Select

Find similar resumes

Interim HR Manager

Work Experience

HR Limited
Aug 2004 to present Interim HR Manager / Consultant
Huntsman Surface Science UK
• Closure of UK Head Office, technical department and production facility (500 people)
o Immediately be able to work with and provide input to the UK/European Management Team
o Union (GMB, Amicus) national consultation and negotiation of terms
o Manage the Midlands consultation process.
o Creation of required policy, procedure and documentation
o Train senior team and deliver individual consultation
o Work with Penna/TUC/EEF/Learn Direct/Job Centre to fund training/source alternative employment
o Manage transfers, relocations, internal and external recruitment to European roles
o Work as part of European Team to evaluate progress (costs/savings/skills gaps/culture change)
RWE npower
• Re-structure of Sales & Marketing Retail (1800 people)
o New structure communication, consultation and implementation
o Creation of, and train senior team in, consultation / redundancy process and documentation
o Recruitment to senior team (6 x £100k packages)
• Re-structure of New Product Development (40 people)
• Territory Sales Manager training in Performance Management (disciplinary/grievance/absence)

ATS Euromaster Ltd. (Michelin)
Dec 2003 to July 2004 HR Manager – Operations
• Responsible for all aspects of HR across 500+ Service and retail Centres and 3,500 people across UK and NI.
• Team field based advisors plus supported by central HR Administration team
• Restructure of Company
• Reorganisation of Operational business to meet new business strategy (merger of 2 Business Units).
• People Development, motivation and coaching in a period of significant change
• Implementation of new working practices, policies and procedures

July 2001 to Dec 2003 HR Manager – Heavy Vehicle Business Unit
• Responsible for all aspects of HR across 200+ Service and retail Centres across UK and NI.
• Responsible for field based HR Advisors
• Gaining credibility in a male dominated industry where HR had not been seen as a core function.
• Working in partnership with Operations, Sales, Quality and Commercial functions
• Handling of disciplinaries, grievances and long-term sickness including investigating and advising in major frauds and thefts. Creating a standardised company procedure and process and training Regional and Centre Managers in handling disciplinary / grievance interviews.
• Creation of a new senior management structure within the Business Unit.
• Recruitment and replacement of Operations Director, Financial Controller, Quality Director.
• Working knowledge of compromise agreements and settlement negotiations
• Development of the operational ‘store’ network. Opening of new large Centres to support specialisation resulting in the merger / closure of smaller, less profitable centres across the UK.
• Implementation of a control and authorisation process for recruitment, transfers and pay reviews.
• Projects
• Merger of 8 Regional Offices into a Centralised UK location (2001)
 Closure of Regional Offices and associated communications and redundancies / relocations
 Re-contracting of all employees
• Creation and introduction of a Centralised HR Administration Department (2002)
• Reorganisation of the ‘middle’ management operational structure (Aug 2003)
• Evaluate all Operational and Sales roles (Hay), implementation of pay bands (2002)

Rhodia UK Ltd. (Formally Albright & Wilson)
Oct 1999 June 2001 HR & Services Manager, Head Office.
• Responsible for all aspects of HR, Recruitment (Graduate scheme), Training, Office Services and Building maintenance at Corporate HQ (200 people), managing 6 direct reports.
• Driving a major change programme initiated by merger of two Companies.
• Lead role in site closure & sale of building/re-organisation of departments/redundancy/union negotiation & consultation. HR partner in sale of one A&W division. Rationalisation of contracts, policies and procedures.
• Provide HR services for UK technical departments (200 employees) and manufacturing facility(100 employees).
• Creation and negotiation of new grading and reward system, introducing broad-banding.
• Payroll rationalisation, movement of all employees to monthly pay with the aim of out-sourcing.

Jan 1998 to October 1999 UK HR Officer.
• Co-ordination of HR activities across the UK. Developing policy and procedures, communicating best practice across the business to the manufacturing sites.
• Recruitment and selection of staff and graduates from target Universities managing a budget of £150k. Creation of brochure, advertising image and graduate recruitment Internet site. Organising recruitment of placement and vacation students and the administration of the undergraduate sponsorship scheme.
• Member of UK Training group implementing NVQs and working towards reaccredidation of IiP.
• Development of the HR Information system linking to HR, Payroll and Training. Training of all users, production of quality manual, design and implementation of a new in house training module. Setting up of a company Intranet, installing a HR site and employees skills database in conjunction with American colleagues.
• Development of European Information Systems group IT policy.
• Providing IT support for HR on a European basis.
• Manufacturing site HR support (100 employees) including recruitment and selection, redundancy, handling grievance and advising supervisors on disciplinary matters.

Magneti Marelli UK Ltd (FIAT) (First tier supplier to the automotive industry.)
June 95 to Jan 98 Personnel & Training Officer.
• All staff recruitment and assessment including psychometric testing.
• Implementation of systems of absence control.
• Working with supervisors and strong unions.
• Design and run company induction programme.
• Training needs analysis, course design, delivery and evaluation.
• Implementation of new working practices on shop floor (Lean Production, JIT, Takt times etc.).
• Working within the training team to gain IiP and implement NVQs. Act as internal D32 assessor. Co-ordinate the development of a new standards based training system.
• Introduce Modern Apprenticeships.

Education

May 2001 CIPD Worcester College.
May 96 Post Grad. Cert. in Training & Development, Wolverhampton University.
June 96 NVQ D32 Assessor.
June 93 BSc Hon, Liverpool University.
June 89 4xA level
June 87 9xO level

 Select