Laura Bennett Email and Phone Number

Reporting to the Director of People Consulting this role is Senior People (HR) Business Partner to the Chief Operating Officer for the Technology and Operations function at Three UK, with a population of 800, and an additional 1,200 temporary/contract staff supporting business transformation based across the UK.Mentor to People Business Partner within Technology & OperationsKey Responsibilities• Provide thought leadership in Workforce Planning and Organisational Design, Talent Assessment & Engagement, Business Integration, Change Management and Leadership to drive overall organisational effectiveness and commercial success• Drive the 2020 Workforce Plan and Organisational Design in line with the Targeting Operating Model to meet the current and future needs of the Technology & Operations function in the wider business context• Understand business outcomes and ensure the optimal people strategy and solutions are developed and effectively applied to meet these needs• Operate at a strategic level and collaborate with the centres of expertise within the wider People (HR) function to ensure appropriate solutions are designed and delivered, and take accountability for their deployment in the business area

Reporting to the Global HR Director STANLEY Engineered Fastening Industrial, responsible for all HR matters across Europe for the client group (Commercial, Finance and Engineering). This role also operates as part of the global HR team, undertaking project work at a global level.Major AchievementsFull reorganisation of the Senior European Leadership team, to align the organization to meet the commercial needs of the business, and ongoing change management across the region to align STANLEY Engineered Fastening with the Stanley Black & Decker results driven cultureDevelopment of a new Commercial Go To Market strategy to support the current and future Strategic Planning periods, focussed on ensuring speed and ease to market, together with developing individuals within the business, and enhancing the existing succession plan across the European region.Development of a commercial early career programme to support business growth across the Strategic Planning period (3 -5 year outlook) with specific focus on ensuring a talent pipeline is in place for anticipated retirements as well as developing bench strengthDeployment of a career long training portfolio 'Elevate' to the European business, to be rolled out globally, the first of it's kind deployed within the business to deliver a structured plan from Onboarding to Leadership Coaching

Focusing on the development, implementation, execution and improvement of core HR processes across the Global businesses of STANLEY Engineered Fastening in the areas of strategic workforce management, organizational development, HRIS and compliance, working closely with business Unit HR leaders and regional Integrated Support HR teams in the implementation of consistent HR programs and procedures that draw upon the best practices of current Engineered Fastening and Stanley Black & Decker polices as well other industry benchmarks. This role included the management of one direct report.

Focusing on the development, implementation, execution and improvement of core HR processes across the European and Asian businesses of STANLEY Engineered Fastening in the areas of strategic workforce management, organizational development, HRIS and compliance, working closely with business Unit HR leaders and regional Integrated Support HR teams in the implementation of consistent HR programs and procedures that draw upon the best practices of current Engineered Fastening and Stanley Black & Decker polices as well other industry benchmarks.

Reporting to the VP HR Operations EMEA responsible for all central HR systems, processes and tools across the region. This role operates as part of the European team supporting high volume company integration activity across Europe and globally, including reviewing organisation structure, managing local integration activities (e.g. redundancies and department centralisations) supporting the harmonisation of HR practises. HR Lead in Europe for all projects requiring centralised HR input. Management of 1 direct report based in Poland and regular Project Management activity.Major AchievementsSupported 3 major global integrations (in excess of 3,000 headcount actions) from planning through to execution, working with US teams to pulse and measure progress against restructuring budgets and synergy commitments.European HR Project Manager for rollout of all global and European wide tools including Kenexa Brassring and Concur – defining European requirements, developing European policies and procedures to meet global standards, advice and guidance on impact of projects to European and Local Works Councils, delivery of training and communications across European HR and employee populations.Developed an Acquisition Toolkit used globally to educate HR Integration Leads on how to go about supporting the business through an acquisition and subsequently developing the new organisation.Managed the European HR synergies for the integration activity between Stanley and Black & Decker, closing out ahead of plan, with synergy savings in excess of target.Developed and delivered (internally with IT resource) EMEA wide tools and processes to support the monitoring of all restructuring/integration activity across all business areas (also used globally), a headcount reporting tool (tracking 14,000 employees), an automated merit review tool revising company processes for this activity and combined these key systems into a reporting dashboard using SalesForce.com technology.

Reporting to the Compensation & Benefits Vice President EMEA supporting all aspects of C&B across EMEA. HR Lead in EMEA for measuring and reporting headcount and all restructuring related activities. Management of 1 direct report.Major AchievementsDelivered an integrated Stanley Black & Decker relocation policy, working with all businesses and countries to provide standard processes and policies to the newly integrated businesses.Defined and managed the process to deliver a standard business wide merit review process for 6,000 salaried staff across EMEA.Developed a headcount tracking process across the EMEA region to allow the business to receive information for all business units for the first time, which had not been possible in either the Stanley or Black & Decker organisations previously.

This role reported into the EMEA Human Resources Director, with responsibility for the Commercial Product Marketing teams, and the matrixed business support functions of Finance, Supply Chain, Information Technology, Corporate Tax/Treasury and Audit. Also responsible as Manager for HRIS across EMEA and the UK Employee Benefits programme, this role included the management of two direct reports. Working as a member of the leadership team for each of the functions supported, this role was responsible for all areas of HR strategy affecting these teams, with support from the specialist HR functions. Key activities include Organisation Development, including structuring of teams across the EMEA region within the functions. Activities also involve Employee Relations, Resourcing and Talent Management. From April 2009 to January 2010 additional maternity cover responsibility as HR Manager for the Finance Shared Service Centre based in Cork, Ireland – sole HR contact for 60 employees.Major AchievementsFacilitated talent development at the Shared Service Centre, saving recruitment fees, plus engaging and retaining key talent within the organisation and driving career development.Developed a headcount reporting process for the EMEA organisation as part of the Stanley/Black & Decker Integration activity, ensuring that all employees were captured and recorded against budget on a monthly basis, with reporting back to both the EMEA and US organisations – working closely with HR and Finance across the region.Facilitated the re-organisation of the EMEA Supply Chain organisation to support the changing business needs of the function.

This role reported into the EMEA Human Resources Director, and was a broad generalist operational role including ER, resourcing, employee development initiatives, acquisitions and organisation change as well as participating in EMEA wide activities. The EMEA team was made up of 4 HR Managers, 3 Administrators and 1 Compensation and Benefits Specialist.

This role reported into the Senior Human Resources Manager, and provided the function of HR Business Partner/HR Generalist for the UK Field based sales force (approx. 250 employees), working within a team of 4 HR Generalists, and 18 HR employees split into functional teams.This role had responsibility for all Employee Relations and Recruitment issues within the business area as well as supporting activities such as reorganisations and talent management.

Human Resources Advisor – March 2003 – October 2006This role reported into the North EMEA Human Resources Director, with responsibility for all UK Employee Relations issues for the 400 employees covering functions including Sales, Support, Professional Services (Consultancy), and Business Support based primarily at sites around the UK. This role also provides exposure to working practices in Ireland, Scandinavia and South Africa. The UK HR team also consisted of one HR Administrator reporting into this role. The team was supported by Payroll, Recruitment and Learning and Development functions.Given the small nature of the team, this role included responsibilities for Employee Relations, Policy and HR Process Generation, Performance and Absence Management, Compensation Co-ordination, HRIS (including phased roll out of a web-enabled self-service system) and the Management of one HR Administrator.Human Resources Administrator – July 2000 – March 2003Working with 1 HR Generalist and a Training Administrator, reporting to the Human Resources Director (UK & Ireland), this role involved co-ordination of all aspects of HR administration for the UK organisation of 500 employees at this time. Responsibilities included induction, generating employment contracts, processing starters and leavers and ownership of the HR database.Recruitment Administrator – July 1999 – July 2000Working with the Recruitment Manager, this role involved all administration around the Compuware Recruitment Process, including scheduling interviews, co-ordinating diaries, meeting candidates and working closely with recruitment agencies.