Kerry Scott Email & Phone Number

Salford, England, United Kingdom

Warrington, England, United Kingdom

- Managing the Specialists within the team and supporting the delivery of the DE&I Strategy.- Co-delivering the design and company-wide launch of a new DE&I strategy to a newly formed organisation to 17,000 employees.- Working closely with Senior Leaders to set local diversity goals to be reflective of society and to build inclusive cultures in their business areas via local DE&I squads.- Leading the delivery of an annual DE&I survey, the cascade of results and action planning.- Speaking on All Hands/Town Hall sessions and facilitating sessions on a variety of DE&I topics across the business.- Ensuring that all ERG’s are supported, championing the topics they represent (Ethnicity, LGBTQ+, Gender, Disability, Neurodiversity and Carers) across the business and externally.- Led the delivery of the first Virgin Media O2 combined Binary Gender and Ethnicity Pay Gap report.- Ensuring equity through policies and practices (Recruitment, Trans-health, Family) and the roll out to the business.- Driving engagement with 2020 Change (as a lead sponsor) to deliver a future talent programme.

- Working across the Organisational Capability team as an Agile Product Owner for topics such as Leadership & Management Development and Diversity & Inclusion. Using Programme Management and Agile methodologies.- Provided support and guidance to all our employees/managers in response to the Covid 19 Pandemic.- Delivery of an employee survey and results to understand the needs of our people during the Pandemic and respond to them.- Leading on DE&I co-wide problems to put solutions in place to address these (Allyship Programme, Inclusion Development and Diversity Squad).- Leading a full itinerary of co-wide activities for National Inclusion Week for 2020.

- Responsible for driving positive employee experiences and a compelling O2 story for our people to enable increased engagement and performance levels across the UK organisation. - Leading the design of a #teamo2 campaign to bring to life our HR strategy and demonstrate our values and why O2 to create company advocates.- Developing a strategy for the HR team to enable a more people centric culture. - Leading work to align customer experience with employee experience in partnership with our Marketing team. This led to the creation of our Employee Experience Principles and employee advocacy activities.- Responsible for evolving our approach to enable a high-performance culture through a review of our performance management process to create a people focused and conversation led experience.- Identified to be part of O2’s Ignite talent programme for 2019 (c80 people from across the UK).

- Leading programmes to improve employee experience and ensuring appropriate governance in place within the HR team to ensure we are compliant with legislation and external best practice.- Rollout of a new performance management process to drive a high performance culture.- Led the people engagement plans for the implementation of Workplace by Facebook.- Project managing activities to ensure compliance to new GDPR Regulations from an employee data perspective (including 3rd party suppliers).- Ownership of the supplier register for the HR team (over 200 suppliers) to ensure all contracts compliant with internal procurement processes, this included the design and delivery of workshops to ensure all supplier contact points working to best practice.

- Employed within the HR Operations Team focusing on Employee Engagement. - Leading the delivery of key programmes across the UK business. - Project managed the review of the maternity leavers experience which led to the introduction of networking events, a new phased return process, a dedicated app and improved service from our HR services team.

- Relationship manager for our permanent managerial and specialist recruitment (c.1000 hires p.a.) and contractor recruitment (c.400 hires p.a.) teams through RPO and MSP partners. - Management of RPO and MSP contracts ensuring that the on-site teams providing services as agreed, that KPI's achieved and dealing with any escalations.- Responsible for employer brand and candidiate experience for O2 non-volume roles.- Led the selection and implementation of a new Applicant Tracking System to enhance the design and re-launch of a new careers site to enhance the candidate experience.- Led the commercial negotiation of the contract for the provision of an RPO.

- Health and wellbeing promotion and engagement (mental and physical health).- Relationship management of our Occupational Health, Health Screening, EAP and Death in Service provision.- Leading UK wide HR Projects (Annual Pay Review, Employee Engagement Activities).

Bury

- Supporting Customer Service teams by delivery of key HR priorities to the business.- Supporting the Customer Services Directorate, responsible for partnering with senior leaders.- Ensuring change projects are carried out within timescales set and deliver the required results for the business ensuring that people policies/processes are adhered to, and engagement levels maintained.- Coaching leaders within the business on HR topics (e.g. complex Conduct, Attendance and Performance cases) where required.

Chorley

- Working in partnership with client areas on issues such as Organisation Design, Resourcing, Redundancy, Remuneration, Performance Management, Engagement, Team Building and HR policies.- Ensuring that the HR Strategy is implemented by conducting key projects (e.g. company car policy).- Responsible for diagnostic, planning and delivery of L&D solutions to all levels across the organisation.- HR lead for a key business project to move 300 staff to a new site through the development of HR policies, effective staff communications and inputting into key business decisions.

Knutsford

- Project management of annual pay review across IT function of 7,000 employees resulting in improved engagement with HR and Line Managers within Barclays ensuring best practice decisions are reached whilst achieving commercial objectives.- Delivery of key annual HR programmes to line managers and employees e.g. pay policy, communications, and performance management systems.- Undertaking ad hoc projects including job analysis and evaluation, recruitment and retention strategies, salary surveys and policy development.

Manchester, United Kingdom

Morley