I am an adaptable and collaborative HR Business Partner and have over 18 years generalist HR experience in the hospitality sector.  I enjoy, and have the ability, to build effective relationships to ensure I have trust and confidence with key stakeholders.    I thrive in a fast pacing and varied environment where I am able to make a difference to business goals.  I have a wealth of experience in all aspects of HR whether this be in complex ER issues, HR projects, Managing business change, process or performance improvement.  I work on a values-based culture and present in a confident and articulate way that makes a positive impact at all levels. In all of my previous roles I have always worked well as a part of a busy and active team and have the ability to engage, motivate, inspire and lead teams to successful outcomes.  I am currently looking for my next role as a HR Business Partner/HR Manager in a new organisation. The key areas of my HR experience are in:  BUSINESS PARTNERINGI have partnered senior managers to help increase efficiency and reduce cost through highly effective HR initiatives and supporting managers in delivering the business people agenda  EMPLOYEE RELATIONSSupporting the business by leading and managing complex ER issues, giving sound and practical complex advice based on my expert technical knowledge  PROJECT MANAGEMENTI have managed and led a variety of HR projects with the most recent being the introduction of the performance review process that links into annual pay increases and bonus payments.  I Ensure I deliver the right outcomes first time and translate complex concepts into practical plans  TALENT DEVELOPMENTI have lead and managed a team of 4 in supporting their skill knowledge and personal development. I have coached managers and teams to work more effectively utilising different methods and provided constructive development feedback (15FQ+).

Reported into the HR Director (UK & Ireland) -poviding HR Business Partnering to Senior Managers within Support Office in Manchester and London. Managed a team of 3 in the HR Service Centre team in ensuring excellent HR service to the business. Managed Office Services with a team of one. • Performance Review Process – Lead a project to ensure all relevant colleagues received their correct pay and bonus for 2017. A review of the previous year’s outputs was conducted, where the findings were taken on board and supported the planning and delivery of 2017 process. Part of this process was to up skill managers on how to hold performance reviews. The feedback was the sessions were informative, their confidence doubled in the ability to run Performance Reviews, 96% stated they took something away, and the overall rating of the session was 100% from “Good to Excellent”. • Recruited a new team to support the HR transactions and acted as first point of contact for all HR queries. Planned and managed the recruitment, induction, training and implementation of the newly created team. • Managed an underperforming team to gain more focus and re-engagement. This was achieved by motivating and engaging the team and focusing on results by creating a short-term plan, redefining the roles and creating process flows for each area delivered. The outcome improved individual performance scores and engagement in improving service delivery.• Managed and supported Senior Managers by being the point of contact and advisor in key ER issues. Facilitated the sales team in supporting the Head of Sales to help a disengaged team to become a better unit. • Introduced several new company initiatives within the business such as “Lend a Hand” (where colleagues from Support Office at key business periods went into cinemas to do a shift), “Innovation Game” (scheme to gain ideas from colleagues around the business), “Weekly huddles” in Support Office to update on business performance.

Reporting to the Group HRD supported senior managers within Support Office. Managed projects and HR initiatives, including changing providers and introducing new company benefits, recruitment and selection, training and development and line management of junior team members. During this time, I took over as Chairperson for the company charity team. • Project managed the introduction of Pension Auto Enrolment for the business in 2013. Supported the Group HRD to select a provider and present a solution to the business. Managed the project from introducing AE to the business, managing other benefits associated, ensuring all systems and relevant teams were aligned and communicating to all employees. AE was delivered on time with minimal risk to the business.• Introduced and managed the project for flexible benefits system for 750 employees. Within a tight timescale managed and lead the project where employees were able to select their benefit choices. The system went live successfully and future improvements on benefits continued with my leadership.• Managed the company charity team supporting NSPCC and The Children’s Variety Club. Managed key stakeholders both within and outside the business. This supported the increase in funds raised from £80k to £210K• Key stakeholder management of our benefit providers and brokers. Ensured that all key benefits were managed effectively and without any risk to the business. • Improved the group reporting to ensure accurate and consistent data being collated from other territories and shared with Group Finance. Some of the data wasn’t always reported and due to the set up of the spreadsheets was also time consuming. Once reviewed and completed the Group Finance team received the information they needed and the time taken to complete the reports by HR was reduced.• Managed various restructures of departments from conception to delivery with no grievances or tribunals being made.

Reported to the Senior HR Business Partner and supported 2 Regional Managers. Regions covered were North West and South West cinemas. Provided HR advice, guidance and working in partnership with the Regional Managers on their people agenda.• Supported the change through the merge of ODEON and UCI. This included integration of processes and systems, harmonisation of employment contract terms and conditions and relationship building in the integration of two businesses.• Managed and supported the talent and succession plans of both regions with the Regional Managers. Ensured career development plans and events were in place to ensure internal succession was created and where needed identified when resources were low and external recruitment was needed.• Lead the HR agenda in each of the regions through regional meetings, communications, training and implementation of new products.• Key partner in new cinema openings, closures and TUPE transfers (in and out) of cleaning members of the cinema teams.