Joanne Thomas Ba (Hons) Cipd Email & Phone Number

Global HR Business Partner• HR Global BP and coach to COO, Supply Chain Director, Manufacturing Director, Procurement Director for all strategic HR processes• HR lead for COO related projects to support the Energy Transition.• Working with Global HR Manager and central HR team on HR Strategic projects

• Structural change delivery, with the complex separation of a formerly unified business into two discrete business streams (infrastructure and Downstream), aligned with employment, union and regulatory requirements.• HR Global BP & Coach to Infrastructure CEO and COO during the organisation change process ensuring alignment and implementation of HR Strategy and Policies between Impala and Puma. • Focus on Business as usual whilst delivering ongoing solutions for the day to day HR challenges during the change process & managing the recruitment of the Global Infrastructure Central Services Team.

• With Chief HR officer built and delivered the new HR Global Model based on the Ulrich Model; HR BP’s for the business. Centres or Expertise (Resourcing, Reward, Talent, Digital). Data smart with HR shared services managing day to day operations and transactional activities (Hire to Retire).• Worked with Centres of Expertise on global projects including Mercer benchmarking and grading exercise, redesign of LTIP, performance management & EOY Merit & Bonus process, talent management & succession planning, digital training programs, wellbeing and design and delivery of the Employee Value proposition.• HR Global BP & Coach to Retail, Brand & Marketing ExCom leader. Worked in partnership with key stakeholders to design and deliver an operating model to support a customer led model combining a global approach with local market expertise. Managed the resulting costing and budgeting, resourcing and consultation processes.

Westerleigh

Following the Murco acquisition in 2015, worked with senior management to attract and retain talent within the business and develop the company talent and succession planning process as well as manage change programs such as UK business acquisitions, TUPE transfers and business improvement reorganisations across the UK.

Milford Haven Refinery

Progressively promoted through key HR functions; currently part of the management team and leading a diverse business support team comprising of; compensation and benefits, employee relations (within a unionised environment), occupational health, resourcing, training, PR, welfare facilities and the IT team. Key achievements:- Designed a compensation & reward strategy with key aims to support the required market position on total compensation, reward performance within budgetary constraints, motivate and retain skilled employees and align business and individual objectives. Using HAY job evaluation as the basis, designed and implemented a new grading structure, job family matrix, competency progression framework, annual appraisal scheme and a management performance ranking tool.- Managed a corporate reorganisation to support new business culture; improved flexibility and business efficiency.- Managed large scale redundancy program; phased redundancy plan developed in line with key competency and knowledge requirements of Decommissioning and Terminal Operation structure. Coordinating on going consultation program (employee forum, union and individual) and staff outplacement support program.

Milford Haven Refinery

Managed all aspects of Employee Relations; extensive union interface and negotiations, discipline, grievance and performance management, occupational health and sickness, internal communications, PR and facilities. Key achievements: - Negotiated a new union agreement and competency based pay programme for union staff to reward performance and competency progression, driving employee engagement and aligning operational requirements with financial reward.-Introduced an Employee Forum to improve employer/employee partnership and employee engagement.- Designed and implemented a sickness strategy to proactively manage absence in line with legislation; introduced case conferences with individual managers, the use of "bradford factor" for short term absence and on-going contact, home visits, review of pay and holidays, occupational health reports and ill health capability procedure for long term absence.- Implemented "Nine Day Fortnight" to improve employee work life balance, motivation, productivity and retention.- Successfully managed the HR provisions for Refinery turnarounds and inspections with no contractor IR issues. Such events result in c2000 additional contractors. Responsibility includes fatigue management, additional medical, catering and cleaning support and extra drug and alcohol random testing to reflect the safety critical nature of the Refinery.

Milford Haven Refinery

Delivery of recruitment and resourcing strategies, succession planning and training and development to meet business needs.Key achievements:- Designed and delivered a Graduate recruitment programme; psychometric testing, competency based application, interview, case study and team exercise to ensure recruitment of the most business effective graduates.- Training and succession plan introduced ensuring employee development, engagement and business needs are aligned.

Milford Haven Refinery

Worked across all HR disciplines, and took on the role of recruitment officer. Specific projects included updating of all HR policies and procedures in line with business/legal needs and development and issue of Employee Handbook to ensure key HR policies are fully transparent to all employees.

Cipd

Ba (Hons) Business Studies, Business, Management, Marketing, And Related Support Services