Kate Ashmore Email & Phone Number

Exeter

Coaching - Individuals, Teams & GroupsCollaborating - with SMEs on how to evolve, design and develop their Organisation to enable their people to do their best workFacilitating - Team Days, Strategy Sessions & Culture Change Programmes

Bristol, United Kingdom

• Main Responsibilities & Key Achievements:
• Company purpose established: Making Things Better
• Co-creation of the Manifesto & Values
• Facilitator and contributor to the business vision, pillars, strategy & activity plan
• Working & coaching the leadership team to provide consistency and direction to the business
• Creation and development of the HR strategy and people agenda

Dunstable

My role was split into three core sections; resourcing, reward and organisational development (OD); owing to my role being a maternity cover. My first key focus was to embed my very new team, as well as picking up and delivering two ongoing projects (Team Member recruitment & a new pay model). With my OD hat on, I worked with Operations to review and.

• ASK Italian is part of Gondola Restaurants LtdSince 2011, the business has undergone significant changes; a total transformation. Every element of the proposition has been refreshed, from the people, to the menu, the.
• In collaboration with the L&D and Ops Teams, we drove the talent management agenda to ensure that upwards of 70% of our fills were internal promotions; whilst ensuring that the best external talent was recruited via.
• Accountable for all aspects of Performance Improvement and Employee Relations matters, including strategy, budgets, Employment Tribunals, restaurant closures/TUPE transfers and redundancies;
• Driving improved HR standards, best practice and imbedded the ASK Factor in all people practices throughout the organisation;
• Design and delivery of a reward strategy to reinforce our culture; aligned with the ASK Italian Journey training programme, rewarding those that drive their own development
• Successfully identified the opportunity to maximise the implementation of Government Legislation to update hourly paid employees terms and conditions and introduce improved ways of working to drive improved service.

• HR Generalist focusing primarily on supporting the Sales Director and the Chief Marketing Officer’s and their teams as well as working within the wider HR Team to drive a step-change in the delivery of HR support. Key.
• Influenced the sales team to review their selling style
• Design and delivery of a programme of 90-minute training workouts
• Roll out of Job Levelling programme

• As part of a two-man team, my role was pre-dominantly an operational HR generalist. I supported all UK-based employees (110 employees), which included both the UK Market and the European Headquarters.
• Project Afterburner: this project saw the full integration of the Energizer and Wilkinson Sword offices and teams.
• Working in conjunction with the HR and Management Team we introduced a Talent Management Programme, which included the development of a top talent template, an in-depth & qualitative perception survey and external.
• In conjunction with the Talent Management programme, I conducted a TNA. From that I developed a Learning Strategy, of which the goal was to develop and implement of a Learning and Development Programme, which gave.
• The Common Back Office project was driven by the single legal entity of Energizer and Wilkinson Sword. This drove a requirement and opportunity to align all Wilkinson Sword and Energizer terms and conditions. I had.
• I worked closely with the Management Team, sitting in on Management meetings and encouraging them to take more responsibility for their teams. Other parts of my role included recruitment, being the first point of call.

• The Entertainment Network was originally a wholly owned joint venture Company established by two major record companies, Sony Music Entertainment (UK) Ltd and Warner Music UK Ltd, in April 1999. Human Resources &.
• Co-ordinate the full range of Learning & Development activities, including developing & implementing a Learning Strategy; introduction of Departmental Training Matrices; assistance in the development of a tailored.
• I was the main point of contact for all Employment Law issues, in particular, dealing with Discipline & Grievance issues, as well as coaching the HR Assistant and Line Managers through the process and beyond. As well.
• Absence Management: including revision of the Absence Management Policy and Procedures, guidance & techniques for managing long and short-term absence, coordination of Occupational Health Doctor. Resulted in 1%.
• Compensation & Benefits Management – including Permanent Health Insurance, Private Medical Insurance, Pensions, Life Assurance and Death in Service scheme.

• Human Resources Advisor – McVitie’s Factory October 2002 – August 2003Roles & Responsibilities
• Responsible for Development for entire McVitie’s Management staff (around 110 people). Design of Training Needs Analysis for site & redesign of training records and a skills matrix to ensure proper recording. One to.
• Part time, professional HR Management resource, centrally co-ordinating the Change Management activities around Project Catwalk. Providing support to the Operations HR Controller and Site Implementation Teams in the.

Cipd

Education record