Anord Mardix is a global leader in manufacturing Critical Power Solutions includingSwitchgear, Busway and Modular solutions. I joined the Company as a HR Advisor and havegrown with the company, from employing 300 employees now employing 1500.Main responsibilities include:-Management of the EMEA HR department in a busy and fast-growing manufacturingenvironment, a HR team of fourteen with the Administration, training and Payroll functions. Experienced leader and people manager of dispersed HR teams,currently managing teams across 9 sites, responsible for 1200 employees in UK, Ireland,and Singapore.-Initially a family run business, then driving and supporting the business through a PrivateEquity Sale, a subsequent M&A, and a further sale and integration into Flex, withsubstantial revenue growth.-Strategic partner in leading the people, culture and change aspects of the businessgrowth including organisational design, communication, and leadership development.-Proven ability to rapidly develop credible and highly effective working relationships at alllevels within an organisation and cross functionally. Partnering with the CEO and CFO indelivering the Company strategy and managing budgets. This included total rewardpackages and determining annual merit increases.-Results-oriented coach and partner to leaders whilst driving leadership and strategicforums.-Collaborative hands-on approach to problem solving and employee relations ensuringcommunication is in place and introducing employee forums-Planning and leading the people element of the opening of three new manufacturingfacilities including talent acquisition, re-location, and training.-Introduced employee engagement surveys, implemented and drove action plans toincrease engagement scores-Reviewed and improved employee benefits with a focus on employee well being-Implemented hybrid and flexible working across UK and Ireland

Management of the HR department in a busy and fast growing manufacturing environment, managing a HR team of four, my role has been to develop HR and payroll within the Company to be effective and pro-active. Mardix is the UK’s leading manufacturer of Switchgear, it has over 500 employees over 4 sites in the UK, I manage HR for all sites. My main tasks and priorities are; • Employment law – I manage the working conditions, disciplinary and grievance procedures, equal opportunities, redundancies, paternity pay and maternity rights. • Recruitment – During my time at Mardix we have grown significantly, and increased our workforce by over 100 employees. Producing job descriptions, placed local adverts, working with recruitment consultancies, organising interviews and recruitment days and running induction seminars. • Training and development - putting together and maintaining a staff training programme and identifying suitable courses for staff. This also includes managing and developing the apprenticeship scheme, since starting my time at Mardix I have grown the scheme from having 5 apprentices to 28 without impacting production. I have developed close working relationships with local training providers to ensure we are getting the most out of our training schemes. • Apprenticeship Levy – I have solely set up and introduced the apprenticeship levy to Mardix, looking at the business needs and budgeting for areas of training and working closely with training providers• Documentation - writing staff handbooks, contracts, staff memos, and issuing written offers of employment, promotion• Developing the Staff Benefits package & presenting new ideas• Conducting investigations, disciplinary, grievance meetings and terminations• Providing data analysis relating to attendance levels, pay scales etc. Along with the monitoring of absence levels, we have also introduced a new absence management procedure which has seen a significant reduction and maintained levels in absence

A generalist and varied HR role which is split into two parts; The first being HRIS role dealing with and implementing change requests from around Europe including;• Updating the HR system Empower with accuracy and detail • Providing an administrative support to the HR Business Partners• Producing HR reports and monitoring the Futures system.• Project work; I was involved in successfully launching the ‘Support works’ system in CPC and later throughout Farnell. Currently working a project that covers pay and commission. • I am also working in the team who cover the ‘Employee Services’ helpline, providing up to date advice on HR Policies and Procedures and answering generalist questions regarding employee relations. The second part of the role is based solely in Preston, providing an efficient and effective HR administrative and Advisor service to the HR Business Partner. The involves;• Processing all paperwork connected with new starters, leavers and other internal processes for CPC• Organising and leading recruitment for grades 1-6, conducting interviews and competency based tests. • Cascading all company communications effectively and implementing the engagement strategy. • Leading disciplinaries, investigations and grievances in different areas of the business and issuing the supporting paperwork behind this. This has included complex issues and gross misconduct. • Providing advice and guidance on Company policies and procedures to line managers and employees to ensure statuary and business requirements are adhered to. Updating these policies when needed. • Supporting the HRBP with Talent management such as Midyear reviews, Personal Development Plans and Asipirational Development Plans using Futures. • Providing short training sessions for managers and employees• Reducing sickness absence, including home visits and return to work interviews• Handling flexible working requests

Plato’s is a five star restaurant with rooms, providing locally sourced food in a busy environment. I started off in the company on a part-time basis and progressed into the role of Hotel Manager. I worked to specific targets and budgets and achieve these on a monthly and weekly basis. My responsibilities include;• Ensuring the smooth running of the restaurant to five star standards; in the previous year the hotel went from a low score in the five star banding to almost achieving a five star gold award. In 2012/13 we also achieved a breakfast award and dinner award from both Quality in Tourism and the AA. We were also recommended and achieved a ‘Taste Lancashire’ award. • Effective training of all staff, implementation of health and safety, regularly running training courses especially in achieving five star service. • People management skills are vital as well being able to make quick decisions• Marketing the restaurant and hotel in a competitive environment, looking at mark up on products and the financial aspects involved in the business. Keeping up to date with the latest thinking both within the business and in the competitive market place. • Writing training manuals, policies and procedures and looking after recruitment. Providing clarity to the team through training about the business objectives and how to achieve these. • Dealing with customer feedback, issues and complaints. The trip advisor review rate significantly with a very positive response rate. • Assisting in the accounts department and ensuring daily and weekly cash figures are reported. Inputting all invoices into sage accounts system for both sites• Costing and managing weekly rota’s for kitchen/bar and restaurant. This is costed to specific targets set, which have been achieved on a monthly basis. • Daily banking and cash reconciliation • Upselling items’ ensuring a profitable business is run. • Achieve weekly targets for each department; accommodation, bar sales and food sales.

Assist in the running of the HR department and in the implementation of HR policies and procedures. Main responsibilities included; • Interviews and support throughout the recruitment process• Developing and utilizing the personnel database • Monitoring and reducing absence levels• Organising training programs for each department based on employee needs• Updating and improving current handbooks and policies• The role involved working independently to strict timeframes. Worked to measured targets to ensure high productivity and efficiency.

Employed at Valeo Engine cooling based within the Nissan Plant, Sunderland, on a one year placement scheme. Valeo employ approximately 100 employees. Achievements • Organized and controlled all staffing, absence and holidays for all employees within the company.• Implemented and managed health and safety audits within the business. • Compiled and ensured implementation of all compulsory and non compulsory training. • Consolidated all KPI data this includes reporting on work accidents, absence, number of IP s realized and number of operators per supervisor. This was necessary for the monthly financial reporting. • Active team member of the recruitment for temporary and permanent staff, resulting in a good working relationship with recruitment agencies. • Ensured the communication strategy for Valeo was maintained this involved daily, weekly and monthly meetings. Controlling communication areas and organizing committees such as improvement suggestions and health and safety. • Managed the human resources peoplesoft database; new employees, exit employees, training, appraisals and succession planning.• Researched and developed employees information booklet, this was distributed to all employees and is used as an induction booklet. • Took responsibility for communicating health and safety requirements throughout the business.