Paul Cripps Email & Phone Number

Sydney, Australia

PK People Solutions work with businesses to align their business activity with their business strategy to improve performance and profitability.PK People Solutions is a certified member of the HR Coach Australia network and we have the capability to deliver anything from bespoke HR requirements to end to end HR solutions for businesses using the National HR Framework HRF101.

Australia

Sydney, New South Wales, Australia

Sydney, Australia

This role reported to the Head of HR for APAC with the purpose of providing focused solutions to HR related Business challenges. This was achieved through working in partnership with internal clients, global / regional HR Business Partners, Centres of Excellence and relevant external bodies. The business operated in a matrix structure with the 150 employees in Australia being employed by six different employing entities. Key Accountabilities: • Building effective relationships with key clients to proactively drive the HR agenda and manage the implementation of HR Initiatives and service;• Partnering with Country Executive, local senior management and regional colleagues to drive improvements in employee engagement;• Partnering with regional and global HR colleagues to ensure the efficient and effective end to end HR solutions are delivered;• Effective management of all employee relations issues ensuring internal stakeholders are consulted and kept up to date with progress;• Ensuring that all internal and external regulatory audits are complete and that all country HR polices and procedures are compliant with local legal and statutory requirements;• Recruit, Manage and Develop local HR team through effective coaching and mentoring.

Sydney

This role represented HR on the regional leadership team. The business across Australia and New Zealand had a population of 450 employees in eight cities. Major Responsibilities:• Developing HR Strategy in line with business strategy and managing implementation of plans;• Act as a trusted advisor to the CEO and Leadership team;• Ensuring the business is compliant with Australia and New Zealand employment legislation;• Collaborate with HR centres of excellence based in the UK and US as well as other HR leaders in the business;• Providing advice on compensation and benefits. This includes overseeing the annual remuneration and bonus review and taking an active role in the development of the external market survey;• Coaching leaders following completion of Lominger 360 surveys;• Leading a small team of HR and L&D professionals.

This was an HR Management role with account management responsibility for a population of up to 650 IT employees and 100 line managers. The role also lead a small team of HR Business Partners. Major responsibilities included:•Building and maintaining relationships with senior leaders, partnering with them to become a trusted advisor on people related matters;•Coaching managers on best practice people solutions enabling them to become better leaders;•Working in partnership with leaders to optimise performance of their people through effective performance management, talent acquisition and succession planning;•Working with leadership teams to facilitate cultural improvement and increased levels of employee engagement;•Providing advice and guidance on both senior appointments and exits;•An active role on both HR and business lead projects and programs of work;•Member of an extended HR leadership group that formulated future HR Strategy.

This was an HR Business Partner role with account management responsibility for a population of 200 employees in four front office business groups. Key Achievements included:•Finalising closure of one branch office involving management of 25 redundancies;•Successfully resolving over 20 poor performance issues with managers;•Leading a business improvement project team which delivered an integrated solution for advertising and promoting internal vacancies;•Providing input and support to various HR achieving ‘buy in’ from key Senior Managers;•Managing relationships in additional Business areas during a period of change within the team and the overall organisation following the departure of several HR consultants;•Providing guidance to colleagues who were un-familiar with the insurance industry;•Liaison with managers, outside the UK to successfully resolve people issues in other countries;•Due diligence on potential acquisitions including providing reports on risks for senior management;•Designing and delivering targeted absence management training which enabled managers to successfully implement absence tools and procedures.

This generalist HR role had account management responsibility for a population of 700 employees in three divisions. Key Achievements included:•Quickly gaining positive feedback from key stakeholders in the business and subsequently received recognition in the form of an Employee Award;•Successfully resolving contractual issues surrounding national and international relocations for senior staff;•Successfully managing a potential industrial relations issue including consultation with employee representatives and liasing with the divisional management team;•Producing an action plan following an employee cultural survey. This included gaining commitment from management to address areas of concern;•Developing strategies, education and coaching to managers for successfully ‘managing out’ poor performers;•Received positive feedback on a team-building day that I designed and facilitated for the management team of a business unit.

London, United Kingdom

This HR Business Partner role had account management responsibility of 150 people. Key Achievements included•Being seconded to the role of HR Manager during a period of business transformation involving closure of an office and redundancy/re-deployment of 65 staff;•Managing all HR aspects in the divestiture of a £15M business involving 25 staff including consultation and ensuring legal obligations of the employer were met;•Business integration - managed a process to select staff, including; designing a process, interviewing, evaluation of candidates, feedback to CEO and union consultation;•Harmonisation - managed pension transfer project including union consultation and supported other benefit harmonisation projects;•Supporting European initiative to develop top Talent;•Provided support on in union consultations including de-recognition process;•Undertook market remuneration analysis focussing on key underwriting teams.

London, United Kingdom

•Managed high volumes of recruitment for technical, support staff and graduates;•Conducted exit interviews; providing feedback and producing management report;•Helped deliver a Reward Strategy and Performance Management System to the company;•Conducted training needs analysis and encouraged use of a competency based model.