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Senior HR professional with experience gained within multi-site and international contexts in manufacturing, engineering, construction and automotive. Achievements include creating and implementing people strategies; recruitment drives, redundancies, business relocations, mergers & acquisitions; design and deployment of (global) initiatives utilising technology (including leadership development and employee engagement), and creation of world-class training facilities to address workforce planning gaps. An initiator, listener, and able to operate stand-alone or leading teams. Particular strengths in strategic workforce planning, apprenticeships, employee engagement, and talent management (including leadership development, succession planning, critical skills and knowledge management).
Horiba Mira
View- Website:
- horiba-mira.com
- Employees:
- 596
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Talent Management Lead (Head Of Talent)Horiba MiraLeicester, Gb
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Talent Management LeadHoriba Mira Dec 2018 - PresentNuneaton, Warwickshire, GbImplementing a talent strategy to enhance how we recruit, develop and retain our very talented people. Skills taxonomies, competency frameworks, career paths, leadership development, employee engagement surveys/cycles, succession planning, and leveraging apprenticeships to a significant proportion of our workforce. HR technology lead, enhancing processes and data analytics by sourcing and implementing new systems.
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Head Of Hr / Learning & DevelopmentJ Tomlinson Limited Jan 2016 - Feb 2018Nottingham, Nottinghamshire, GbReported to CEO, with remit to design and implement a People Strategy, linked to cultural values, and Process Owner for new HRIS/ERP implementation. Achievements included harmonisation of engineers contracts, absence reduced by 50%, employee engagement increased significantly (to 76%), implemented new appraisal scheme, leadership development, 360 feedback, coaching culture, digital learning, onboarding framework, and internal certification competence scheme. -
Head Of Learning & DevelopmentKier Group Jan 2015 - Aug 2015Uk, England, GbCovered learning and talent issues across Kier's Services division, comprising 10,000 employees across a wide and acquisition-strong business portfolio. Initial improvements included improving collaboration between Group and Divisional business units, forecasting key learning needs and leading a rigorous process to agree a preferred supplier list across the Group, reviewing apprenticeship activity (across the Group) and pursuing a direct contract with the Skills Funding Agency (to improve efficiencies and optimise funding), improving the return against the CITB levy, and supporting divisional business units with their people development plans. -
Manager, Talent BankEnergy & Utility Skills Group Sep 2012 - Dec 2014Solihull, GbAs part of the 208,000 new entrants required by 2025 across the energy and utilities sectors TalentBank provided recruitment and workforce development solutions, aggregating demand for critical skills and facilitating both apprentice and experienced/upskilling cohorts amongst large and small employers that would otherwise not happen. A commercial role, with successes including leveraging over 75 NEETs into employment via Traineeships and Apprenticeships. -
Head Of Organisational Development (North Europe)Alstom Power Mar 2008 - Jul 2012Saint-Ouen, FrResponsible for learning, talent and skills issues across North Europe, including management of L&D and Technical Training teams, 100+ apprentices and graduates, and operating across a multi-site environment. Strong focus on industry skills issues, including industry steering group leading to creation of the National Skills Academy for Power, building a world-class welding facility, and maximising our return on the ECITB levy. Developed career pathways framework, aligned to grading scheme, and design/execution of four-tier leadership framework. Responsible for talent strategy, including talent reviews and development plans.Also covered generalist HR activities, including deputising for HRD North Europe, managing a collective redundancy/business closure, creation of HR scorecards, etc. -
Head Of HrAlstom Power Dec 2007 - Feb 2008Saint-Ouen, FrGlobal reorganisation saw appointment as Head of HR for new global steam business, covering 300 employees across six countries. Remit was to work with the CEO to build the organisation capability both organically and through acquisitions. Continued global reorganisation then saw this business subsumed into a larger entity a few months later.
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International Hr Manager (Region 4)Alstom Power Jun 2004 - Dec 2007Saint-Ouen, FrResponsible for learning and talent development issues across global region covering UK, Scandinavia & Baltics, India, and Asia-Pacific (5500 employees and €1.2BN business by 2007). Cascade and upward-influence of Corporate initiatives, supported country HR teams with local issues, and member of M&A tiger team for building Alstom's presence in China. Introduced employee engagement concept in 2004, which later saw me design and deploy a global employee survey (22 languages, 19000 staff, 56 countries). Strong focus on management and leadership development: developed and deployed management development framework, including creation of the Management Standards (applicable cross-culturally), measured and supported by 360 feedback (including designing a web-based 360 tool, later adopted by Corporate).Co-ordination of annual Talent Review process, with hierarchical analysis at unit/country/global levels as well as by professional community (globally), and segmented by HiPos and Emerging Talents.Jan-Mar '08: Global reorganisation led to promotion to Head of HR for new international Steam Business (315 emps across 6 countries) until a further reorganisation integrated the business into a larger group two months later.
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Hr Development Manager (Uk)Alstom Power Service Uk May 2001 - Jun 2004FrRecruited by previous Managing Director to support him and new HRD to develop new service organisation, including relocation of 600-person workforce from three business units to new central location. Initiated process to define new cultural strategy, including introduction of strategy maps and balanced scorecards to enable employee alignment to strategy, and four-tier leadership framework, starting with development of new senior management team and the design and deployment of innovative 'Mental Models' leadership development programme. Designed and deployed factory multi-skilling scheme, linked to new grading, pay and appraisal structure. -
Hr & Training OfficerAlstom Electrical Machines May 1999 - May 2001Saint-Ouen, FrHistoric GEC manufacturing business gradually outsourcing to low cost countries, resulting in a significant redundancy and TUPE exercise to streamline organisation. To reshape the remaining workforce and build capability, a strong focus was placed on L&D, including building a new service culture, a new management development framework, and working towards Investors In People accreditation.
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Hr & Training OfficerEuropean Gas Turbines Ltd Nov 1994 - May 1999Manufacturing business covering 3000 across four locations. Role had core responsibility for management and leadership development programmes. Included 12-month secondment to R&D facility in Leicester to align HR systems and processes with parent company.
Julian Webber Skills
Julian Webber Education Details
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University Of WolverhamptonHuman Resource Management
Frequently Asked Questions about Julian Webber
What company does Julian Webber work for?
Julian Webber works for Horiba Mira
What is Julian Webber's role at the current company?
Julian Webber's current role is Talent Management Lead (Head of Talent).
What is Julian Webber's email address?
Julian Webber's email address is ju****@****tom.com
What is Julian Webber's direct phone number?
Julian Webber's direct phone number is +4434481*****
What schools did Julian Webber attend?
Julian Webber attended University Of Wolverhampton.
What skills is Julian Webber known for?
Julian Webber has skills like Talent Management, Organizational Development, Employee Engagement, Change Management, Personnel Management, Strategy, Coaching, Human Resources, Training, Leadership Development, Workforce Planning, Management.
Who are Julian Webber's colleagues?
Julian Webber's colleagues are David Wain, Aksil Boudaa, Timothy Syer, Mark Emery, Stanley Chell, Gareth Edwards, Steve Jaspal.
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