Stefanie Evans Charteredmcipd Email & Phone Number

Luton, Gb

A customer centric organisation that returns more than 33,000 Aviva customers back to normal following vehicle accidents across 21 sites. The purpose and key principles are at the heart of what the business does resulting in a profitable business with a turnover in excess of £100 million and a growing population of c.800 employees, reporting to the Managing Director, encompasses the HR strategy, full employee lifecycle, ER, Pay, Reward, Talent Acquisition & Learning & development through a team of 9.

Operators for London Overground, supporting 1,400 employees covering drivers, customer services employees and head office employees based across London, reporting to the HR Director leading a team of 3.

Operating in the Signalling & Infrastructure Business in partnership with another HRBP supporting approximately 1000 employee based across the UK, with more than 10 UK office facilities, 4 depots and currently 11 project sites, reporting into the HR Director- S&I and Urban. Key Achievements Successfully negotiated the pay award 2016 below budget.  Lead the TUPE Process for the collective bargaining group and produced all the documentation for TUPE for Signalling, with no ET claims.  Supported the Alstom 2020 vision of increasing women in engineering through enhancing Family Friendly policies to attract and retain.  Evaluated a potential acquisition providing feedback to the business on feasibility based on category, distribution and future work v’s potential cost.  Lead the job evaluation for Signalling as part of the harmonisation into Alstom UK.  Lead the integration of Ex –GE Signalling into Alstom Signalling UK, including closure of site, integration into Signalling ways of working, harmonising and introducing to Signalling policies and procedures.  Successfully lead and implemented the 15th pay day for the Signalling division to contribute to the harmonising payroll process for Alstom UK and reduced administration. .  Successfully negotiated and implemented a change to the Testing Function Pay Structure in conjunction with the Operations Manager to the Unions (RMT & TSSA) to reduce turnover.  Implemented a retention scheme for designers which reduced turnover.  Negotiated the removal of out of pocket expenses below budget and reducing administration in line with our ER strategy.  Negotiated changes to terms and conditions of employment in relation to depot closures to support a more flexible homebased model.  Negotiating various exit arrangements via settlement agreements.

Radlett

Reporting to the HR Director and responsible for the whole HR team (5 direct reports) covering 600 employees over a multi-sites.Key Achievements Successfully lead the negotiation and implement of harmonising payrolls, removed 2 lunar and 2 weekly payrolls moving all too monthly reducing payroll processing costs. (October 2012 & January 2013) Successfully lead the implementation of Cascade HR into the HR Function, in time and within budget reducing administration processes by 60% to make the team more 1st line advisory.  Successfully developed, negotiated and implemented changes to the Civils Function Terms and Conditions of Employment to support a more supervisory structure to meet the business needs and harmonised terms.  Lead the successful pension’s auto enrolment project for the business ensuring legally complicate. HR lead for 2 complicated grievances Re-launched the absence management process reducing absence.

Operating in a FMCG environment supporting 300 employees on the Luton site reporting to the Managing Director Daily Bread. Key Achievements Successfully lead and managed a combined shift change and redundancy (140 effected employees) programme, with no employment tribunal claims and reduced number of intended redundancy numbers from 50 to 5.  Undertaking two simultaneous site closures, with relevant consultation groups and individual consultations with in excess of 100 employees.  Change of statutory employer project, including managing the relevant changes on the payroll system to meet budget and issuing of revised terms and conditions of employment. Designed and implemented a 100 day management induction plan, ensuring that key development areas were covered and culture fit was assessed, to enhance line manager capability. Managed the people element of the due diligence processes for a potential acquisition and contributed to the overall strategy and management of the relevant employee relations issues post transfer.  Management of the transfer of agency into the core workforce to provide a stable trained team.  Member elected Trustee of the Hain Celestial Pension Plan.

Operating in a FMCG environment supporting 850 employees over 5 sites in the UK reporting to the Group Head of HR with 2 direct reports.Key Achievements Successfully lead the transition from weekly to biweekly payroll for 450 employees, to time and under budget.  Project leader for the development, maintenance and implementation of handbooks, for hourly, salaried and management employees. Managed, developed and implemented the Company’s new online appraisal process.  Played a key role in the restructure of the business throughout 2009, resulting in over 250 compulsory redundancies with no tribunal claims.  Lead the harmonisation of Policies & Procedures for the group across multi-sites where possible. TUPE and integration of 220 employees following a business acquisition.  Immigration Training and enforcement of legislation across the UK.

Operating in a FMCG environment supporting 600 employees on the Luton site reporting to the HR Manager, Chilled.Key Achievements Implementation of a new HR, Payroll and T&A system within 12 weeks, on time and to budget. Restructure of the Luton HR Administration resources to transform department from transactional to transformation. Implementation of a training database to monitor refresher training. Reduced the sites absence from 14% to 6% and maintaining it, with support with the line managers, Occupational Health and a fair and consistent application of the Attendance Management Policy. Enhanced the recruitment process for Junior Management to ensure cultural values and organisational strategy is maintained enhancing succession planning. Maintained a site turnover of 16% through the promotion of the retention strategy, in a FMCG environment which was previously 33%.  Participated in the sale process of the business, generating and providing due diligence information.

Luton, United Kingdom

Reporting to the HR Director, covering 3 sites in the UKKey Achievements Active involvement of TUPE transfers, both in and out complying all due diligence information, evaluating due diligence information received in April 2004 & November 2004.  Developing selection criteria spreadsheets to calculate selection scores and redundancy calculations.  Full ownership for a number of multi sites UK wide. Development of generic job descriptions for HNC division in line with business needs and current roles. Presenting training information for ISO Accreditation.

Supporting various areas of the business as part of a National Training Scheme, in conjunction with Dunstable College.

Certificate In Employment Law, Passed

Chartered Mcipd, Chartered Institude Of Personnel & Development

Certificate In Personnel Practise - Associate Member Of The Cipd, Certificate In Personnel Practice