Experience

Glanbia

• Ireland
• Food and Beverage Services
• 700 & Above Employee

• SAP Successfactors Recruitment Business Analyst

  • Sep 2021 - Present

  As part of their HR Transformation project, Glanbia are implementing Employee Central, Talent and Learning modules. Having implemented ONB, RCM and RMK 5 years ago my role is to analyse the impact Employee Central will have on the recruitment and onboarding process and system solution.Moving from SAP to Employee Central means that the Talent Acquisition process starts in position management and this impacts significantly on changing the process and the system configuration. Responsible for the retrofit stream of the project has involved analysing the current data flow through RCM to ONB plus the impact that introducing position management has on this data flow. New entries and joint ventures are also being added and these bring their own new requirements which need to be considered and solutions found to support their needs.Three languages are being added to the global system and it has been my responsibility to ensure all data is accurately translated and maintained into the system locales.



JTI (Japan Tobacco International)

• Switzerland
• Tobacco Manufacturing
• 700 & Above Employee

• HR Process Analyst Manager - Talent Management & Recruitment

  • Aug 2016 - Jun 2021

  Consulting expertise in the area of HR Talent Acquisition & Talent Management to support the People & Culture strategy, processes and solution design (SAP HCM, SAP SuccessFactors, additional applications) including major projects & enhancements. • SuccessFactors accreditation: Recruitment Management & Marketing, Performance & Goals, Succession Management.• Successfully integrated SAP SuccessFactors Succession & Development module (2017) – full project implementation ensuring the technical solution supported the global business process. • Launched JTI Global Employee Recognition program (2019 & 2020) and supported JTI Wellbeing program to support employees during the COVID-19 pandemic.• Global Transformation: Working closely with global business partners (People & Culture teams) to configured the Recruitment system to support their needs and new ways of working. Resulting in a newly defined Recruitment process and system to support these changes in all three Global Business Service centres.• Successfully driving SAP SuccessFactors system enhancements (Recruitment RCM, RMK, Learning LMS and Performance Management PMGM modules). Recommending features to support and enhance the customer experience eg. Candidate Relationship Marketing, Analytics and candidate experience survey.• Translation of the system into 12 languages. • Ownership for career site (jobs.jti.com) to support our corporate recruitment strategy and employer branding.• SuccessFactors Release Management: As Release Manager responsible for reviewing the release of SAP SF enhancements, presenting the changes to the business, configuration and testing of the changes. • Data Privacy & Protection: Responsible for ensuring JTI compliance with global data privacy laws, e.g. GDPR etc• IT Owner for Third Party Talent applications to support the Global Wellness program, Employee Recognition program and Employee Engagement Survey.

• Global Talent Management & Recruitment Manager

  • Jan 2014 - Aug 2016

  Responsible for the Global Talent Management & Recruitment processes within JTI. Providing support and advice to all local HR teams around the world.• Stakeholder Management: Responsible for liaising with the business partners to identify, filter and prioritize HR requirements and ensure adequate process design and quality implementation. • Facilitation of Trainings: Delivered webinars to all local HR teams to communicate changes to processes and systems: Talent Management, Recruitment and Learning processes. This ensured all local HR teams were kept informed of the changes to processes and systems on a regular basis and resulted in alignment of processes across all locationso Facilitated Process Workshops to Talent Managers and HR Leads in Americas, Asia and EMEA, to share Talent Management best practices and discuss their process and functionality requirements. This proved invaluable experience as it gave me an insight of what processes they conduct from a local level and receive feedback from end users.o Delivered training sessions, both webinar and classroom, on Talent Management processes.• Talent Roadmap: Represented the business process on HR Projects / technical implementation in line with HR roadmap. Interact regularly with Global IT, HR Data & IS Team and HR Power Users from involved JTI locations. Building relationships and contacts with key stakeholders in the business.• Successor Pools Management: Developed the pilot concept of success pools to support the succession management process for Global Supply Chain, Global Leaf and Leadership teams. I then held webinars to inform and train the relevant end users on this tool and communicated these changes to the business. This concept was a success and has since been rolled out to all functions to support their succession management process.• Team Management: Developed team members by delegating major responsibilities, where possible and by applying coaching approach to problem solving.

• Talent & Succession Management Lead

  • Jan 2013 - Dec 2013

  As Process Lead, successfully delivered the Talent Matrix process (SAP HCM 9-Box grid of performance Vs potential) as part of the global Talent Identification project. This included solution blueprinting, including all necessary documentation, management of testing activities and error resolution during Unit Test, two functional testing phases, Regression Testing and User Acceptance Testing phases, functional checks during cutover phase and post go live activities such as training and documentation.

• Talent Management Process lead

  • Aug 2012 - Dec 2012

  As Process Lead, successfully delivered the SAP HCM Employee Professional Profile functionality to be part of the integrated Talent Management suite. This included all necessary documentation, management of testing activities and error resolution two functional testing phases, Regression Testing and User Acceptance Testing phases, functional checks during cutover phase and post go live activities such as training and documentation.

• e-Recruitment Regional Implementer

  • Oct 2011 - Jul 2012

  • Successfully delivered global e-Recruitment roll-out within set project plan and timings with positive buy-in and acceptance to use the system by the business.• Transmitted project plan into the actionable steps for Local Project Managers, ensuring their extensive engagement and efficient implementation. Deployed system knowledge to Local Project Managers and Power Users through trainings and project work.• Designed and conducted ‘candidate experience’ surveys, to ensure the usability and experience of using the system was acceptable for the external candidate. Gathering feedback and considering these in system enhancements.

• Resourcing Manager

  • Apr 2009 - Oct 2011

  • Created the in-house recruitment process for the Finance Business Service Centre and Corporate Functions. • Reduced recruitment costs from over £7500 when I joined to £2500 within 9 months, and then to circa £800 within 18months by changing the recruitment strategy from using agencies to direct sourcing.• Developed the direct sourcing strategy through recruitment marketing, networking and introducing an employee referral scheme.• Built the employer brand within the Manchester Finance market from a poor reputation to an employer of choice. This resulted in our ability to attract a higher level of talent.• Local Project Manager for the UK in e-Recruitment Wave 1 project.



Beyond Interactive Communications

• United Kingdom
• Advertising Services
• 1 - 100 Employee

• Director

  • Oct 2007 - Apr 2009

  A specialist full-service recruitment marketing company advising clients on how to make clear and confident decisions on their recruitment marketing strategy.Role within the company was to assist in the company expansion by putting a structure in place to allow the company to grow successfully. Participated in all aspects of the company from operations, HR, recruitment and finance. Introduced systems to allow the company to operate efficiently and offer the best service for their clients. Remain on the Board of Directors to this day.



Ellis Fairbank

• Staffing and Recruiting
• 1 - 100 Employee

• Principal Consultant

  • Apr 2007 - Oct 2007

  Responsible for developing and growing their new retail non-fashion division within their Manchester office. The focus being to collaborate with selected retailers and retail professionals from mid-management to board level commercial appointments. Remit covered the food, DIY, electrical, telecommunications, homewares and health and beauty retailers within their commercial functions such as Buying, Merchandising, Marketing, Category Management and Store Operations. In addition to managing the retail team, I was also given responsibility for managing the FMCG and medical divisions to ensure that both financial and KPI targets are achieved / exceeded. Reason for leaving: closure of the company.



Quest Search and Selection

• United Kingdom
• Staffing and Recruiting
• 1 - 100 Employee

• Managing Consultant

  • Nov 2000 - Apr 2007

  One of the UKs largest retail recruitment consultancies, specialising in head office appointments within commercial functions such as buying, merchandising, category management, marketing, design, technology, and product development.Achievements• 5th highest biller in history of the company during my employment out of 85 consultants• Regularly in the top 3 highest billers each year from 2001 to 2005, with a moving annual total 100% greater than my set target.• Developed the Tesco account, the largest account in the company’s history, which resulted in Quest achieving master vendor status.• Developed my client list to include some of the UKs largest retailers on a preferred supplier list basis.• Developed the fashion and graduate sector within Quest Manchester to bring in additional revenue for 2005 of which was previously not represented in 2004.• Reawakened the fashion retail sector in Quest Manchester, which had not received any attention for 12 months and reawakened old clients as well as bringing on new ones. This sector became one of the most successful in Quest Manchester.• Managed, trained and developed successful consultants who themselves went on to receive promotions within the company.