Kellie Glossop Chartered Fcipd Email & Phone Number

England, United Kingdom

Montreal, Quebec, Ca

Montreal, Quebec, Ca

Dairy Crest was rebranded Saputo Dairy UK following its acquisition by Saputo Inc. in April 2019. Headquartered in Montreal, Canada, Saputo is one of the top ten dairy processors in the world.As a member of the HR Leadership Team, responsible for creating and implementing the people plan defining the company’s talent agenda, diversity, equity and inclusion programme, organisational change, and compensation and benefits strategy. Leading through a senior team the delivery of HR advisory, ER management, Compensation and Benefits and support service, Resourcing administration, L&D administration, Payroll and People Insights to agreed service levels across the business. To provide leadership to the HR function, ensure the delivery of our people plan in a timely fashion and alignment and recognition of business need.Accountable for the UK's compensation and benefits framework.Regularly reviews and improves processes, systems, ways of working and interfaces within the Operations team and with HRBPs/ Talent team to deliver a more effective and efficient joined up customer focused service.Responsible for the company wide Employee Relations agenda and Employment tribunal management.Represent business at annual trade union negotiations.Responsibility for overseeing the processing of weekly and monthly payrolls (circa 1200 employees) and authorising all payroll payments.Provide data insight on people matters to the business, ensuring on-going monitoring of HR metrics and deliver the companies annual gender pay report

• Manage the HR customer service team including Payroll, Employee Relations, Management Information, Reward, Car Fleet and HR Advise to deliver centralised and consistent HR Services for the company. Identify and deliver cost efficiencies and simplification where possible. Measure performance against Service Level agreements developed in conjunction with the Business. Develop annual budgets as appropriate being mindful of business case commitments.• Develop a Management Information and insight service with frequent reporting to the business of HR activity and insight pointing out opportunities for growth, people development and HR trends.• Contribute and influence the development of DC HR People Strategy as a member of the HRLT aligned to the company’s growth strategy.• Develop, agree and review service governance frameworks with the HR shared service team and key stakeholders • Act as a change agent identifying and leading improvement opportunities within the shared service team, HR function and through supporting key corporate change project initiatives• Provide advice on reward matters and manage the cyclical benefits and rewards process’ for the business incl Pension arrangements, bonus, benchmarking, and job evaluation.• Work alongside the Group HR director on creating and delivering a reward strategy for the business.• Accountability for the company’s Employment Tribunals working closely with the company solicitors to defend claims made against the company.• Responsible for managing the salary benchmarking process.• Work with HRD to support on pensions PCCF and solutions to legal changes regarding lifetime allowances.• Ensure the company is compliant on reporting against legal requirements i.e gender pay, modern slavery.• Manage and continually review the company’s car fleet service.

Influence the development and delivery of departmental goals through partnering with client groups, and building strong relationships with key stakeholders, linking to the divisional strategy.Supporting the management teams in the delivery of their people agenda.Work with HRCSC to proactively identify and influence changes to improve HR services and processes.To act as a change agent, leading change initiatives whilst driving towards desired organisational culture and supporting values.Challenge and coach operational management on how to improve engagement of employees, address resulting people and employee relations issues and build people capabilities effectively.Interviewing and coaching managers in the application of recruitment skills.Maintain strong relationships with Shop Steward and Full Time officials of the Trade Union.Use the Employee Survey to drive action groups and review employee engagement with a view to increasing and measuring through the engagement survey.Review and challenge HR KPI’s with stakeholders.

Working within the Senior team to manage the delivery of first line HR advice and support to DC line managers and employees for general administration, training, payroll, recruitment and ER queriesManaging the delivery of HR services through the advisory team in line with the Service Level Agreements for the HR CSCEnsuring continuous review within the senior team of all HR administration processes to ensure that they are in line with best practice and are streamlined to maximise the efficiency of the HR CSCTo establish and maintain relationships with managers within areas of accountability to drive the HR profile at sites.Be responsible for the delivery of consistent and accurate specialist advice and support to all line management on people policies.Encouraging development of indiviudal competencies and knowledge base.Building and maintaing an effective relationship with key stakeholders within the business division driving customer engagement and managing customer compalints within the division.Leading the review, amendment and introduction of HR policies.Supporting on Employee Relations cases of a difficult and complex nature at any site.Delievery of the Employee Relations Officer role.

Deputising for the Employee Relations Manager;Building strong relationships with Trade Union Representatives, Key Stakeholders and managers at all levels within the business;Establishing and maintaining good relationships between employers and employees;Providing specialist advice to the business;Acting as a consultant to line managers on the implementation of policies;Promoting equality and diversity as part of the culture of the organisation;Recognising training needs, developing courses and delivering training; Supporting, advising, coaching and influencing managers through disciplinary, grievance and performance hearings;Assisting in the resolution of specific disciplinary or grievance cases, including acting as a mediator between the employee and line manager;Supporting complex absence management cases;Conducting and advising on formal consultation procedures on a variety of issues as required by law;Providing accurate advice on issues arising from employment contracts and legislation;Writing and amending policies and procedures, including a performance management policy.

Working alongside the HRM partnering managers primarily across client groups but also to the wider organisation to ensure a seamless HR service. Covering for HRM during a secondment period.Coaching and challenging line managers to deliver specific solutions in a manner consistent with best practice and company policy.Interpreting and advising on employment legislation, providing support to managers across a range of ER issues. Successfully project managed a departmental restructure involving approximately 40 employees.Overall responsibility for Customer Marketing team, which involved carrying out talent management and succession planning reviews.Advising on pay and other remuneration issues, including promotion, benefits, annual pay awards etc.Comprehensive recruitment service including developing job descriptions, preparing advertisements, liaising with external agencies, competency based interviews and managing assessment centres.Amended and updated the HO new starter programme following the introduction of on-line inductionAdministering payroll and maintaining customer records.

Avonmouth, Gb

Managing the Time and Attendance system (TruTime) for a staff of approximately 40 people.Processing overtime for payroll.Preparing payroll for export using a Time and Attendance system.Processing holiday and sickness.Assisting with recruiting new employees.Managing petty cash.Representing Health and Safety for the company at one remote site.Preparing and submitting end of month figures.

Interviewed potential care workers, ensuring sufficient training was given and each candidate completed all points of compliance before working.Managing a team of approximately 40 people, directing them to appropriate shifts, and resolving any day-to-day issues that may have arisen in the team.Processed payroll using specific software (CARAS).Completed training for new software package (ORACLE).

Postgraduate Diploma, Human Resource Management (Cipd)

Certificate, Certificate In Personnel Practise

Bsc, Sociology