CV

A strong HR generalist and reward specialist with over 10 years experience gained in a large multi-cultural and dynamic organisation. My key achievements are:-

Transfer of Undertakings
· As the lead HR Business Partner achieved a successful divestiture of a 200+ business group. Ensured regular communication and consultation took place, despite management reluctance. Mitigated
employees concerns with a smooth transfer of employment and t’s and c’s.
· Designed a TUPE training programme and guidance documents for other HR Managers to coach and develop their knowledge in this key area.
· Subsequently managed 7 UK TUPE activities for the Company ranging from insourcing and outsourcing between 2-200 employees.

Redundancies
· Sympathetically handled 150+ redundancies over various time scales without any employee relations repercussions or Employment Tribunal Claims.
· Developed a redundancy guide for all business managers to assist and guide through the process.
· Redesigned the Company redundancy policy following market research and changes to legislation.
· Designed and implemented a Company Redundancy Spreadsheet, to ensure speed and accuracy of data transfer and enabling automated statements and letters incorporating many element variations.

Reward
· Managed the closure of Lucent’s Defined Contribution pension scheme and successfully rolled out the new Group Stakeholder Plan. Ensured timely communication guaranteed a smooth transition for over 400 employees.
· During a very difficult time for the Company, developed and introduced a number of innovative voluntary employee benefits providing more choice for employees at little or no cost for the company.
· Developed a technical competency grading structure used by managers for recruitment and performance management decisions.
· Member of a major salary survey working group to help develop the roles and competencies incorporated into the survey helping to ensure Lucent’s salary and role matching needs were met.

Organisational Change
· Key team member responsible for harmonising terms and conditions of 12 different business groups into one company wide set of t’s and c’s and combined policies. Gained acceptance of over 200 employees whilst sympathetically handling the concerns of employees.
· Harmonised the HR administration procedures of the 12 different business units into a set of Company wide agreed procedures enabling consistency across the Company and improving the efficiency of HR Administrators.

Performance Management
· Coached management team on a new performance management system and facilitated the annual performance management review process and alignment meetings.

Employee Relations
· Designed and delivered training and produced newsletters on employment law changes, ensuring managers and the employee consultation forum were fully briefed and up to date.
· Developed and facilitated managers awareness and skills training on handling disciplinary and grievance situations as well as absence management improving the managers ability to follow correct policy and procedure.

Policy Development
· Following a large merger, responsible for the harmonisation of a number of policies including changing the Company Car Policy. With two very different ways of providing the benefits undertook a full benefit cost analysis, successfully gaining management buy-in, saving the Company £½ million per year with no loss of Employee benefit.

Resourcing
· Recruited and retained a number of graduates from careers fairs and assessment centres and developed an induction and training programme with the department learning and development co-ordinator.
· Recruited numerous technical, business and support candidates for different departments across a broad range of grades, ensuring the correct fit with the department.

Employment History

Education