an operational level and working with the senior management team to make a diffrence in the business.

Supporting the business units during key trading times such as christmas as management cover. Team, Customer Service & Sales focus

Overseeing the HR & Employee Relations for my business unit. Supporting and providing support to managers and staff of all levels. Supporting at recruitment level throughout induction to shop floor. Investigating and managing D&G issues. Supporting and advising on performance management from Sales Advisors up. Liase with payroll on a monthly basis in commission and bonuses. Liase with Training and Development on team progression and support need for business unit.

I supported the store with team development from managers to sales advisors, warehouse operatives to buyer assistants. Focusing on maxmising sales & service throughout the business both with internal & external customers. Role included induction, customer service, selling skills & leadership to name a few. Specialising in IT I coordinated & trained ECDL scheme & adhoc training as required.

One to one, team or store based training in customer service & sales. Supporting the department managers in developing there team members to achieve KPIs.Induction and NVQ assessment of staff to achieve level 2 & 3 in customer service. In house, off the self and training devised from TNA of the business.

Starting out as a Christmas Temp in September 1993 I grew up in selfridges retail. Taking on senior Sales positions to Department trainer initially. To Team Leader & Department manager most of my retail career has been based in home ware & gifts.

I was part of a project team of three who rolled out the new time & attendance system to the business. Training and coaching the management teams throught I implementation and go live. This project ran for just over a year covering four stores and head office.