HR Business Partner, Defence and Security CAE (UK) plc

• Jun 2022 - Present

HR Business Partner, CAT UK

• Sep 2021 - Jun 2022

Responsible for supporting our Flight and Simulator training centres from HR Business Partnering perspective for our civil aviation training division in the UK.

HR Business Partner, FTO, Civil Aviation Training

• Feb 2020 - Sep 2021

HR Business Partner working onsite in the Flight Training Organisation in Oxford with collaboration globally given the set up of the Company.Responsibilities include managing furlough, redundancies, restructures, end to end recruitment activity working on key senior roles within Europe. As part of this manage psychometric tests and am a trained interpreter to ensure the right talent is recruited as well as recognising the development areas that can be improved upon and subsequent training identified. Also support Amsterdam ATO, Gatwick ATO and Antwerp as required in terms of formal processes. Work alongside Line Managers to drive and manage performance equipping them with the tools to successfully do their jobs and recognising the regulatory aspects whilst ensuring the customer experience is always at the heart of what we're striving to achieve. Deliver workshops to train and inform working in a business partner and coaching capacity.Provide range of stakeholders with advice and support on full range of HR activities (including policies and procedures, terms and conditions of employment, recruitment, selection, coaching, development, employee rewards, employee benefits, absence management and disciplinary and grievances etc.)Engage with Company’s external advisors across range of HR matters, e.g. employee benefits, Company solicitors and/or other third party partners and service providers. Work strategically to deliver and respond to changing environment as needed whilst supporting and partnering alongside those that are part of it.Currently working on wellbeing project given the change management that has occurred linking in with employee feedback. Show less

HR Business Partner

• Nov 2018 - Dec 2019

HR Business Partner supporting c. 150 employees across Professional Services, Technical Support, Finance and Learning Services. Responsibilities include end to end recruitment activity identifying and working with head hunters as necessary in addition to using LinkedIn to attract working with nominated Heads of Function and Team Leaders to ensure that we’re taking a forward-view of people requirements and critical capabilities. Work with Line Managers to ensure that all Esri UK employees have a high quality on-boarding / induction process. In addition, working alongside key stakeholders to take a pro-active approach to internal appointments, talent management and succession planning. Provide range of stakeholders with advice and support on full range of HR activities (including policies and procedures, terms and conditions of employment, recruitment, selection, coaching, development, employee rewards, employee benefits, absence management and disciplinary and grievances etc.) Engage with Company’s external advisors across range of HR matters, e.g. employee benefits, Company solicitors and/or other third party partners and service providers. Deliver an effective process of career planning and performance management, which includes but is not limited to the PDR Process. Work alongside Heads of Function and Line Managers to identify strategic priorities for L&D, which includes but is not limited to scheduled courses and classroom-based learning. Work in an advisory and coaching capacity to ensure that our Line Managers are managing and supporting our people effectively. Facilitate and promote coaching, mentoring and buddying practices as part of my role. Work with the HR Administrators to lead and oversee all aspects of our HR administration processes. Work to ensure that our HR systems and processes are simple, efficient and easy to use for our employees and line managers. Show less

HR Business Partner

• Jun 2018 - Nov 2018

Field based role acting as first point of contact as HR Business Partner with responsibility for 8 Dealerships and a Contact Centre which includes c.800 employees working closely alongside Key Senior Stakeholders including Divisional Director, Aftersales Director and Sales Director. Supporting recruitment and interviewing key senior roles. Creating monthly management information packs, career clinics, succession planning and talent management mapping. Leadership training delivery alongside high volumes of case work (disciplinary support, performance management, absence management and family friendly policies). Driving the ongoing employee survey sessions with focus on improving four lower scoring sites. Designing Divisional Induction and Assessment Centres for both Sales and Aftersales key roles, process design to improve compliance to meet Financial Conduct Authority regulations. Development and training new Dealership Co-ordinators and Sales Managers at four sites. Show less

Associate HR Business Partner

• Jun 2015 - Jun 2018

Manage discipline, grievance, performance, absence, maternity, shared parental cases and recruitment or redundancy issues within client group liaising with Senior HR Business Partner as necessary.Supporting HR team with all employee lifecycle issues e.g. probation queries, some of which may be complex.Analysis and interpretation of data and information within client group to identify trends and patterns, developing solutions as appropriate. Development of knowledge of organisation in order to analyse business issues, needs and risks and develop solutions.Supported design, implementation, and demonstrated new PDR system and provide ongoing support in this area.Work closely with Staff Development in relation to identifying training issues and arranging key support.Attend Interview panels and academic probation panels to support the Colleges and deal with queries from these as appropriately.Work closely with the Directors of College Operations to support them operationally and involve them in new processes.Have regular one to ones with four administrators to work with them and develop them identifying any training needs.Provide guidance and support to managers in line with policies, procedures and legal requirements using own initiative to advise and resolve problems where the optimal solution may not be immediately apparent.Responsibility for Tier 5 certificates of sponsorship in line with UKVI requirements and ensuring that the business follows these requirements.Involved in a variety of key projects ie. Employee survey, GDPR, PDR, Competencies/benchmark framework, STEM, facilitation of action learning sets.Joint Co-chair of the HR implementation user group involving a variety of key stakeholders from across the University for the successful implementation of the new University system. Show less

HR Process Lead(Recruitment) on secondment from HRBP role to implement new ERP software

• Oct 2016 - Jun 2017

Responsible for implementation of new Recruitment system working closely with Software Supplier and E-Recruitment provider.Support the HR Pay side of the implementation project working closely with the other process leads to ensure that business needs are met.Co-Chair of Project User group managing expectations, involving them in key decisions, user testing and to ensure engagement of this project that will affect all users at the organisation.Development and change of existing recruitment practices and processes to support the functionality of the new Recruitment system enabling successful transformational change.Development of training material to support different segments of audience and delivery of face to face training.Lead the user acceptance testing and ensure that all business needs are met.Present the solution as required and work closely with the business to create new processes to support additional functionality such as Talent pools.Complete redesign of careers website to attract the best talent in addition to enhancing the candidate experience by putting existing practices online in addition to linking in with social media.Participating in the Aurora Programme (external Leadership programme) which develops Women Leaders in Higher Education and involves networking with 170 women across the HE sector. Show less

HR Business Partner Advisor

• Jan 2013 - Jun 2015

Responsible for providing an efficient, customer facing service in relation to advice and guidance to a specific faculty. Administration of all employee changes, including changes of hours, upgrades, promotions and temporary allowances and ensuring that the HR system is updated accordingly as well as administering payroll and pension. Manage the end to end recruitment process for both permanent and temporary employees from placing adverts through to on-boarding of new employees which did involve some psychometric testing for selected roles. Designed and co-ordinated Assessment Centres for senior management board roles working closely with the HR Director. Monitor sickness absence for all employees, informing HRBP of absence problems and provide appropriate administrative support for ill-health referrals, liaising with Occupational Health provider as required. To manage and provide advice on maternity, paternity and parental leave cases, pension, employee queries, flexible working, supporting exit interview process and supporting line managers and employees providing advice and guidance. Support employee grievance and disciplinary cases and other case work as required. Responsible for the updating of HR web pages, keeping information accurate, relevant and updated and run reports from HR system and produce various HR metrics. Responsibility for coaching and mentoring our HR Apprentice in addition to Managers within the faculty. Working on and driving forward our Recruitment processes in terms of Social Media using LinkedIn. Responsibility for identifying talent for succession planning. Show less

HR Case Handler

• Apr 2012 - Jan 2013

Worked on a large corporate account within the financial sector giving advice and coaching line managers on the following areas: Managed short term and long term sickness involving liaising with external Occupational Health ensuring employees got the support they needed and managers had the medical advice to manage the employee effectively Maternity/Paternity/Parental/Adoption leave Attendance issues First stage performance improvement plans Flexible Working Career Break Advice on contractual and statutory rights such as working time directive Role involed actively managing 100 to 150 ongoing cases at any one time ensuring accurate case notes and relevant documentation sent to managers. There were also SLA's to meet in relation to communication/effective support to the managers. This role also provided upto date employment legislation training from the inhouse lawyers. Show less

Sales Executive - Mercedes Benz

• Dec 2010 - Apr 2012

Internal move with MMG to gain full operational experience and gain a full understanding of the retail industry.To sell Mercedes to customers across the UK including new and used cars meeting the relevant targets.Meet customer needs and deliver an experience that promotes the image of the company and entices them to return to repeat buy.Accountability for all individual customer files liaising with external companies such as DVLA as required.

HR Projects, Development and Reward Admin Clerk

• May 2007 - Dec 2010

Co-ordinated training of all 1600 employees ensuring that all individuals have the right tools to perform their job. Set up training for individuals on the system and liaised with training providers. Analysed and reviewed the training in place to ensure compliance especially in relation to FSA.Set up individuals on HR system and Payroll system using the internal payroll system to perform collation and salary input for allocated region including updating starters and leavers on system. Dealt with recruitment from advertising positions through to setting up the candidates on the HR system which included using various psychometric tools for candidates short listed for interview.Designed and delivered Assessment Centres and also organised and ran HR stands at motor shows.Ran career events and local schools to promote the industry as a potential career avenue for school leavers.Created the entry for Best Recruitment Policy into the Automotive Awards and was shortlisted as a result of the Assessment Centres run in addition to Co-ordination of HR Excellence Award Entries.Co-ordinated the management training programme with Loughborough University and trainees across the business.Designed and delivered Induction to all new starters on a weekly basis.Supported HR Director, Franchise Directors, Sales Process F & I Director and CEO in a wide range of adhoc projects such as Performance appraisals, events to promote the image of the industry.Developed and created job descriptions in addition to implementation and support of performance management tool as well as update performance appraisal document to support performance project across group.Part of a strategy review team responsible for driving the traditional family run business forward given the competitiveness of the motor industry. Held investigatory meetings and played active role in disciplinary and grievance meetings.Supported closure and redundancy process of three of our franchises and TUPE of other sites. Show less

Management Trainee

• Sep 2005 - May 2007

Working in branch as Assistant Section manager responsible for a team of staff. Overall running of a large section on the shop floor working towards Section Manager position and eventually Department Manager within a branch. My responsibilities involved system maintenance of the products we sell. Managing the employees on the section and to ensure all legalities are carried out on the section. Working in branch as Assistant Section manager responsible for a team of staff. Overall running of a large section on the shop floor working towards Section Manager position and eventually Department Manager within a branch. My responsibilities involved system maintenance of the products we sell. Managing the employees on the section and to ensure all legalities are carried out on the section.

Organisational Change Analyst

• 2003 - 2004

Colleague Council Evaluation – Analysis of internal communication process. Analysing HR Survivor syndrome – researching how HR is retained and motivated to perform. Responsible for re-design of HR Intranet site. Carried out Career Fair Analysis and collated feedback then presented to a senior HR colleague to encourage agreement to repeat in future. Managed corporate intranet communication with 1000 hits per day, (Grapevine) and an average of 10 articles per day to go onto the internal site. Supported Outplacement programme dealing with individuals faced with Redundancy. Responsibility for management of Learning Resource Library. Monitored the Budget within the Learning and Development Team. Developed Showcasing Framework for Learning and Development Team. Carried out a validation study of Selecting For Excellence via a written paper. Created a leaving presentation pack for exiting Board Directors. Show less