Cara C. Email & Phone Number

Enhancing the colleague, manager & People function experience through simplification/automation initiatives, policies and support materials. Delivering HR projects to transform effectiveness, drive change and promote self service. Making it easy, simple and straightforward for colleagues and managers to access the People function, HR services and resources. Main responsibilities:• Building then owning a main People knowledge hub, focused on driving colleague and manager self-service. • Delivering & maintaining a suite of People policies aligned to the company brand and values• Analysing in depth the most frustrating People processes and transforming their effectiveness, ensuring the colleague is always front of mind.• Leveraging the capabilities within Microsoft products to support better ways of working, such as Power BI, Power Automate, Planner and tangibly driving improvements in process which demonstrate the value added.• Being the liaison point between People Shared Services and Group Risk & Compliance to ensure risk responsibilities are managed appropriately.• Taking the lead on GDPR and data retention, ensuring it’s constantly front of mind for all processes, procedures and systems.• Supporting escalations through Service Now, plus analysis of case trends to identify opportunity areas for improvement.• Supporting the development of the suite of HR data insights and analysis.• Being the lead on audit activity, marshalling actions across the team and ensuring a thorough and planful approach, always.

Formerly the UK and Ireland division of NGA Human Resource, Zellis is now a standalone business providing payroll, HR and managed services.• Working in partnership with senior business leaders, currently supporting the Product, IT, Application Support and Support functions across the business for the UK and Ireland, aprox 450 employees. • A member of the leadership teams; owning, contributing and influencing delivery of key business and HR agenda items. • Advising, challenging, coaching and providing active leadership in areas such as: employee relations, organisation design/development and change, change management, reward and compensation, performance development, talent and succession planning, learning and development, leadership and commercial acquisition management (TUPE).• Understanding local business context, issues and challenges to provide specific advice to Leaders, delivering HR solutions as appropriate to enhance commercial performance.• Employee Relations: managing redundancy processes, management of complex disciplinary, capability, grievance and long term sickness cases.• Support of key HR activities, e.g. job mapping, salary benchmarking, training programs and development of competency models.• Participation in projects that support the broader HR function e.g. employee opinion surveys, talent reviews and developing HR processes and tools.• Proactively using people MI reports to identify trends and patterns, bringing these to the Leadership team’s attention and ensuring appropriate actions are taken to address issues early.• Development and review of UK and Ireland HR policies and processes.• Working in collaboration with the business on the transition of any sales win that involve the transfer of HR and payroll services into and out of Zellis, requiring key project and relationship skills and a good knowledge of TUPE legislation.

Main responsibilities include:• Support, advise, coach and influence a management client base, currently 24 managers (14x Operational Managers and 10x Support Function Managers, including Engineering, IT, Facilities, H&S, L&D, Quality and Finance) in the management and development of their direct reports and wider teams. Overall headcount within my client base is approximately 400.• Participate in national and international HR projects, recent projects include:o Management of the Q1 review process for all salaried staff across the EU. Including developing and delivering training sessions for HR teams and management teams.o Management of the retender and subsequent implementation for OH & D&A testing services, across the UK. Providing a better quality to the business with cost savings.o Development of an Associate Forum training package, UK wide.• Consult with the Management Team and all other employees on Employment Law, HR Policies, HR Processes, Compensation, etc. • Implement employment policies and procedures relevant to the FC’s needs, ensuring compliance with UK legislation. • Integrate new global HR processes as appropriate at site. • Management and development of Senior HR Assistant.• Provide performance management expertise and assistance to sustain the highest quality workforce • Coach line management and cultivate appropriate development solutions to raise skills and productivity. • Review career structures for developmental purposes (e.g. Performance reviews, talent assessment, succession planning based on future potential) • Work with line managers and participate in Investigation, Disciplinary and Grievance meetings. • Keep aware of changes and create strategies to sustain and improve employee morale. • Develop and maintain positive relationships with employees at all levels.

Main Responsibilities include:• Disciplinary & Grievance: Supporting through a coaching style all line managers, providing up to date employment law information, identifying gaps in knowledge and feeding that back thorough the supervisory/appraisal process.• Absence Management: Daily management of short term absence, attending weekly departmental meetings and providing up to date statistics, weekly coaching sessions with line managers, attending home visits with line managers, referring and liaising with Occupational Health, review case histories and advise on courses of action for long term absence. • Recruitment: Conduct interviews, coordinate and participate in assessment centres, provide constructive feedback to candidates both internal and external.• Appraisals: Co-ordinate appraisal activity within the establishment, provide accurate information to line managers ensuring the process is monitored and completed by given deadlines, check quality of appraisals content and feedback and collate any training• Training: Deliver induction training on relevant HR matters for both operational and non operational employees, write and deliver employment law briefings for all line managers on a quarterly basis, deliver training on any HR centred topics e.g. Diversity, Appraisals as required by the business.• General: Ensure effective cover of the HR office is maintained via the HR team, attend morning briefings and give a business update to the HR team on a weekly basis, gain feedback on a quarterly basis from HR customers and make service level improvements based on that feedback, deputise for the HR Manager in their absence.

Responsible, as part of team of three, for start up of HR Helpdesk. First point of contact for 3700 staff, dealing with all incoming telephone calls and e-mails, answering queries on all aspects of HR from employment law to general policies and procedures.• As part of a working group, devised ways to improve workflow and speed up response times• Took responsibility for the HR self-service website, improved response times by 60%.• Delegated work to the HR admin cluster teams• Escalated problems which could not be resolved on the HR helpdesk• Exposure to a pension consultation exercise due to change in pension forecast

Multi Site RoleProvision of an effective and helpful HR and payroll support service for all the Little Chef site staff (approximately 5000 personnel) which met all agreed brand standards. Main duties included:• Preparing and maintain all long term sick letters and monitoring.• Managing all maternity issues.• Providing advice, guidance and support on disciplinary and grievances issues.• Dealing with employee queries and ensure that follow up action is taken.• Providing general administration and support to a team of Regional HR Managers and Officers (4) across the UK.• To place and monitor all vacancies and progress on recruitment for the brand.• To manage the relationship with web-based recruitment advertisers on a day to day basis• To assist in recruitment and the preparation of job specifications and media advertising.• To support and coordinate a range of projects, both within Human Resources and also in associated areas.

Responsible for the following across the 8 companies within the group:• Liaising with recruitment agencies and job advertisement companies. Coordinating terms of reference and job specifications. Organising and taking part in the Company induction.• Point of contact for all internal and external training and also the identification of personal development needs.• Administration and distribution of all job offer letters, contracts of employment, trade protection agreements and other associated employment literature. • Processing resignation/redundancy/dismissals, insuring all employment law legislation requirements are adhered to.• Review of HR processes and policies in line with best practice.• Upkeep of the Company HR IT Package (CIPHR).• Whilst at Admiral I also wrote and implemented an Employee Handbook which was distributed to all staff.