Experience

Floorspan Contracts

• United Kingdom
• Construction
• 1 - 100 Employee

• Strategic HR Manager

  • Oct 2019 - Present

  I was taken on to look at the strategic HR initiatives that were need in a growing family owned business, as well as look after the everyday operational HR issues. Floorspan Contracts produce concrete planks and beam flooring for the construction industry. The company is a full service company, which means, we employee production staff, lorry delivery drivers, installers and also office based staff to support the process. Floorspan had an aggressive growth plan and in order to support this they introduced a HR department to ensure that the people side of the business was fully supportive of this growth. I therefore, spent time with all departments in the business to fully understand the roles people carried out and the challenges they faces. Since then, I have worked very closely with the Senior Managers and Managing Director of the company reviewing the HR strategy. In the short time I have worked for Floorspan I have: • Redesigned and implemented the Company Values of the company from 13 characteristic/behaviours to 5 fully defined values. • Planed and Implemented the companies first HRIS system • Designed and implemented a full Performance Review Process including a new annual review process • Introduced a new pay review process and completed a full benefit review, including proposals to introduce new benefits. • I am in the process of designing a full Management Development Preprogrammed for all first line managers. In addition to this, I am also responsible for all operational HR issues including Disciplinaries, grievances, performance issues etc and ensuring we are fully legally compliant. This has involved a lot of work with the production side of the business in regards to settlement and pre-settlement status challenges for our European Workers.



Learning Resources (UK)

• United Kingdom
• Manufacturing
• 1 - 100 Employee

• HR Manager

  • Aug 2018 - Oct 2019

  I was taken on by Learning Resources Ltd to set up a HR Department from scratch. The role was a full Generalist role that involves Recruitment, Employee Relations, Managing the pay & Benefit, including all suppliers, Management & Employee Development and Partnering with Managers and Managing Director on all Restructures. In addition, I was also the Health & Safety Representative onsite. In the year I was there, I introduced a number of processes including: • Recruitment Process and On Boarding Process • Probation Process • Leavers Process. I also introduced new policies to the company where there were gaps, including a Home Working Policy and an Expenses Policy. I also worked on a number of strategic HR initiatives, such as,: • Learning & Development Strategy, • Review of the Recruitment Strategy, introducing a Preferred Supplier List (PSL), for Recruitment Agencies, and looked at using direct recruitment methods more effectively e.g. Indeed and Linkedin. • Carried a full benchmarking exercise on all roles within the company. • I carried out a feasibility review of introducing a HR System to the company.



AVEVA

• United Kingdom
• Software Development
• 700 & Above Employee

• Interim HR Advisor

  • May 2018 - Aug 2018

  This is an International Software and Engineering company. I was taken on by AVEVA on a short term contract, to support and help the company through integration, following a merger with a larger company, Schneider Software. The company grew from 1,500 employees to 3,000 employees overnight. The integration was international covering the UK, Europe, Middle East, India and the USA. Working in partnership with the business, in a generalist role I wrote a relocation pack to help employees who are relocating from overseas to the UK to navigate the differences they may find in relation to buying a car, renting a house, the UK schooling systems, UK tax system etc. This received very positive feedback from individuals who were relocated to the UK. I also wrote various business proposals in regards to writing employee relation processes, for example, probation process and Absence Management to ensure our managers were fully supported managing employees.



N/A

• GAP in Employment Due to living overseas

  • May 2014 - May 2018

  During my time overseas I learn a lot about living and working successfully in a different culture, including tax systems, schooling systems, buying cars, renting houses, buying furniture and buying necessities. I also used my HR expertise in voluntary roles, which included supporting both UK Nationals and USA citizens, who were in the military and their families. This involved running training sessions, supporting and running events e.g. Halloween, Christmas, BBQ’s et as well as one to one discussions to help and ensure they were aware of all support available to them to settle into the military way of life.



Virgin Money

• United Kingdom
• Financial Services
• 700 & Above Employee

• Regional HR Consultant

  • Sep 2012 - May 2014

  This is a Bank, which was part of the Virgin Group of Companies. The role was aGeneralist HR role covering everything from HR Strategy, Resourcing, Pay and Benefits, Employee Relations and Management and Employee Development. This was all done working in Partnership with the business where, through acquisition, the company grew from 500 to 2,500 employees overnight. I worked on HR Policy and Procedure integration; I was integral to changing the format of the Policies to ensure they were more user friendly for employees. The new Policies and Procedures were successfully delivered in 6 months. Also, I worked with The IT Department and Change and Integration on their restructure and ensured that this was implemented 3 months before the 12 month delivery deadline.

• HR Business Partner

  • Mar 2011 - Sep 2012

  This is a Bank, which was part of the Virgin Group of Companies. The role was aGeneralist HR role covering everything from HR Strategy, Resourcing, Pay and Benefits, Employee Relations and Management and Employee Development. This was all done working in Partnership with the business where, through acquisition, the company grew from 500 to 2,500 employees overnight. I worked on HR Policy and Procedure integration; I was integral to changing the format of the Policies to ensure they were more user friendly for employees. The new Policies and Procedures were successfully delivered in 6 months. Also, I worked with The IT Department and Change and Integration on their restructure and ensured that this was implemented 3 months before the 12 month delivery deadline.



Sky

• HR Consultant

  • Mar 2006 - Mar 2011

  This is a Satellite TV, Internet and Phone Company. My role was providing Employee Relations support to 800 to 900 managers and 9,000 employees. I worked on some very complex business sensitive cases e.g. harassment allegations and company reputational issues as well as day to day issues e.g. absence management. I also worked with the company lawyers in regards to litigation issues, which involved attending and providing statements at Employment Tribunals. In addition, this role involved providing advice, coaching, support and training to managers on employee relations issues. During my time at BSkyB I project managed Policy and Procedure enhancements with Health Insurance Companies to reduce assessment of claims from 26 weeks to 8-10 weeks which contributed to the overall reduction of absence levels in the business with a cost saving of £250,000.



Intelligent Finance

• HR Advisor

  • Jan 2004 - Mar 2006

  This was an Internet Bank with approximately 2,500 employees. This was a HR Generalist role and during my employment I was promoted from Assistant to Advisor. I partnered with the Business on all aspects of HR including Strategy, Resourcing, Pay and Benefits, Restructures and Development. During my time there I implemented a new Performance Review process in the business through training session’s and one to one coaching session, which included a new IT system for annual pay awards. I worked with my business areas on absence and reduced it from 10% to 5%. I also, worked with my business areas to recruit 250 Contact Centre Workers in a 3 month period to support a New ISA product launch.

• HR Assistant

  • May 2002 - Jan 2004



NHS Logistic Authority

• Chippenham, Wiltshire

• Personnel Assistant

  • Jun 2001 - May 2002