At Cornerstone Resources, we work to save your organisation time and money. How? By freeing you up to complete tasks that you are more skilled to do. We have a combined HR experience of over 40 years and we apply this experience to make your HR practices more effective. So if you would like:Compliant HR policies.Better hires who are set up for success.Trained managers who know how to deal with people issues.Employee benefits that are engaging.HR Systems that reduce… Show more At Cornerstone Resources, we work to save your organisation time and money. How? By freeing you up to complete tasks that you are more skilled to do. We have a combined HR experience of over 40 years and we apply this experience to make your HR practices more effective. So if you would like:Compliant HR policies.Better hires who are set up for success.Trained managers who know how to deal with people issues.Employee benefits that are engaging.HR Systems that reduce administration, freeing up your time to grow your business.Change Management expertise that will help your organisation become more effective.Contact us today and we will talk you through how we can provide cost effective consultancy support and advice to your business. Best of all, unlike some of the larger consultancy firms, you won't be tied in for years so for a truly flexible HR service, contact me today on 07494 161169 or Nicci on 07908 87514 or visit www.cornerstoneresources.co.uk for more information. Show less

Reward and Performance Lead for Scapa Group plc. a global manufacturing organisation based in Europe, North America and Asia.Specific projects:Project managed terms and conditions harmonisationPensions default investment review successfully implemented.Pensions re-enrolment.Annual salary review for 800 employees plus.Incentive plan design and delivery including works council consultation.Employee benefits branding.Reward strategy and policy… Show more Reward and Performance Lead for Scapa Group plc. a global manufacturing organisation based in Europe, North America and Asia.Specific projects:Project managed terms and conditions harmonisationPensions default investment review successfully implemented.Pensions re-enrolment.Annual salary review for 800 employees plus.Incentive plan design and delivery including works council consultation.Employee benefits branding.Reward strategy and policy implementation.Also delivered generalist support including Employee Relations advice and guidance and Recruitment of senior and technical roles. Show less

This role has significantly deepened my Reward and Benefits knowledge across the EU. I've specifically learnt a great deal about the German legislative requirements around contracts and allowances as well as a general increased awareness of how benefits differ from one country to another depending on the local tax regime and legislative framework. Reward specialist for EEMEA.Responsible for salary benchmarking, incentive design and benefits within the European organisation including… Show more This role has significantly deepened my Reward and Benefits knowledge across the EU. I've specifically learnt a great deal about the German legislative requirements around contracts and allowances as well as a general increased awareness of how benefits differ from one country to another depending on the local tax regime and legislative framework. Reward specialist for EEMEA.Responsible for salary benchmarking, incentive design and benefits within the European organisation including UK, Benelux, Germany, Switzerland, France and Iberia.Provided reward support for terms and conditions harmonisation project in Germany.Rolled out Total Reward Statements in Portugal.Designed and delivered new UK Benefits package providing increased focus on employee wellbeing as well as providing choice and flexibility for our employees (87% of employees believed we met our project objectives). All this was achieved on an almost cost neutral basis whilst boosting Employee engagement. Show less

This interim role originally resulted from Thomas Cook Airlines needing additional support in Reward and across the Shared Service. Within a couple of months, I took the lead on Recruitment and started the process of increasing direct hire rates, improving the usage of the Taleo recruitment system and also launched the first ever apprenticeship scheme in administration. This apprenticeship will give 3 employees an excellent opportunity to learn how the back office of an airline works with… Show more This interim role originally resulted from Thomas Cook Airlines needing additional support in Reward and across the Shared Service. Within a couple of months, I took the lead on Recruitment and started the process of increasing direct hire rates, improving the usage of the Taleo recruitment system and also launched the first ever apprenticeship scheme in administration. This apprenticeship will give 3 employees an excellent opportunity to learn how the back office of an airline works with rotations in HR, Engineering, Ground and Flight Operations.Specific achievements:Increased direct hire rate saving significant agency spend.Project managed 2 successful apprentice intakes including the first administration apprenticeship at Thomas Cook.Redesigning end to end Recruitment process including designing assessment centres, opening up new recruitment channels, creating a new induction programme and process mapping end to end process..Project Managied Salary Review processReward AnalysisHay and Towers Watson job evaluation training completed.Job evaluation and salary benchmarkingGeneralist HR activity. Show less

I was brought into Pannone to provide generalist HR manager role support to the Injury and Negligence and Affinity Divisions, IT and Document Production. As well as this, I worked closely with the HR Director as Reward Lead, designing and delivering Pannone's first Reward Principles linking pay to performance. This role was incredibly stretching but was cut short by the TUPE of Pannone to Slater & Gordon in February 2014. At this point, I took Voluntary Redundancy as Slater & Gordon were… Show more I was brought into Pannone to provide generalist HR manager role support to the Injury and Negligence and Affinity Divisions, IT and Document Production. As well as this, I worked closely with the HR Director as Reward Lead, designing and delivering Pannone's first Reward Principles linking pay to performance. This role was incredibly stretching but was cut short by the TUPE of Pannone to Slater & Gordon in February 2014. At this point, I took Voluntary Redundancy as Slater & Gordon were harmonising multiple acquisitions and post-transfer synergies were required in the back office functions.Key achievements:Delivered significant savings to benefits budget through insourcing of Flexible Benefits programme and renegotiating Group Income Protection policies (approx. £80k saved).Linking pay to performance in the salary review process resulted in more targeted spend and a reduction of £170,000 over the previous annual salary review.Recruitment interviewing including the new graduate intake and Paralegal apprenticeships.ER casework and restructures including supporting the TUPE of Pannone to Slater & Gordon.Pensions Auto-enrolment Project Manager. Show less

This was a short term interim role which helped ground my knowledge in the benchmarking and market data processes across Europe.Compiled European market data using Hay Pay Net and Mercer WIN systems in conjunction with local HR support.Cyclical Reward activity.

I was brought into Bupa primarily due to my previous experience of working with Flexible Benefits providers. This role gave me my first taste of a specialist Reward role and exposed me to a variety of Reward practices such as job evaluation and creating Total Reward Statements. Because of my prior experience in generalist HR, I also helped the HRBP's with a number of projects.Compiled successful business case for the implementation of Flexible Benefits in BUPA Health & Wellbeing (approx… Show more I was brought into Bupa primarily due to my previous experience of working with Flexible Benefits providers. This role gave me my first taste of a specialist Reward role and exposed me to a variety of Reward practices such as job evaluation and creating Total Reward Statements. Because of my prior experience in generalist HR, I also helped the HRBP's with a number of projects.Compiled successful business case for the implementation of Flexible Benefits in BUPA Health & Wellbeing (approx 3300 UK employees). Project due to deliver in April 2014.Job evaluation using Hay and Towers Watson methodologies.Designed Total Reward Statements.Identified and delivered over £40k of savings from allowance budget.Talent Assessments for Emerging Leader population.Supported capability uplift restructure programme in Operations Training.Reward and Recognition strategy for non-sales staff. Show less

Business Partnering Audit North Business UnitSupported individual consultation process following acquisition of Xantus Consulting.Annual Reward round for Business Unit.Project lead Emerging Leader programme for Business UnitDevised Retention proposal for Assistant Manager population in the Audit function.

This role gave me excellent exposure to the workings of a Financial Services business. As HRBP to the Cheshire Building Society branch network, I ensured that I was in the branch 2 to 3 days a week understanding how the branch roles work and attended regional manager meetings to learn about the difficulties the Branch Manager's were facing. My appointment, however, coincided with the announcement that the Cheshire and Derbyshire HQ offices would be closing as Nationwide rationalised their back… Show more This role gave me excellent exposure to the workings of a Financial Services business. As HRBP to the Cheshire Building Society branch network, I ensured that I was in the branch 2 to 3 days a week understanding how the branch roles work and attended regional manager meetings to learn about the difficulties the Branch Manager's were facing. My appointment, however, coincided with the announcement that the Cheshire and Derbyshire HQ offices would be closing as Nationwide rationalised their back office processes and the role became split between supporting the branch network whilst delivering support to the consultation and redundancy process in Head Office. This challenging role ended in my redundancy in August 2011 as the Regional HR team reduced from 26 employees to 1.Change Management• Supported the individual consultation process for the closure of the Cheshire Estate Agency, 5 Cheshire Building Society branches and the Macclesfield Regional Office (over 50% of CBS headcount) within a changing business environment.• Delivered change workshops to Regional Office employees.Business Partnering• Business Partner providing support and challenge to 3 Area Sales Managers and their teams and the Call Centre Manager.• Established a performance culture at the Cheshire by challenging and supporting area managers to make full use of performance management tools.• Reward - Project managed the annual pay review process, including calibration of interim and full year performance ratings.• Succession planning for Branch Manager and Area Manager positions.• Gained business acumen by spending time with Area Managers and branch staff to understand key business issues.Generalist experience• Provided full HR support for all Employee Relations cases.• Designed and delivered ER training for Area, Branch and Call Centre Managers.• Recruitment of Branch Managers and Sales Staff.• Line management of HR Administrator. Show less

A UK wide Employee Relations advisory service to employee and line managers.Key roles and responsibilities:Case ManagementMulti-site experience of case management across unionised blue collar and highly skilled white collar workers, including disciplinaries, grievances (including bullying and harassment) and absence management (including stress and other DDA related absences). I have managed up to and including dismissal. TrainingDelivered tailored Voluntary… Show more A UK wide Employee Relations advisory service to employee and line managers.Key roles and responsibilities:Case ManagementMulti-site experience of case management across unionised blue collar and highly skilled white collar workers, including disciplinaries, grievances (including bullying and harassment) and absence management (including stress and other DDA related absences). I have managed up to and including dismissal. TrainingDelivered tailored Voluntary Redundancy training and TUPE Awareness workshops to over 100 managers and employees as part of the Research and Development and Facilities Management restructures.Delivered training on Employee Relations (ER) issues to in excess of 100 employees from first line manager to senior management across all functions of the UK business. Delivered tailored training on policies and procedures to union/joint consultation representatives.Project workDelivered investigations review, which recommended and delivered a pool of investigating managers for grievances and disciplinaries.Project work using lean principles with the objective of harmonising and simplifying employment policies across UK, Sweden, USA and Canada.Administered the due diligence phased of the TUPE of AZ's Catering Department (65 employees) to Sodexo. Show less

Responsibility for projects in the HR shared service department. Key roles and responsibilities:Change ManagementLed a team of 6 people from across HR disciplines on a project to redesign recruitment processes using Lean Sigma techniques. The project realised a saving of 2 FTE's (approximately £50,000 contribution to the bottom line) and reduced the time to hire measure by 4 days.Project workEstablished and maintained Business Continuity Plans for the HR Shared… Show more Responsibility for projects in the HR shared service department. Key roles and responsibilities:Change ManagementLed a team of 6 people from across HR disciplines on a project to redesign recruitment processes using Lean Sigma techniques. The project realised a saving of 2 FTE's (approximately £50,000 contribution to the bottom line) and reduced the time to hire measure by 4 days.Project workEstablished and maintained Business Continuity Plans for the HR Shared Service. Acted as a facilitator in BCP sessions and have led the HR Shared Service team dealing with emergency situations such as the London bombings of 2005.Developed and delivered a new induction for HR professionals.Designed new terms and conditions letters in conjunction with the internal Legal Department and the internal ER department.Delivered customer service and systems training for UK Purchasing and Facilities Management teams.Member of the project teams with the aim of redesigning the way our benefits system is designed and delivered.Managing internal and external relationshipsMember of three Client Service Teams (CST), a forum of HR Business Partners and key specialists whose purpose is to maximise the effectiveness of HR for the UK business.Member of Pwc Saratoga HR Shared Service network sharing best practice knowledge across similar sized companies in the UK.Worked with the internal legal department to manage the relationship with our third party share specialists.Management responsibilitiesLine manager of 2 HR Management Information specialists.Acted as Deputy for HR Shared Services Operations Manager.Operational escalation point for Flexible Benefits issues. Show less

Generalist service including recruitment to senior manager for 2 departments of c.500 employees in R&D.Recruitment and relocation budget holder.Project work on introduction of new Shared Service structure.Promoted to line manage 9 HR Advisors on First Line Query team (internal HR advice line).Led Annual pay review process for 10,000 employees.