If you are interested in this candidate, please contact Charlie Watson via email cwatson@cerfinancial.co.uk or call on 0207 626 6065.

00350283

PROFILE:

A Solution orientated and flexible HR Business Partner, financial commercial and people/project management experience with a track-record of effectively managing all aspects of the HR Transaction Cycles, placing the needs of my stakeholders first and possess a passion for change and making a difference within the working environment. Typically, exceeding expectations through strategic people management and effectively optimising resources and time to deliver HR projects at a first-class standard. Currently looking for a position where I can develop my key skills and add value to employees and people teams within the working environment.

KEY SKILLS:

• HRIS-SAP/Salesforce (SuccessFactors) Oracle Workday
• International Stakeholder Management
• Onboarding
• Planning & Organisational Skills
• Leadership & Management
• Prolific Negotiator
• MI reporting
• Report Writing
• Agile/Scrum Project Management
• Incentive schemes
• Strong HR Process and implementation knowledge
• Change Management
• Risk Management
• Performance Management /Coaching
• Employee Engagement
• Stakeholder Management
• Organisational Development
• HR Consulting, Analytics and Metrics
• Talent Management Acquisition Strategy
• Visa Management
• Local to Local Transfers
• Employee Relation Case Management
• Succession Planning
• Learning and Development
• Policy Implementation
• SMCR
• Job Evaluation

CAREER HISTORY:

February 2024 – Present (FTC)

Banking

Vice President -People Business Partner

• Partner with two lines of business with over 5000 employees in the UK and EMEA respectively, providing end to end HR support to Managers and Executive Committee members
• Managing TUPE transfer of BNY employees to Newton IM to concentrate solely on its core investment and operation functions.
• Coordinated my line of business largest monthly involuntary terminations, mutual agreements and performance related separations including writing and preparing settlement agreements
• Creating and driving the strategic people agenda, aligned to the business goals and objectives
• Build strong relationships with key stakeholders across COEs, LOBs and project teams to deliver people solution and drive positive change.
• Lead the VP people team by driving best practices in PIPs, succession planning, performance management, policy and internal programme design and ensuring compliance
• Partner with the Employee Relations team to resolves complex grievances, coach managers on performance, conduct and succession planning
• Accurately produced legal agreements and assertively controlled negotiations with lawyers, ensuring agreements were fully signed by all parties and all the relevant details implemented
• Managed the compensation planning initiatives which involved; communications to management, reviewing various planning sheet and making compensation adjustment
• Working effectively with senior stakeholders to align job roles with market data to promote fair and competitive salary banding within the Investment Bank

Achievement: Liaising with senior stakeholders within the business to review current processes, discuss how we can improve, implement and streamline processes across the function. Created a new process for developing and coaching managers on how to implement PIPs for low performers and ensure managers follow the focus of the HR strategy and overall company goals.

June 2022 - December 2023

Internet Retail (Made redundant due to restructuring)

Senior HR Consultant

• Build and maintain relationships with clients on site and off site and provide high level of client service, providing clear, concise and compliant advice on a range of HR topics together with the relevant supporting documentation
• Assist in managing the successful delivery of disability/mobility projects, ensuring an
• appropriate business driven approach
• Supporting the HR Consultants with learning, development and case management
• Support underperforming junior employees with coaching and development, addressing any
• underlying issues/training which may be hindering their performance
• Working alongside other business areas such as Operation, Legal and Risk
• Arranging Webinar and presenting to the SLT and other senior stakeholders about our new
• initiatives and delivering key business objectives (OKR)

April 204 – June 2022

Banking

January 2018 – June 2022

HR Business Partner

• Managing the non-MD Talent recruitment project and working closely with Senior Business Partners and SMEs to ensure a smooth recruitment promotion process and that the correct process is followed
• Providing first line support for Reward and Employee Relations and Recruitment processes
• Currently working in the COVID-squad and looking at effective ways to change the evolving climate and working on various projects within the team
• Coordinating competency-based interview supporting the business and ensuring the right person is the best candidate for the role.
• Engagement with senior stakeholders in respect of processes including annual performance and year- end compensation reviews, recruitment
• Working with the Job Evaluation team to review role profiles to ensure they meet the banks requirement and are evaluated at the correct level and in line with the policies
• Liaison with Group HR Operations and Centres of Excellence, delivering a seamless HR service into the business, such as preparing MI for senior management
• Actively engaging in supporting/leading the delivery of projects to embed BUK People Plans
• Streamlining and standardise processes to help drive a consistent approach across the various BUK client groups such as Reward processes, Performance Improvement Plans and reviewing Sickness and Attrition. Also working with the business to ensure the Year End Process is followed effectively.
• Coordinate and lead internal processes including Internal Mobility logistics, Hiring, Talent Acquisition, tracking of employee relation cases including parental leave, exit process and DC&G cases.
• Responsible for the successful delivery of HR change projects/programmes leading/supporting HRBPs with the merge from creating new entities, businesses and changing roles and ensuring all processes are followed and employees are moved across on time and within agreed quality and governance standards. Ensuring I adhere to all requirements of the stakeholder and the project is delivered in line with the relevant transfer policies.
• Manage and liaise with collaboratively with internal and external recruitment stakeholders across all levels
• Manage project/programmes throughout the full delivery lifecycle. Delivery of project(s) supporting the business strategy from business case through to initiation, requirement analysis, design, build, testing, implementation, and closure - this involves managing the stakeholders’ expectation. Working with the business and senior stakeholders in ensuring that a new working pattern is created on time and effectively to ensure colleagues are paid correctly and accumulate the correct number of sick days and pay based on their work pattern

Achievements:

• Developed strategy to decrease employee turnover resulting in a 15% increase within employee retention MI 3 months after the implemented strategy.
• Proposed a leadership team to advocate and manage Covid-19 queries, processes and guidelines. Which has been approved by the HR director and implemented.

January 2015 - January 2018

HR Advisor (Business Banking)

• Escalated point of contact for employees, responding to/resolving a wide range of HR queries (e.g. policy and process questions) in both the presence and absence of the HRBPs.
• Liaise with employees regarding a wide range of operational HR matters, e.g., ensuring and tracking that core HR processes and transactions (such as performance management, PD, organisational management, pay round, EOS) are completed on time and correctly.
• Manage low risk employee relations cases such as long-term sickness and grievances. Ensuring that the ER Direct are engaged throughout.
• Point of contact for Resourcing team and to ensure our resourcing process is running efficiently for employees to support through the process.
• Provide HR MI across Advocacy when requested as part of a project demand or on an adhoc basis
• Provide support on change management projects including providing data to HRSS, checking of displacement packs and to assist in the production of documentation as required.
• Achievements
• Designed and implemented a unique weekly shift pattern for employees on internal systems to accurately highlight working hours for employees within banking business.

April 2014 - March 2015 (Secondment)

Banking

Graduate Programme Manager (Secondment)

• Dedicated and consistent point of contact (Career Coach) for all graduates on Graduate Programme: structured and frequent contact (preferably in person)
• Dedicated and consistent point of contact for the business on all aspects of the Graduate Programme.
• Partnership with global Graduate Development and Campus Recruitment colleagues globally, ensuring one united front and consistent, global view is always presented to the business
• Management Information (MI): accountable for full management of MI and associated reporting as requested by Senior Management and the business, plus production of regular reporting to share with Stakeholders
• Rotation Management for Functions graduates
• D, C&G management/support during graduate programme – working with HRBPs and Employee Relations business and external stakeholders to help enhance and develop the graduate strategy

Achievements:

• Proposed and Contributed to the graduate programme operational and L&D plan that increased productivity and efficiency within new starters over a 6-month period.

EDUCATION:

Business School Human Resource Management & Marketing

References Available Upon Request

If you are interested in this candidate, please contact Charlie Watson via email cwatson@cerfinancial.co.uk or call on 0207 626 6065.

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