Zoe Parker Ma Mcipd Email & Phone Number

Liverpool, Gb

Everymind at Work are a B2B business that was founded through a desire to remove mental health stigma and give employees access to the best mental well-being support available. We do this by building out a year-round partnership where we provide virtual workshops, wellbeing webinars, Champion training, our wellbeing app and comms support.Since our launch in mid 2020, we’ve gone on to become the mental wellbeing partner for companies in various industries such as Your Co-Op, Canon… Show more Everymind at Work are a B2B business that was founded through a desire to remove mental health stigma and give employees access to the best mental well-being support available. We do this by building out a year-round partnership where we provide virtual workshops, wellbeing webinars, Champion training, our wellbeing app and comms support.Since our launch in mid 2020, we’ve gone on to become the mental wellbeing partner for companies in various industries such as Your Co-Op, Canon, Wates, Birmingham City University and many more. We’ve also worked alongside and provided support to 100’s of companies including Starbucks, Thomas Sabo, Shell and Lloyds Banking Group. What started with an idea in a notepad and our Founder sharing his story, has now become a growing business, having a long lasting impact on more organisations and their employees.For more information head over to our website - https://everymindatwork.com/ Show less

Liverpool, United Kingdom

For the last 12 months was seconded into an ER/Change role, supporting major change programmes across the whole group. Activity included large scale TUPE, functional restructuring & redundancy handling, planning for warehouse site closures, and the actual closure of one of The Very Group's subsidiary businesses. Remit included business case proposals, Union/Rep & colleague consultation, redundancy handling, colleague engagement, through to the conclusion of activity. Also directly… Show more For the last 12 months was seconded into an ER/Change role, supporting major change programmes across the whole group. Activity included large scale TUPE, functional restructuring & redundancy handling, planning for warehouse site closures, and the actual closure of one of The Very Group's subsidiary businesses. Remit included business case proposals, Union/Rep & colleague consultation, redundancy handling, colleague engagement, through to the conclusion of activity. Also directly involved in the regulated activity (inc policy adaptation) for the launch of SMCR (Senior Manager & Certification Regime), IR35 changes and group preparation for Brexit. Prior to this, was supporting IT, Finance, Legal and HR in a Business Partner capacity. Generic remit included coaching and strategic partnering with senior leaders and the creation of effective people plans, ensuring that The Very Group fulfilled their digital ambitions. Main areas of focus included, technology team transformation (inc agile/squad ways of working, harmonising of T&C's), TUPE, organisational design, engagement (including flexible working proposals) and talent acquisition & development. Specific project deliverables and further role content contained within CV - available on request Show less

Widnes

Worked on an interim assignment for Community Integrated Care (Social Care provider), supporting a full review of all HR policies and practices and associated training and development. Also managed large scale internal restructuring (inc redundancy process) across 6 regions, ensuring new organisational design principles were embedded and that any structural changes supported the company's 5 year strategic plan.

Liverpool, United Kingdom

Seconded role, supporting the Retail & Business Banking Contact Centres in a HR project capacity. Remit had a broad employee relations content, working in partnership with two Unions, Advance and CWU on a regular basis. Accountable for ensuring that the Unions were consulted on any business proposals and subsequently following up on any wider ER implications, prior to business implementation. Also directly supported the implementation of the Retail Contact Centre Strategy for 2013… Show more Seconded role, supporting the Retail & Business Banking Contact Centres in a HR project capacity. Remit had a broad employee relations content, working in partnership with two Unions, Advance and CWU on a regular basis. Accountable for ensuring that the Unions were consulted on any business proposals and subsequently following up on any wider ER implications, prior to business implementation. Also directly supported the implementation of the Retail Contact Centre Strategy for 2013, which encompassed structured training, development, mentoring, clear career paths and pay progression for the Contact Centre Advisors and Team Managers within all UK call centres. In addition to taking a lead role in all employee relations activity, also lead the Reward agenda, ensuring that pay progression, job families, role evaluation and the supporting governance structure was fit for purpose within a contact centre environment. Show less

Following the acquisition of Alliance & Leicester by Santander in October 2008, was directly involved in the integration of the two UK businesses. Leading a team of four HR Business Partners, worked alongside Abbey HR in restructuring the Corporate & Commercial Bank to align to Santander’s business model. Proposals included a reduction in FTE by circa 250 (from 700) and extensive restructuring of associated teams to ensure duplication of activity was removed and focus given to the new strategic… Show more Following the acquisition of Alliance & Leicester by Santander in October 2008, was directly involved in the integration of the two UK businesses. Leading a team of four HR Business Partners, worked alongside Abbey HR in restructuring the Corporate & Commercial Bank to align to Santander’s business model. Proposals included a reduction in FTE by circa 250 (from 700) and extensive restructuring of associated teams to ensure duplication of activity was removed and focus given to the new strategic plans. HR activity included Union consultation, organisation design, selection methods, redundancy processes, outplacement provisions and retention proposals for those continuing to support the exit plans in the short term. Managed both voluntary and compulsory redundancy scenarios and their associated challenges. Show less

Reported directly to the Head of HR and held accountability for all activity detailed below, plus involved in major recruitment campaign to strengthen the Directorate in line with medium term plan. Worked alongside the Head of Resourcing, to ensure that all recruitment requirements were captured and roles filled to set timescales, without calibre of resource deteriorating. Established relationships with a number of Recruitment Agencies resulting in the agreement of favourable terms for the… Show more Reported directly to the Head of HR and held accountability for all activity detailed below, plus involved in major recruitment campaign to strengthen the Directorate in line with medium term plan. Worked alongside the Head of Resourcing, to ensure that all recruitment requirements were captured and roles filled to set timescales, without calibre of resource deteriorating. Established relationships with a number of Recruitment Agencies resulting in the agreement of favourable terms for the duration of the campaign and future business.Implemented A&L Wholesale Bank Strategy review, including developing selection criteria, communication planning, redundancy handling, outplacement support and organisation design. Approximately 180 members of staff exited the business without any employee relations issues, resulting in a more cost effective business model.Managed assessment centres for all A&L Graduate recruitment campaigns and introduced use of Career Frameworks across designated business areas (in support of graduate succession planning), including salary benchmarking exercises, Union consultation, colleague communication and implementation. Show less

Began career with Tesco as a Graduate Trainee and was appointed to HR Manager after 18 months. Worked in three different Tesco stores across the country, managing a small HR team and having sole accountability for the HR and Training function.

Ma / Mcipd Personnel And Development / Chartered Mcipd

B.Sc. Hons (2.1) Technology Management

3 'A' Levels

10 Gcse'S