Neale Edwards Email & Phone Number

Burton Upon Trent, England, United Kingdom

Head up Organisational Design across Greene King Partnering with Functions and Managed Pub Divisions to deliver our Dartboard measures.Key accountabilities include: • Implement best practices for Organisational Design by developing core principles of OD for Greene King.• Work with business and functional leaders to assess business/function specific organisation design projects and processes to enhance both operating effectiveness and productivity ensuring alignment to core strategic plans.• Lead and support organisational development and design projects that improve people processes, structures, measures, and accountabilities with the ultimate goal to optimise the deployment of internal resources to achieve business results.• Ensure quality execution through a hands-on approach to the design and delivery of organisational development and design projects as the subject matter expert.• Maintain the consistency and integrity of the Job Roles within the business through effective systems and processes for Job Analysis, Job Descriptions & Evaluation, Organisational Structural Design and organisational change.• Support production of job descriptions, or the revisit of existing job descriptions, to reflect standardised language for cross-cutting job skill and complexity levels, through effective communication or purpose and upskilling of key stakeholders.• Working closely with the wider Reward & Policy team to help shape reward practices aligned to best practice organisation design.

Burton On Trent

To provide strategic HR input to departmental Directors and Managers; acting as coach and confidant. Acting as the business conscious through appropriate challenge and support.• To create and manage timebound plans and strategies in all matters relating to strategic partnering including turnaround. With particular focus on talent and succession management (attraction), employee engagement (retention), personal growth (development) and employee relations.• Responsible for ensuring that all HR activities are managed effectively and in accordance with GK policies/procedures. • To contribute on all departmental matters relating to HR during business planning, budgeting and annual pay review/bonus processes.• To act as an ambassador for the GK HR Department, actively driving up standards to highlight the value adding benefits of the HR model for team, managers and the business.• To proactively develop collaborative relationships with HR colleagues across the company – sharing best practise and sharing talent.• Proactively seek to understand our competitors to inform on attraction, retention and development initiatives.• To evolve an ongoing professional network external to GK

Manchester, United Kingdom

As an Executive Director of The John Maxwell Team, I am certified to facilitate, speak, train and coach individuals and groups in the areas of leadership development, professional skills and personal growth. Trained and mentored by John Maxwell and mentors of his world-class faculty, I am equipped with the tools, resources and experience to help you and your team improve your productivity, performance and profitability. Whether you are looking for a facilitator for group workshops, corporate training in leadership, speaking, sales, or coaching skills for your leaders, or a speaker for your next event, I have access to exclusive content that is only available through a certified Executive Director of the John Maxwell Team to help you reach your goals and objectives

Manchester, United Kingdom

Executive Business Coach and HR Consultant, providing services, which include:• Individual and group Executive business coaching.• Working with customers to deliver bespoke leadership programs, including rollout plans and follow up coaching.• Working with customers to deliver own design Leadership development programs including course facilitation.• Working with customers to support strategy development and planning.• HR consultation including Employee Relations and Organisational Design.• Facilitate and design talent management and HR projects including transformational change.• Delivery of bespoke Myers Briggs MBTI and Prism Brain mapping programs and coaching. • Working with clients to deliver bespoke leadership programs, including rollout plans and follow up coaching.

Manchester

Responsible for 2 regions, partnering with Regional Directors to drive and enable the two regions to maximise their impact through the development and alignment of people and culture, behind its strategic goals. • Accountable for providing organisation development expertise to Regional Directors and Area Managers as required, supporting the change in culture needed to high performance and ownership culture. • Develop and implement a people and performance strategy for 2 regions ensuring that it is aligned to the retail strategy and deliver business reviews in conjunction with the Regional Director. • Develop and lead an effective performance management process across each Region (affecting all levels) in order to deliver the high performance culture required. • Lead all organisational design activities ensuring that the Regions achieve the required levels of productivity and organisational effectiveness.• Coach, challenge and support the Regional Directors and Area Managers on all aspects of the people agenda. • Analyse and interpret HR Metrics data, and in conjunction with the Head of HR Operations and Organisational Effectiveness team, determine, design and lead the appropriate HR programmes and initiatives to develop the business.• Develop and deliver L&D programmes at all levels including team-builds, developmental courses and other learning initiatives as launched. • Continually provide feedback to the HR centres of excellence to enable them to analyse retail needs, design and develop appropriate solutions and take ownership for implementing the output.

Responsible for operational delivery of a £14m profit business through 6 District Managers and 750 shop managers and colleagues in an Area of 136 business units.Accountable for the delivery of the company retail objectives within the Area centred on exceeding the trading profit plan (P&L statement).

Responsible for the design and implementation of both Operational and People Plans across a multi-channel organisation.To be a primary point of HR contact and business partner for the Operations Director and field teams, responsible for the delivery of a professional and effective HR Service.Design and delivery of a talent management strategy to support the core activities in the HR plan relating to joining the business, engaging our people, building capability, delivering high performance and harnessing talent.To act on behalf of the HR and Training Director where required to deliver key organisational goals.Design and delivery of operational plans and processes to support the transformation of retail stores and the retail support centre.Responsible for the delivery of a first class Employee Relations department and updating key policies to develop the organisational culture.

Responsible for the design and implementation of a People Plan across a multi chain organisation.To be a primary point of HR contact for the relevant field and store management teams, responsible for the delivery of a professional and effective HR Service.The role of a HRBP is to provide pragmatic advice and guidance to regional managers on operational business HR issues, building capability through coaching and facilitation.To act on behalf of the operations director where required.To work with the relevant experts in central roles to ensure policies and processes reflect the needs of Retail Operations in the chain.To support the core activities in the broader HR plan around joining the business, engaging our people, building capability, delivering high performance and harnessing talent.To support the transformation of our stores through Transformation to business as usual.

Responsible for the design and implementation of a People Plan to deliver 15% growth across 55 business units and 2500 colleagues and management.Increased sales by 15% across 55 business units by designing a people plan and store structure based on internal and external customer research and feedback.Reduced labour turnover by 5% and increased net trading margin by 1.5% by designing and implementing a variable bonus scheme that rewarded desired behaviours.Reduced variable bonus cost by 10% by designing a structure that rewards discretionary behaviour and team performance.Increased customer satisfaction results by 4.8% by designing and implementing through the L&D department a training program that increased capability and confidence in the colleague and management population.Decreased training costs by £150,000 by creating a financial forecast and influencing the Managing Director to close business units to deliver a sales growth, training plan.

Responsible for all operational delivery of a £100m business through 40 managers and 400 store colleagues in a cluster of 10 business units.Delivery of the best cluster performance in 2008/08 by delivering a robust business plan that delivered sales growth cross 10 business units by engaging and contracting for performance with all 10 General Managers.Delivery of a 5% salary saving and 2% decrease in colleague absence across 10 business units, while also delivering the top cluster performance in peak season 2007/08, by contracting and financial forecasting with 10 managers in regard to performance and absence management. Delivery of a talent pipeline for Store Group Manager. I developed 2 individuals by conducting capability reviews and setting development goals. The result was 1 individual being promoted to a Store Group Manager position the second to a senior manager

Responsible for the creation and delivery of a regional people plan in conjunction with the Regional Managers business plan to deliver business results.Increased recruitment levels by 40% while reducing recruitment costs by 20% and LTO by 4%, by designing and implementing a new online recruitment tool based on market and store research and feedback.Reduced management vacancies to zero in a region of 40 stores, by developing 40 General Managers to identify and nurture talent through coaching and performance management.An increase in 4 KPI's and delivery of 8 0ut 0f 10 KPI's across a balanced scorecard by analysing regional performance and developing a performance contracting plan with each General Manager.

Responsible for operational delivery of a £40m business through 20 managers and 200 store colleagues, in a cluster of 5 business units.Increased balanced scorecard results by 25% across 5 business units to deliver the top performing cluster in 2006/07, by contracting with 4 General Managers and undertaking appropriate interventions to ensure delivery of the store and regional business plan. Increased the cluster management talent pipeline by developing 2 General Manager trainees, through coaching for performance and individual development plans.Increasing performance in 2 under performing business units across 10 KPI's by, undertaking a full business and capability review and conducting performance management with 2 under performing General Managers. This also resulted in the exit of 1 General Manager from the company. Covered as regional HR business partner, by developing myself as a HR specialist and developing a general manger through an individual development review and coaching to increase capability to Store Group Manager level.

Responsible for the operational delivery of a business up to £12m through 4 managers and 50 colleagues.Increases sales by £1m and net trading margin by 1.4% in an under performing business unit by conducting a full business review and engaging and contracting with the store team to devise and deliver a store business.Increased sales by 12% and margin by 1% over a 6-month period in a second under performing business unit while also delivering base store performance, by conducted a full financial analysis of the business and contracting with the management and colleagues in store to deliver a clear business plan. Delivered 5 successful candidates over an 18-month period to the regional management talent pipeline, by assessing possible future talent through individual PDR's and personal development plans. Increasing digital services sales by 150% across 20 stores by, creating and delivering a training program based on sales analysis and store feedback.

Responsible for a team of 2 department heads and 15 colleagues to deliver both an operational and sales plan.Increased sales to 106% of target by undertaking a review of all Sales Colleagues and putting into place a coaching for performance process and celebration of success.Reduced clearance stock holding by 50% undertaking a review of all current processes to create a clearance plan and contracting with all team members to deliver clearance sales. The manager asked me to deputise for him while he was seconded to another role. I under took an individual development analysis and engaged with the HR Manager to develop individual management skills. This allowed me to be seconded to the General Manager role for 12 months.

Level 7, Organisational Design And Organisational Development

2:1, Business Studies

Ba (Hons) Degree, Business Studies

Higher National Diploma, Business And Finance