Running a high end public house and restaurant

Leading in accurately forecasting and complying with relevant resource budgets for the business on headcount, turnover, L&D, absenteeism and any other people related cost in need of control and management. Controlling costs budgeted to HR related and providing HR strategic advice which impacts positively on cost.Business-partner to the MD and the SMT. Develop and implement the HR strategy embedding the HR model and processesProviding commercially focused advice and… Show more Leading in accurately forecasting and complying with relevant resource budgets for the business on headcount, turnover, L&D, absenteeism and any other people related cost in need of control and management. Controlling costs budgeted to HR related and providing HR strategic advice which impacts positively on cost.Business-partner to the MD and the SMT. Develop and implement the HR strategy embedding the HR model and processesProviding commercially focused advice and support to SMT in order to deliver consistently high standards of people activity including but not limited to; recruitment, administration, legal compliance and employee relations. Manage and develop the HR resource within the business, line managing specific resources. Working with the HR team provide support to the SMT in areas of Transformation & Growth including, but not limited to TUPE transfers as well as supporting the business by developing customer relationships, ensuring the customer recognises the value of the service delivery driven through the people plan.Recruitment of senior operational managers including leading assessment centres where applicable.Supporting the Exec team to drive organisational design; identifying and analyzing the appropriate financial model. Demonstrating commercial acumen in articulating data and contribute to the commercial agenda. Show less

Designing and implementing the employee engagement plan for the Facilities Management, BPO and Energy Services UK business including the measurements through the engagement survey and ad-hoc temperature checks.Integration of new contracts and acquired businesses from a HR systems, framework and HR Policy perspective.The continual assessment for Investors in People over the three-year assessment programme.The development and implementation of an employee Works Council… Show more Designing and implementing the employee engagement plan for the Facilities Management, BPO and Energy Services UK business including the measurements through the engagement survey and ad-hoc temperature checks.Integration of new contracts and acquired businesses from a HR systems, framework and HR Policy perspective.The continual assessment for Investors in People over the three-year assessment programme.The development and implementation of an employee Works Council across the business to meet the necessary statutory requirements (ICE regs and TRICE regs) and to drive better engagement of the diverse workforce (to include the 16 recognised Trade Unions).HR Policy development, the performance management, competency and feedback framework for the business, from the Board down to the front line employees.The reactive external communications function and supporting the Business Development team in proactive external communications.Reporting at monthly Board meeting and leading structured discussions on proposed next steps, linking to current thinking of employee engagement and communications.The design, maintenance and review of the Organisational Change Toolkit to support Line and HR Managers.The design and oversight of the annual employee awards ceremony.Reward and recognition programme design and oversight for the business.Management and development of the corporate Innovation Scheme. Management of the Communications and Engagement Team.Oversight and integration of the two Intranet Platforms to a single platform.Management of Internal & External Communications and Reactive PR (August 2012 to Jan 2014). Show less

HR Business Partner to the Area Manager supporting the delivery of the Area KPIs through the development and implementation of the HR People Plan.Ensuring a consistent HR service across 18 stores (circa 1,000 colleagues).Successful delivery of new stores from week -12 to opening.Raising the capability of Store Managers, Deputy Store Managers and Team Leaders in order that they may take ownership of their own people issues, but being on hand to provide support when… Show more HR Business Partner to the Area Manager supporting the delivery of the Area KPIs through the development and implementation of the HR People Plan.Ensuring a consistent HR service across 18 stores (circa 1,000 colleagues).Successful delivery of new stores from week -12 to opening.Raising the capability of Store Managers, Deputy Store Managers and Team Leaders in order that they may take ownership of their own people issues, but being on hand to provide support when necessary.Talent and succession planning for the area.Ensuring all stores are legally compliant in all matters relating to retail and licensing laws. Show less

The development and implementation of the corporate HR Policy framework across all divisions.The provision of an in house Occupational Health Service and the development and implementation of a corporate Health & Well-being agenda across all divisions.Equality, Diversity & Inclusion within Sainsbury’s at attraction, assessment and career development. Identifying and fully understanding any actual or perceived barriers and embedding remedial action across all divisions to remove… Show more The development and implementation of the corporate HR Policy framework across all divisions.The provision of an in house Occupational Health Service and the development and implementation of a corporate Health & Well-being agenda across all divisions.Equality, Diversity & Inclusion within Sainsbury’s at attraction, assessment and career development. Identifying and fully understanding any actual or perceived barriers and embedding remedial action across all divisions to remove these.Programme management of the ‘Great Place to Work’ strategy, one of Sainsbury’s five Corporate Social Responsibility values.Colleague engagement. Examining how to improve the engagement of our colleagues and how to achieve Sainsbury’s value of being a ‘Great Place to Work’ through the translation of feedback into achievable steps, sharing the benefits for action with both HR and Line Management.Ownership and management of the framework for consultation with our colleagues through the ‘Colleague Council’ and involvement in Union Consultation.Providing guidance and support to the HR Business Partners across Sainsbury’s in translating our HR framework into a way of working. Show less

Responsible for HR Policy Development and Programme Management of Sainsbury's corporate value 'Great Place to Work'. Also responsible for all Diversity Development, Colleague Engagement Development and adhoc project work.

Responsible for the development and programme management of HR activities across the estate.