Experience

SeAH Wind Ltd

• United Kingdom
• Renewable Energy Semiconductor Manufacturing
• 1 - 100 Employee

• HR Manager

  • Oct 2022 - Present



ICL Group

• Israel
• Biotechnology Research
• 700 & Above Employee

• UK HR Manager

  • Feb 2007 - Oct 2022

  A member of the Executive Leadership Team of Cleveland Potash Limited and an integral member of the Management Teams of the other UK entities within the ICL Group. Accountable for leading a UK based HR function to provide strategic, tactical and operational HR input to 5 individual UK based companies in the ICL Group: Significant achievements: • Led the HR elements of designing and implementing a new organisation structure from the leadership level to shop floor to remove £19.3 million cost from the business and maintain mining capability at 2.4 million tonnes and finished potash product at 700,000 tonnes. • Designed, consulted and implemented a new set of terms and conditions of employment for existing employees, removing unfair pay practices and reducing non-value adding costs and reducing overtime costs by circa £1 million per annum • Successfully led design and implementation of a HR process to restructure ICL UK and reduce total headcount by 360 heads and issue remaining 770 employees with new contracts of employments on time and 40% under budget. • Coached senior management throughout the change program to ensure that, in the main having no experience of redundancy programs or major reorganisations, they were able to deploy their full potential to achieve a successful outcome with no detriment to safety or production. • Reduced overall company sickness absence levels from over 7% to circa 3.5% by implementing effective absence management procedures including proactive measures as well as return to work interviews and absence related disciplinary procedures • Successfully defended a number of complex Employment Tribunal claims for unfair dismissal • Despite initial opposition from the Union’s, successfully defined, consulted and implemented a full Substance Misuse Policy (Drug and Alcohol), which helped to create a safer working environment, provide confidence to the HSE and reduce employers liability insurance premiums. Show less



NHS

• Hospitals and Health Care
• 700 & Above Employee

• Interim HR Manager - North Tyneside and Northumberland Mental Health Trust

  • Oct 2006 - Feb 2007

  • Interim HR Management position, overseeing managing and facilitating issues relating to Discipline & Grievance and Absence Management • Working with Directors, Managers, Employee and Trade Union Representatives to resolve and improve Employee and Industrial relations• Position was a self-managed role which required travel throughout the Trusts operating sites from Northumberland to Wearside

• Human Resources Advisor - North East Ambulance Service

  • May 2006 - Oct 2006

  • Employed on an interim project to assist in the development of new and harmonisation of existing policies and procedure, as a result of the re-configuration and merger of the North East Ambulance Service with the Tees and North Yorkshire Ambulance Service. This involved arranging and chairing meetings with Staff Representatives, Management Representatives and Union representatives, negotiating on key elements of the policies in order to gain acceptance• Advising all employees on employment law and interpretation of policies & procedures• Managing the HR provision and being the point of contact for the South of Tyne Division, including Discipline and Grievance and Sickness Absence issues• Dealing with Unions as part of the change management process and during Discipline and Grievance Issues• Managing the Recruitment and Selection process within the organisation• Understanding and dealing with issues as a result of the implementation of Agenda for Change Show less



Hargreaves Services plc

• United Kingdom
• Industrial Machinery Manufacturing
• 200 - 300 Employee

• Group Human Resources Generalist

  • May 2005 - May 2006

  • Working at management level within the organisation in a HR department consisting of 2 HR Professionals • Main point of HR contact for all employee’s within the Companies 5 Divisions • Advising all levels of employees, from Directors, Managers and Staff on employment law, interpretation of policies and procedures. This required me to travel between the sites throughout the UK on a regular basis. • Working closely with Group HR Manager to build and developing a professional HR service tailored to meet the needs of the Organisation • Being the first point of contact for all employee relations issues • Management of the Recruitment and Selection process for the organisation, which included co-ordinating recruitment campaigns, placing Recruitment Adverts and negotiating costs • Supporting the Group Human Resources Manager with the implementation of Human Resources policies and procedures • Supporting and guiding Site Managers in disciplinary and grievance matters ensuring fairness, consistency and best practice – this involves travelling around our sites in the UK • Collecting data and producing management reports on sickness/absence and attrition • Building and maintaining relations with all internal stakeholders of the organisation • Managing redundancy programmes upon the expiry of contracts and downturns in demand • Supporting the organisation during TUPE situations (both TUPE in and TUPE out) • Although the organisation did not recognise Trade Unions, staff acquired via take over’s kept their right to be represented by Union’s, therefore negotiating with UNISON and T&GWU Representatives on matters relating to Discipline and Grievance • Management of Long Term Absence, re-integrating employees back to work, producing costing for the dismissal of absent employees, carrying this through to actual dismissal • All aspects of Human Resources related administration and record keeping Show less



CJ Garland & Co Ltd.

• Hartlepool

• Human Resources Generalist

  • Feb 2004 - May 2005

  • Working in a very small HR Team at the Hartlepool site, covering the Middlesbrough site on occasions • Advising all employees on employment law, interpretation of policies and procedures • Recruitment and Selection of Team Leaders/Call Centre Managers and induction of successful candidates • Representing the Human Resources Department at management meetings in relation to employment matters and the monthly head count meetings • Managing the recruitment process in the high volume recruitment and selection of Customer Service Representatives • Working with the Human Resources Manager to implement Human Resources policies and procedures • Supporting and guiding Call Centre Managers and Team Leaders in disciplinary and grievance matters ensuring fairness, consistency and best practice • Collecting data and producing management reports on sickness/absence and attrition • Building and maintaining relations with all internal stakeholders of the organisation • Continuously looking to improve procedures and ensure all policies adhere to the ever changing legislation’s and statutes • Re-integration of Long Term Sick Employees back into the workplace Show less



Indigo Software

• United Kingdom
• Software Development
• 1 - 100 Employee

• IT Consultant

  • Aug 1998 - Aug 2003

  • Testing of new and bespoke software and production of product guides, and training materials • Assisting in the design and development of new and bespoke software • Travel to India to supervise and manage a team of software developers, contracted to Indigo, to increase overall quality of new software • Testing of new and bespoke software and production of product guides, and training materials • Assisting in the design and development of new and bespoke software • Travel to India to supervise and manage a team of software developers, contracted to Indigo, to increase overall quality of new software