Emily Grant Email and Phone Number

• In the role of HR Specialist I partners with the District Manager for UK North supporting 13 Fossil or Watch Station retail stores. I would conduct store visits and work with the Store Managers to develop their teams. This would involve looking at KPI’s of the employees and putting an individual development plan in place with the employee to help maximise output. I would also discuss succession planning and advise the store manager how to develop their employees for the next step.• Employee Relations – Advise and support in all areas of employee relations including – coaching managers on how to conduct investigation, disciplinary, grievance, flexible working and absence management, ensuring they comply with ACAS and Fossil’s Policy and Procedures. After the formal meeting has been conducted discuss potential outcomes and ensure the outcome is fair and minimising the risk to the business.• Learning and Development – Partnering with Store Managers to conduct effective learning need analysis, develop learning initiatives and individual development plans. • Performance Management – Coach managers on Fossil’s Performance Management process. Ensuring that there is a performance issue and not a training issue before the process is started. Launching the performance management process with the store manager and having follow ups every month with the manager and employee.• Recruitment – Working with the Store Manager to see if it is possible to promote within, but ensuring we recruit the right person for the team. Discuss other options, such as increasing hours of employees, before recruiting for a role.• Reward and Recognition – Partner with the Benefits Manager to promote the benefits available such as the EAP advice line, Life works and SimplyHealth.• Manage all administration of new employees and leavers.• Process improvement for new starters, contract changes and leavers. • Running SAP reports to understand turnover from month to month.

• Support managers with employee relations case work, ranging from advising on how to conduct the meeting advising on potential outcomes and drafting outcome letters. • Support managers with on-going sickness in the work place and advise about keeping in touch with employees keeping in line with Policy and Procedure.• Advise on Policies and Procedures.• Support managers with on boarding employees so the are set up to succeed.• Contact new starters to understand how their on-boarding was collate data to report back to the area managers, making suggestions on how the team could improve.• Conduct exit interviews with leavers across the business collate the data and make suggestion to the Human Resources Business Partners about improvements that could be made to retain staff and highlight any areas that have raised concerns.

• Bridge communication between Huron and Pope Woodhead since the acquisition• Implement policies and procedure that Huron want Pope Woodhead to follow. • Coordinate all the UK recruitment for the consultancy.• Interview candidates for different roles.• Generate contracts and offer letters for all new employees and Interns.• First point of contact for all new employees with the onboarding process.• Monitor the HR systems for sickness and working from home anomalies.• Administration of all staff personnel files and documents.• Provide advice and support to managers with regards to employee performance.• Edit and amend HR policies and procedure.• Support the Head of HR.• Provide training for the in-house appraisal system.• Main HR contact for any employee enquiries.

Within this role I dealt with their areas of recruitment. Cambridge based recruitment, Antarctic based recruitment and also ship based recruitment, below are the details of the areas I covered within this role.• On call phone - dealing with any HR related issues out of hours.• Support employees with any HR related issues.• Provide guidance on policies and procedures.• Liaise with the Share Business Service (SBS) with regards to any employment issues.• Supervised two HR Administrators.• Attend and prepare for recruitment show to promote British Antarctic Survey job vacancies• Day to day overview of the recruitment budget.• Plan the recruitment for the year.• Liaise with line managers about recruitment timelines, from advertising to interviewing.• Find the most cost effective way to advertise job vacancies.• Liaise with the immigration department to see if the vacancy is suitable to get a visa or not. Then discuss any improvements needed to be made with the manager.• Ensure any vacancies that would potentially need a visa are advertised in the correct places and display the appropriate information.• Monitor adverts and advise managers if more needs to be done to promote the role.• Train managers on how to complete the sifts if they haven’t completed one before.• Interview applicants and offer the successful candidates.• Provide feedback for unsuccessful candidates after interview.• Ensure all employees have the correct documentation and certification to comply employment regulations, such as ENG1’s for Mariners.

Within this role I was supporting the HR Officer – Recruitment and Selection with the below duties• Advertise job vacancies this includes liaising with the line manager to find out where they would like to advertise and making suggestions. Organising a closing date for the job vacancy and a potential interview date. Also speaking to adverting companies to get the job advertised.• Speaking with candidates with regards to any questions they may have regarding the job they are interested in.• Reply to emails in the HR inbox.• Coordinate interviews, invite successful candidates and send unsuccessful letters to the unsuccessful candidates.• Coordinate and liaise with line manager to finalise interview timings and dates. Also arrange questionnaires, medicals and lunches depending on what the line manager would like for the interview process.• Conduct Inductions for new starter on their first day at BAS.• Provide feedback to candidates when required.• Offering successful candidates roles within the organisation.• Interviewing Cambridge Staff.