Reporting to the Global HR Director - Seals and Bearings, provides a strategic HR service to two UK sites with 400 staff producing advanced ceramic components

Reporting to the MD, provides a strategic HR service to UK business with a turnover of £20m and 135 staff including manufacturing facility and field based sales teams. Part of the Senior Leadership TeamKey Achievements• Introduction and management of quarterly appraisal process including objective setting in line with overall business strategy and goals, review, succession planning, individual development plans and performance monitoring. Increase in number of staff ‘meeting expectations’ increased from 74% to 90%. • Design and promotion of Employee Engagement Survey for whole business (response rate increased from 42.9% to 86%). Led focus groups with all staff to identify areas for improvement to increase score on subsequent surveys.• Development of strategic recruitment procedure including job descriptions, assessment measures and competency based interviewing techniques to ensure attraction and retention of high quality talent in a timely manner. Reduction of leavers within first year of service to 0• Management of the ‘Talent Review’ process, a succession planning tool identifying high potential talent, resulting in development and retention plans• Implementation of 360o feedback system for all management and supervisory positions. The system is used as a development tool only in conjunction with development plans identified above • Directed the ‘LEAP’ system for measuring and evaluating ROI for all development activities, ensuring a £50,000 training budget was invested in line with business objectives.• Established an Absence Management Procedure including Return to Work Interviews, Absence monitoring using Bradford Factor Scores and Absence reviews resulting in a reduction of site absence from 4.09% to 1.15%, and a reduction in Company Sick Pay Cost • Developed a ‘Leadership Academy’ with an external provider to provide development for high potential employees and managers and close skills gaps identified by Training Needs Analysis•

A stand-alone HR management role providing a comprehensive HR service to UK Lipid and Dough division including a busy food manufacturing environment employing up to 150 employees and a Commercial Team, reporting to the Plant Manager. Part of the site Management TeamKey Achievements• Implementation of Absence Management Procedure including Return to Work Interviews and Absence reviews resulting in a reduction of site absence from 9% to 5% • Implementation of new training and reward structure for hourly paid staff including incentive bonuses and flexible benefits resulting in improved retention of staff (labour turnover reduction from 8% to 4%)• Implementation of PeopleSoft HRIS to UK sites including interface with payroll package resulting in reduced administration costs for HR and Payroll departmentsResponsibilities Providing advice to Managers and Supervisors on all Human Resource issues and statutory compliance including employee relations, performance management, recruitment, employment law and payroll issues.  Managing the recruitment procedure for all staff up to and including Managers and Commercial staff, including conducting interviews and selection tests Management of the Training Strategy for the site and co-ordination of all internal and external training requirements, including job specific and personal development. Also required to carry out induction and other HR related training sessions.  Key User in the UK for PeopleSoft HR System, providing advice and training for HR users and Managers  Member of Health and Safety Committee with involvement in various H&S initiatives on site, including Occupational Health provision Management of Receptionist, Training Co-ordinator and Day Cleaners

Provided full support to HR Manager in a busy unionised manufacturing environment employing up to 450 staff Co-ordinated all aspects of recruitment for hourly and salaried staff  Worked closely with occupational health and payroll departments to ensure the new sickness absence procedure was adhered to, reducing the sickness levels by 6% over a 4 month period Investigated and collated disciplinary information and advised managers on policy and procedures including appeal process Participated in disciplinary hearings as HR representative to ensure procedures were strictly complied with in accordance with best practice standards. Organised temporary recruitment and induction for seasonal requirements, building relationships with agencies to ensure staffing requirements would be met at short notice Supported employees through major transition during factory closure offering advice and one to one consultation Calculated and administered redundancy payments in liaison with payroll and co-ordinated a standardised reference procedure