• Support management team with ER cases ranging from absence management, disciplinary process, grievances and appeals• Work proactively with line managers through structured reviews to ensure they understand and buy into the people issues in their area. Develop an HR plan for each area and challenge decisions where appropriate• Provide HR support to line managers in managing change/improvements in their area• With line managers, Identify and satisfy training and development needs through Performance Management• Proactively resource vacancies up to management level and work with line managers to ensure recruitment practices are effective and efficient • Monitor HR KPIs, make recommendations and support line managers to drive improvements• Provide support, coaching and training to line managers to empower them to own the HR processes for their people in areas such as Recruitment and Selection, Discipline and Grievance, Conflict Management, Communications and Absence Management. • Implement HR processes and procedures ensuring line managers own these processes for their people and legally comply with legal requirements such as WTD, Right to Work and the Equality Act• Manage, coach and develop 2 junior HR team members• Develop and deliver training / HR toolkit workshops • Provide reports and or statistical information as required to support improvements, such as pay benchmarking• Support and drive the Ethical Trade Strategy and update SEDEX database

• Manage the HR Support Centre (12 HR professionals), ensuring that they are supporting the needs of the business by providing commercially focused Employee Relations advice• Provide MI reports related to the HR data from the HR Support Centre, ensuring data is accurate• Actively support talent management within the HR Support Centre• Continually strive to improve internal processes and procedures, driving the importance of quality, accuracy and timely response through the team• Resolve or facilitate resolution of complaints or queries from business managers or the field HR team• Monitor the Support Centres SLA and response times, ensuring that service levels are maintained• Liaise with the field HR team, to ensure that there is consistency within the HR function and a ‘one HR team’ approach • Build strong professional relationships with managers and the regional HR team

• Translates and analyses opportunities and business needs into requirements for HR solutions • HR Management of three manufacturing sites• Integration of the new field role and exit of onsite HR ensuring minimal impact to sites• Implement HR solutions across the division and monitors progress• Supports and guides the annual HR processes. • Builds strong relationships with stakeholders and acts as coach on HR topics linked to the HR strategy.

Gaining and maintaining the highest level of employee engagement within the retail division.Reducing and maintaining the absence percentage across the area to below company target.Achieving payroll spend targets; successfully recruiting staff for the opening of 16 new stores.Implementing an effective succession plan, resulting in 65% of management vacancies being filled internally.Coaching and proving support and guidance to operations and store managers, enabling them to effectively manage all aspects of performance; ensuring plans are in place to manage poor performers, and champion personal development.Managing talent, ensuring succession-planning processes are in place, and developing an available pool of talent for all key roles.Collaborating with operations managers to provide sound HR knowledge and insight to support strategic and operational decision-making.Coaching and up-skilling operations managers and store managers on core HR processes.Identifying any training gaps and implementing appropriate plans and effective training to enable business performance.Leading projects related to business improvements, ensuring targets and budgets are met.Implementing plans to ensure compliance with company, legal and health and safety legislation.Leading the development of internal talent pipeline ensuring team diversity reflects the communities we serve and ensures the targeted development required to build a strong pipeline of successors.

Providing support, preparing action plans, undertaking assessments and providing feedback on performance; carrying out regular reviews; ensuring all documentation is completed correctly.Undertaking Health & Safety checks, ensuring full compliance with Equal Opportunities, and Right to Work policies; ensuring all relevant information is collected correctly.Recommending improvements on sourcing, screening and selection processes.

Increasing colleague engagement to the third highest on the area, achieving a 100% compliance training audit.Recruiting and training the best people, as well as leading and delivering all development programmes and supporting colleagues in career progression.Providing regular coaching and feedback across the store, developing team leadership skills.Training colleagues to identify solutions to behavioural issues, working with them on any training needs to build performance and help improve the shopping experience.Delivering compliance with the Right to Live and Work legislation and ensuring employment legislation procedures are followed.

Training new checkout management teams and checkout operators across the country for new openings, including all aspects of the department, including customer service, cash handling, Health & Safety, training in the sale of age-restricted sales, and ensuring that the business kept to its legal obligations.