Collaborating with our global leaders to develop our people strategies. Building our talent strength within our marketing and sustainability community across our 11 countries. Leading our global people strategy with the ambition to leave the brand in a better place than we found it and create an environment where people can flourish. Working with a fantastic team of HR Business Partners.

With over 500 colleagues globally, Technology and the expertise of our team is an important enabler for Specsavers growth.As Senior HRBP I work with our CIO and Technology Directors to embed our people strategy and create and implement our people plan. Together with my team of HRBPs we support and enable our people managers to drive excellence within the team and ensure we have the best talent for our future needs.

Partner with Directors and Managers of business functions to drive and deliver a programme of People activity to implement and embed business change and key initiatives within the function People Plans.Partner with broader HR function to deliver the HR activity calendar including performance reviews, pay review, bonus, TDR, succession planning, engagement survey.Lead on the provision of escalated employment relations advice, support and guidance to line managers and support People Team Co-ordinator with first line enquiries for disciplinary, absence and performance management.Lead on projects with manageable risks in line with the HR strategy and Business Plan Responsible for approval and sign off for offers and employee contractual changes within budget.

Key responsibilities include To lead and manage the planning, co-ordination and implementation of specific Retail people change activities.Role Objectives• Plan the effective delivery of specific people change initiatives, coordinating all necessary aspects and activities• Make informed decisions about approach and timing to mitigate potential business disruption taking into consideration cost and the impact of change• Work with business stakeholders to ensure that the planned change is fit-for-purpose, legally compliant and that the approach and timescales have been agreed by all• Support people changes through the provision of relevant documentation and tools in line with business needs, ensuring that they are legally compliant and fit for purpose• Provide and deliver the necessary advice, engagement and training sessions, as appropriate, to support the successful implementation people change programmes• Work with and engage relevant third parties in support of the change activity• Over-see ‘in-flight’ people change, ensuring that the appropriate processes are followed and that milestones are met• Identify and highlight potential problems or risks and propose suitable solutions• Conduct post-implementation reviews to ensure learning and continuous improvement

Key responsibilities include:Working in partnership with Store Unit Managers to support the development and implementation the People Plan aligned to the B&Q UK Retail Plan.Proactively managing all HR generalist processes and practices enabling the store HR teams to support the business day to day. Leading the Talent proposition for 11 stores, recruiting for vital roles of all levels and building the succession plan for the regional key positions.Driving employee engagement of all colleagues by designing and delivering with management teams a store specific One Team Engagement Plan.Working together with management teams during organisational change ensuring the impact in people is effectively managed. Collaborating with other Store HR Business Partner colleagues to create and ensure synergies of working practices across the business and identify pragmatic solutions to support business objectives.

Key responsibilities include:Alongside the HR Director undertaking the provision of all aspects of the HR function on site. Working with Directors and Snr Mgt team to deliver the organisational and aligned HR strategy.Managing recruitment across the organisation in all departments and at all levels.Advising and supporting line management to deliver all HR policies and procedures. Giving advice and assistance and ensuring legal compliance and fairness throughout.Delivering training including the introduction of new/amended policies and procedures.Provide guidance with regards to employee queries and problems.Informing employees of changes to Employment Legislation and ensuring organisational compliance.Key projects/achievements:Managing restructure of Manufacturing Operations Line Management team.Organising and managing organisational redundancy process.Cost efficiency - including reducing absence to 3.8%.Other accountabilities include:Organise Occupational Health appointments and designing return to work plans for those on medium - long term sick. Arranging BUPA medicals.Promoting good employee relations across site.

Key responsibilities include:Liaising with Associate Partners to design, implement and evaluate recruitment plans based on European and UK strategyWorking with Partners and Directors to find the best candidates for the roles available.Co-ordinating each stage of the selection process, from organising online aptitude tests to scheduling and running assessment centre days.Advising on the recruitment of specialist applicants based on knowledge, qualification and experience.Maintaining comprehensive statistical weekly reports for the Associate Partners of Business Dynamics and the IBM Recruitment Team UK and Europe.Continuously working to meet recruitment targets set by the business area.Interviewing applicants – Fully trained in Behavioural Based Structured InterviewingOther duties include:Supporting colleagues and acting as HR Interviewer in assessment centres across the UK for other business areas within IBM. Working within the Graduate Recruitment Team to manage the graduate pipeline, organise assessment centres and match candidates for all graduate roles to meet quarterly recruitment targets.

Key responsibilities include:Assisting managers when vacancies or recruitment needs arise, advertising for new vacancies, organising as-sessment centres specific to job requirements, acting as HR representative on interview panels, raising offer and rejection letters & ensuring all new starter documentation is in place.Writing contracts of employment and conducting all employee inductions specific to site requirements.Organising and co-ordinating all agency workers for numerous sites across the UK.Advising line managers in relation to a range of people management situations, and informing and advising them of the application of current and upcoming employment legislation.Creating HR reports for Senior Management and Company Directors.Working with the Managing Directors to identify, adapt and implement HR strategy based on developing business requirements. Acting as HR representative in employee meetings incl. disciplinary, redundancy and TUPE consultation.Organising all employee training in line with the company training budget and organisational requirements.Conducting exit interviews and the administration of leaver paperwork.

Key responsibilities included:Ensuring the college's recruitment process, policies and procedures were followed, including placing advertisements where necessary, processing all applications, updating the HR software (QLX) with applicant and new starter information, checking all CRB applications and ensuring all appropriate documentation are received and copies kept for personnel files.Assisting the Director of HR in meetings where necessary.Co-ordinating the management of all employee absence, including arranging home visits, return to work interviews and ensuring the documentation of medical certification where necessary.Organising all agency staff and arranging site inductions.Producing weekly, monthly and bi-annual HR reports for the Director of HR. Providing administrative support for the Director of HR.