Reporting to the Chief People Officer and leading a team of 5 my responsibility is to head up the HR function and to business partner with our Engineer / Technology departments. Day to day HR activities during a period of rapid growth I also lead on HR initiatives such as implementing a new HRIS & ATR system.

Acting as the Interim Head of People leading a team of 4, my role was to assist with the rapid growth in headcount across the business from an HR perspective. With almost a blank canvas the role was to provide day to day operational support and to assist with scaling up the People Operations Department focusing on retention and attraction amongst other key HR initiatives.

Head of HR, UK - Responsible for all UK HR and people related issues. I lead a team to provide HR support and advice to the business.Provide and develop strong and effective working relationships with key stakeholders and line managers by giving guidance on legal compliance, mitigating risk, advising on performance management issues including managing change management redundancy situations, long-term sick, employment tribunal processes, organisational and/or structural changes within the business that require HR support or involvement.

Provided strategic and operational HR support during a huge EMEA Restructure titled ‘Project Transformation’. Lead the UK & Ireland Reduction in Force (RIF) project which consisted of Group and Individual Consultations and fair selection of redundancy and job mapping.Other duties include:• Providing strategic and operational HR support to individual business units and key stakeholders• Leading recruitment campaigns• Leading complex ER cases• Harmonising Company benefits

Overall responsibility for all People related activity within the business both from an operational and strategic perspective. Responsible for leading the HR Department and ensuring the company adopts best HR practice. • Develop and implement an HR strategy in line with the organisation’s goals and objectives • Ensure HR plans and policies support the needs of the business and are also flexible enough to cope with changes in the organisation, as and when they occur• Develop a strategic partnership relationship with all parts of the organisation and work closely with the company Directors• Supporting the development of an organisational culture • Implement a performance management culture• Assist the design and delivery of development workshops in areas of HR, to enhance knowledge and skills within Lyle & Scott• Adhere to legislative requirements including Health & Safety and implement necessary changes• Manage relationship with Trade Union

Provided strategic support to the business areas and key stakeholders.Implemented the people strategy aligned to the business goals and provided operational direction.I worked closely with the business to provide support for enhancing business activities, such as acquisitions, bids, TUPE transfers and organisational restructures.I provided a source of challenge, advice and coaching to line management/colleagues to deliver ongoing improvements in organisational effectiveness and achieve desired cultural changeApplied best practice effective communication to encourage a consistent professional approach throughout the business.Provided support for all ER activities within client group.

Provided HR generalist support for a 5 week period during a compensation review period. Duties included handling ER issues, generalist HR support, recruitment activities and providing HR support to the Middle East.

Provided a proactive HR Operational and advisory service to assist managers in improving their recruitment and management of staff, while ensuring a high level of service and regulatory compliance Key Accountabilities: Dealing with Employee Relations casework and Recruitment campaigns. Provided appropriate advice and guidance to Line Manager's and employees so that the Company can pursue its objectives in a manner that is compliant with employment legislation and company policy. Assisted managers/supervisors in developing their HR plans for improving employee performance in line with divisional and corporate plans. Identified needs and design, deliver and evaluate development opportunities for managers and supervisors that results in improved management and staff recruitment skills and thereby assists in delivering improved business results. To research, develop and implement agreed HR policies and procedures in an efficient, effective but flexible manner, with the aim being to assist management and to meet changing business needs. Provided ongoing support to management in the job analysis process for new positions. Assisted in the continuous review and improvement of the departments processes and procedures to ensure that HR provides a timely, accurate and efficient level of service.

Acted as the interim HR Manager to the UK and Ireland I was required to manage, develop and coach a small team. Duties and responsibilities included:-Leading the harmonisation project with current merger-Design and develop HR policies-Supervise the full recruitment process -Co-ordinate HR planning activities -Support managers with employee relations issues, including -Manage poor performance, disciplinary and grievance cases.-Ensure legislative compliance on all aspects of human resource management activities-Develop, recommend and implement policies and procedures. -Driving the Performance management process -Implement and evaluate compensation and benefit strategies including sales incentive programs, in alignment with International Compensation & Benefits strategies.Lead, support and assist change management and organisation improvement initiatives.-Oversee effective operation of HR processes and systems including PeopleSoft infrastructure -Contribute to International/Global HR projects

Provided full HR support for Front and Back office client bases. Specific responsibility for the Volatility division, Equities division, IT and various Corporate Office functions. Working with the MD of the client bases to provide HR advice on ER issues, HR Strategy, Recruitment, Ad hoc project management as required and the management of the Company Internship programme. Heavily ER focused with the completion of several compromise agreements.

Worked at both Strategy and Operational level to provide a generalist HR and advisory service to Line Managers. Supported and developed the delivery of HR solutions to add value to the clients business which enables them to achieve their objectives and remain compliant. This role involved managing queries, providing advice / interpretation of HR policy / procedure, management of standard caseload (attendance / performance) and on upskilling of Line Management re people management issues.

Reported directly to the HR Director and worked as a Team leader within the HR Department. Provided HR support for 280 employees: -Produced and updated policies and proceduress-Conducted the TUPE out of 20 employees-Main HR contact for transfer of 50 personnel due to merger of firm-In house recruitment & external advertising-Advise on employee relations

Carillion Integrated Solutions were awarded a 25 year contract for the provision of all support services to the Ministry of Defence on the Permanent Joint Headquarters site at Northwood, Middlesex.Duties and Responsibilities:-Establish, develop and implement HR systems, policies and procedures-To act as the HR contact on site to Mobilise the Services contract for Carillion. -Negotiate Terms and Conditions with Trade Union.- Soley conduct the TUPE transfer of 160 staff and recruitment of additional 100 staff. -Operational day to day HR Activities.