Anthony Stainer Email & Phone Number

Selby, North Yorkshire, GB

• Leadership of a People function supporting all of the Group’s activities across the USA and Canada including the biomass supply business for the UK power station and external customers globally and the newly created.
• Primary mission: Provide operational support to the biomass supply business and ensure the ongoing successful ramp up of the BECCS business. Also important is to provide input and a North American perspective when.

Newcastle Upon Tyne, GB

• Leadership of a People & Culture function of 110 people supporting the Subsea business; the newly created and strategically important New Energy Ventures (NEV) business; and all activities of TechnipFMC across the USA.
• NEV has been created to diversify the company beyond oil and gas and to explore opportunities created by the Energy Transition. Focussed on Floating Renewables, Hydrogen and Carbon Capture, NEV is intended to.
• Primary mission: Ensure the successful start-up of NEV; continue to provide timely and impactful HR support to the businesses; and actively contribute to setting the strategic priorities for the function globally.

Newcastle Upon Tyne, GB

• Leadership of a People & Culture function of 100 people supporting the Subsea GBU as well as all activities of TechnipFMC across the USA, Canada, Guyana and Mexico. Between the global activities of Subsea, including a.
• Highlights: Managing all HR aspects of the company's COVID-19 response, including Return to Premises and Flexible/Hybrid Work implementation; rightsizing of the businesses in the wake of the oil price collapse and.

Newcastle Upon Tyne, GB

• Leadership of a People & Culture function of 140 people supporting all activities of TechnipFMC across the USA, Canada, Guyana and Mexico. With all businesses and functions present, North America represented 7,000.
• Highlights: Completed the post merger (Technip & FMC) integration of the function's policies, processes and organization in North America; contributed to a global shared services review and relaunched the regional.

Nanterre, Île-de-France, FR

• Responsible for driving the HR digital transformation of a €19Bn Group with 105,000 employees across 34 countries. Also responsible for an « HR Innovation Lab » to explore HR trends and initiatives and assesses their.
• Highlights: Full functional design; implementation of a comprehensive change management plan; and a successful 'go-live'.

Nanterre, Île-de-France, FR

• The main mission of the role was to strengthen individual career management and development, thereby improving Faurecia's ability to anticipate and respond to its future human resource requirements. The primary focus.
• Highlights: Creation of a dedicated network of Career Managers for all professionals; design and implementation of a Lominger based Leadership Competency Model; implementation of a structured follow-up for the career.

Nanterre, Île-de-France, FR

• Ongoing management of the corporate university and renewed oversight of the Group's talent acquisition activities.
• Highlights: ‘Recovery’ and refocusing of the Talent Acquisition function and an acceleration of its activities in the key countries outside France (i.e. Germany, Poland, China, USA, etc...).

Nanterre, Île-de-France, FR

• Responsible for the corporate university and all learning and development programs. The main mission was the consolidation, integration and alignment of Faurecia University’s Learning Catalogue with the priorities of.
• Highlights: Complete redesign of the leadership development programs; development and implementation of an Industrial Training Strategy; a significant expansion of the Learning Catalogue; and the re-engineering of.

Nanterre, Île-de-France, FR

• Leadership of a project to develop and implement a global staffing strategy and process. Responsibilities included the development of a recruitment strategy, policy and process for the Group, and the development and.
• Highlights: Deployment of a Group Recruitment Policy and standard process; the successful implementation of the Taleo staffing solution; redesign of the recruiting organization; and deployment of a global and coherent.

Brussels, BE

• Leadership of an HR team of 25 supporting a globally integrated management consultancy of 1,200 consultants in 30 countries. Main challenge was to constantly re-focus and optimize the HR function and people management.
• Highlights: 7 re-organizations; the de-merger and re-merger of 50% of the business in preparation for an IPO that was ultimately cancelled; a 30% downsizing in 2001; and working with new owners to ensure the successful.

Brussels, BE

• Responsible for providing operational HR support to the firm’s European and Asian offices on both a country and practice (i.e. Energy) basis. Also responsible for programs co-ordination and strategic HR projects (i.e..
• Highlights: Full recruitment process outsourcing to Shell across Europe; redesign of the Partner Nomination Process.

Paris, FR, FR

• HR project role within AXA's Asia Pacific Holding company where the primary focus was an extensive Capability Review and re-engineering of the regional HR function (200 HR staff supporting 12,000 employees in 7.
• Highlights: Development of a HR Alignment Model and ‘Blueprint’ for change (-42% HR costs); a comprehensive HRIS Strategy; a new HR competency model; HR Metrics; and a HR Strategy to support the Group’s growth.

Melbourne, Victoria, AU

• Focussed on global programs co-ordination and assisting with the development and implementation of a range of programs and initiatives designed to support a new ‘asset based’ organization across a global division with.
• Highlights: Successful global implementation of an ‘asset based’ structure; a major re-engineering of key HR processes; leveraging of the SAP R/3 HR system; development and roll-out of major changes to the compensation.

Melbourne, Victoria, AU

• Development and implementation of several strategic employee relations initiatives across a regional BU of 1,500 employees.
• Highlights: Negotiation of ‘leading edge' Enterprise Agreements; the introduction of innovative arrangements at the ‘Greenfield’ Methanol Research Plant; and HR support for a 30% downsizing of the Division.

Melbourne, Victoria, AU

• Day to day support of BHP’s operated/non-operated ventures; discrete labour law advice; and monitoring of industry matters.

Melbourne, Victoria, AU

• Resolution of employee relations issues associated with the day to day operation of a fleet of 19 Australian ‘flag’ vessels.

Graduate Diploma In Labour Relations Law, Employment Law

Bachelor Of Economics, Economics & Commercial Law