An influential partner helping business leaders and people managers with organisational design, driving employee engagement, improving performance and identifying and developing talent as well as leading various change programmes throughout the business to manage risk.

Supporting the delivery of the Mayborn strategic plan via the development, alignment and implementation of functional people plans to drive performance whilst ultimately protecting and maintaining our unique Mayborn culture and delivering a world class employee experience.

Working directly for the Consultancy Services Business Area providing a more global HR service targeted towards developing a consistent and applicable approach to people management and development, including:- Developing global policies, in line with agreed Group directives, to ensure harmonisation and consistency across the BA and working closely to assist managers across the BA in this - Promoting equality and diversity across national boundaries as part of the culture of the organisation- Recruiting staff which includes developing job descriptions, preparing advertisements, checking application forms, shortlisting, interviewing, selecting candidates and production of relevant documentation- Advising on pay and other remuneration issues, including promotion and benefits- As a member of the BA management, ensure that the ‘Academy’ principles are maintained and applied across the BA including people development, IP and branding- Developing with managers, HR planning strategies, which consider immediate and long-term staff requirements in terms of numbers and skill levels, and developing talent within the BA- Manage and control database of Studsvik knowledge, expertise and IP to maximise the strategic benefit of competence in line with ‘Academy’- Developing with managers an internal library of training modules for use of both staff and customers in line with ‘Academy’- Analysing training needs in conjunction with managers, developing tailor-made induction and development programmes- Providing management information as required to support business decisions- Producing and presenting information as required for Group management reports

In this role continue to work alongside Studsvik's HR Manager, coordinating day to day HR activities as per the previous role but more focused now on implementing more valued-added, strategic initiatives: - Strategic review of SQEP processes (suitably, qualified, experienced personnel) and Company competence and therefore competitive advantage- Reviewing and adapting HR procedures in the light of continuous improvement- Developing strategic alliances with key industry bodies to share best practice and influence impact on the industry, taking an active role in strategic projects and working groups- Developing succession management and talent development within the Company

Working alongside Studsvik's HR Manager, on one hand my role is to support and coordinate day to day HR activities to ensure the smooth running of the department: - Assisting Line Managers in implementing policies effectively- Promoting equality and diversity as part of the culture of the organisation- Managing the entire recruitment process, including developing job descriptions, preparing advertisements, screening applications, shortlisting, interviewing, compiling necessary correspondence- Revising and developing policies based on changing employment law and best practice- Advising on pay and other remuneration issues- Negotiating with staff and their representatives on issues relating to pay and conditions- Effective use and management of HR software- Listening to grievances and implementing disciplinary procedures- Administration of Bradford Absence system including record keeping of holidays, sickness and absence records- Providing management reports and HR statisticsAnd on the other hand, to maximise operational effectiveness and therefore competitive advantage through innovative HR practices:- Developing and implementing HR planning strategies, considering immediate and long-term staff requirements- Planning and delivering training, including inductions for new staff- Analysing training needs in conjunction with appraisal systems- Developing succession management and talent development within the Company- Implementing business improvement initiatives in pursuit of Gold Investors in People status

Working closely with on-site HR Officers and Managers, responsible for full HR administration for 3 distribution depots in the network with over 1500 colleagues. Providing a first class service, supporting all HR procedures by producing relevant documentation and correspondence, managing queries accurately and supporting on-site HR with management information. Sound awareness of legislation and employment law.Key Achievement:- Achieving accreditation for Investors in People and leading a review at one of the largest depots in the network, interviewing 60 employees from senior managers to drivers and operatives over 3 days

Reporting into the HR Project Manager, worked as a project team of two - started by providing a sound administration service to 2 consecutive large-scale projects across the country, affecting 1850 employees in total. Went on to calculate and discuss financial packages with employees in individual consultation, for redundancy, TUPE and changes to terms and conditions. Built strong working relationships through dedication to the cause. Supported complex recruitment activities for various levels of senior management and conducted assessment centre's for mass recruitment of operatives.Key Achievements:- Nominated for ‘Rising Star’ award at Good with Food Awards for excellent customer service and commitment to the role, team and wider business- Completed SHL Level A training for administering and marking psychometric tests- Completed Right First Time interview training and carried out this procedure for senior management roles including Operations Manager and Shift Manager

- Was assigned individual project to create ‘HR Admin Process Handbook'- Maintained records on HR software system Oracle, including disciplinaries, grievances and terminations, and generated necessary correspondence- Acted as note taker for HR Officers during disciplinary/grievance/flexible working hearingsKey Achievement:- Successful completion of Process Handbook and recognition following approval by national auditors