REF: 25496/IL

NATIONALITY: British

RESIDES: Lancashire

PROFESSIONAL QUALIFICATION: Graduate Certificate in Human Resource Management

CAREER HISTORY:

Oct 2009 – Present
Confidential
Recruitment Manager

• Day-to-day line management of a team of two
• Assisting line managers across the various product lines with recruitment and selection including; liaison with PSL agencies, short-listing, writing competency frameworks, conducting interviews, arranging and running assessment centres, administering / evaluating psychometric tests and making offers of employment
• Develop and deliver apprentice and graduate recruitment projects including designing and facilitating assessment centres
• Ownership for identifying areas of potential skills-shortages, and identifying resourcing solutions to ensure the company has the required skills levels and all recruitment activities play a vital part of the company succession planning strategy
• Assist in the development of an attraction strategy, ensuring that the company attracts and retains talented recruits
• Co-ordinate and conduct both direct and agency-managed recruitment, including the ongoing development and evolution of direct recruitment processes and procedures
• Conduct quarterly reviews and performance management on PSL agencies
• Compile monthly management reports on recruitment statistics and analyse data to understand trends
• Providing high quality advice on best practice recruitment to line managers within the business
• Identification of potential ‘tough to recruit’ roles, and implementations of solutions to tackle these such as centres of excellence
• Identify recruitment methodologies in order to find new and innovative resourcing solutions
• Undertaking Resourcing project work, including salary benchmarking, retention strategies and pay & reward initiatives
• Management of the surplus framework of 18 Operational Managers including designing a redeployment process
• Covering duties of the Resourcing Manager on occasion, when required

Achievements

• Introduced IGrasp applicant tracking system to improve candidate experience and increase effectiveness of internal recruitment team
• Designed and implemented an excel based KPI spreadsheet in order to present monthly management report on quality of hires and recruitment process
• Led and successfully completed Nationwide Apprentice and Graduate Recruitment
• Participated in project team for internal restructures across a number of business functions, including project design, administration and delivery through creating CV scoring matrix’s and conducting competency based interviews to select successful internal candidates
• Successful completion of direct sourcing trial generating £250k of savings over a 12 month period and integrated the programme into the resourcing function permanently
• Designed and implemented a 13 week redeployment process and exit strategy for surplus manager framework
• Successful union negotiation to gain approval of content and delivery of surplus manager framework process
• Designed and implemented an internal temporary management service to log, quality check, approve and issue temporary bookings to agencies
• Designed temporary worker tracking spreadsheet for PSL agencies to capture weekly spend and AWR impact
• Introduced management information templates and quarterly reviews for PSL agencies
• Designed and delivered assessor training course for graduate recruitment

May 2009 – Oct 2009
Interim HR & Recruitment Assistant

• HR Support; union negotiation, managing redeployment plan, note taking in appeals, HR admin, absence management, buy down quotes, ill health retirement, voluntary redundancy and project based work i.e. nurse case management pilot.

Jan 2009 – Apr 2009
Confidential – Recruitment Consultancy
Senior Consultant

• Managing the full recruitment life-cycle process through to offer stage and acceptance
• Promoting company services through sales calls, delivering client meetings, negotiation of fee’s and terms of business and attending networking events
• Developing a profitable client base through targeted sales calls
• Candidate sourcing through advertising, referrals and searching job boards, interviewing and assessing candidate’s expectations

Mar 2006 – Jan 2009
Confidential – Recruitment Consultancy
Team Leader

• Direct line management for a team of up to 5 consultants, ensuring team budget and activity targets are exceeded
• Responsible for presenting to the executive board P&L accounts, strategic planning for future growth and budget analysis
• Internal recruitment of corporate interviews to attract key personnel into the Group
• Ongoing staff development through creating and delivering staff training, coaching and learning programs
• Attending regular management meetings to discuss brand awareness, new projects, divisional growth and market analysis
• Managing the full recruitment life-cycle process through to offer stage and acceptance
• Promoting company services through sales calls, delivering client meetings and attending networking events
• Developing a profitable client base through targeted sales calls
• Candidate sourcing through advertising, candidate referrals and searching job boards, interviewing and assessing candidate’s expectations

For more information on this candidate contact us on 0161 870 7730

REF: 40083/DA

NATIONALITY: British

RESIDES: Manchester

CAREER HISTORY:

2011 – 2012
Confidential – FMCG

Territory Manager

• After experiencing redundancy, had the opportunity to take up a post as a territory manager on a temporary basis
• Responsibility was to manage 61 Supermarkets in the North West of England, supporting principal and working alongside key contacts within these establishments to add as much intelligent value as possible
• Responsibility was divided equally between work with 3 leading consumer brands

2009 – 2011
Confidential – Leading Internet Retailer

Training Coach / Manager

• Initially tasked with training all new employees for a major brand which consisted of bring them all up to a proficient standard in customer query handling
• Trained all new starters on the companies integrated Customer Management System
• Training typically last for two weeks but was finished in seven working days on three occasions due to time constraints imposed by the business
• Wrote and designed all training materials used for new employees
• Day-to-day management of a team of roughly 15 individuals
• Managing absences, time management, resolving walk-up-queries
• Managing the payroll of all centre staff were tasks that were carried out daily.
• Conducted an active review of the training process in place and had started to produce a standardised format for all of the different systems and clients whom the business were partnered with

2006 – 2009
Confidential – Internet Retails

Training Officer

• The responsibilities of a training officer included training and managing schools of 20 plus new staff through a varied array of mediums from simple vocal delivery to computer based learning or referring delegates to external sources.
• When not involved in the actual training the development of new material was required, taking changes to the law or business policy into consideration and assessing the impact that those changes may have on current training and amending that current materiel accordingly
• One of the requirements that this position held was a willingness to be flexible, it was often required of to travel between sites which did enjoy as it gave a chance to see how other aspects of the business integrated and why they do so
• Whilst in this role was given the opportunity and took this to undertake a NVQ in learning and development level 3 which have just recently completed

Senior Advisor

• Originally employed in the call centre being the ‘front line’ for the company and speaking to customers directly when they call and then solving their query
• This job involved using a computer and various administration tasks for every query to access customers confidential details. At the end of every call with a customer explained what changes had made to there account, if any, and then put a note on the customers account so if they did contact us again about the same problem were already aware of the situation
• The job did involve dealing with irate customers, but found that if clearly demonstrated was interested in what they were saying and discussed the query through with them, that was no longer the case

For mroe information on this candidate contact us on 0161 870 7730

REF: 39862/DA

NATIONALITY: British

RESIDES: Liverpool

PROFESSIONAL QUALIFICATION: C.I.P.D Qualified and Certificate in Training Practice.

CAREER HISTORY:

July 2011 – Apr 2012
Confidential – Top 100 Law Firm
Training & Coaching Specialist

• Internal training and coaching both classroom based and on 1 to 1 basis
• Training and auditing of over 100 self employed Contractors and 25 permanent employees
• Compliance and regulatory training
• Induction training for all new team members
• Compliance & quality auditing of all field and call centre based employees
• Performance Coaching of all field employees
• Design and delivery of various training initiatives
• Training needs Analysis on an ongoing basis
• Regional position involving nationwide travel

July 2009 – July 2011
Confidential – Debt Recovery business
Sales Coach

• Implementation & performance coaching of all employees
• Induction, compliance & regulatory training of call centre based employees including Sales/Collections Advisors
• Management of Collections Retraining Centre
• Compliance & quality analysis
• Management Training
• Designing and delivering training initiatives and materials. across 140 employees
• Conducting training needs analysis where required
• Conducting classroom-based training and 1-1 coaching

Jan 2008 – July 2009
Confidential
UK Learning & Development Manager

• Plan and deliver City and Guilds accredited induction course
• Recruitment of new call centre sales employees, responsible for L&D for 210 employees
• Compliance & quality monitoring
• Management Training
• Designing and delivering training initiatives and materials
• Management and development of four multi-site Training Officers
• Development of interpersonal and communication skills
• Monitor and support delegate process throughout programmes
• Implementation of continual coaching & other coaching initiatives
• Conducting training needs analysis / indicators
• Orchestrate training plan
• Organise and plan external training

2006 – 2008
Confidential
Training Manager

• Training of new induction staff on all financial solutions
• To develop, evaluate and seek feedback on training delivered
• Designing and delivering training initiatives and material
• Training existing staff on new products
• Management and soft skills training
• Development of interpersonal and communication skills
• Monitor, manage and support delegate process throughout programmes
• Coaching & Implementing Training Initiatives
• Conducting Training Needs Analysis
• Orchestrate Annual Training Plan
• Responsible for all education internal & external

2004 – 2006
Confidential
Sales Trainer

• Training of new induction staff on all Arvato outbound sales accounts
• To develop evaluate and seek feedback on induction training delivered
• Designing and delivering training initiatives and material
• Training existing staff on new products
• Development of interpersonal and communication skills
• Monitor and support delegate process throughout programmes

2003 – 2004
Liverpool Daily Post & Echo, Liverpool
Digital Media Consultant

• Sales and marketing of Digital products for Daily Post & Echo
• Service and delivery of new products to new and existing clients
• Performance and management of individual targets
• Market process and identification within business community
• Maintenance of customer satisfaction and service
• Daily analysis of statistical web information
• Knowledge of software and programming

2001 – 2003
Norwich Union Direct, Liverpool
Sales Team Manager

• Manage a team of 16 Executives to perform at required business level
• Setting direction, goals and aims within the business plan
• Motivate, support and coach team members
• Monitoring service levels within the department
• Controlling team resources
• Setting and reviewing individual targets
• Interviewing of potential sales team staff
• Collecting and collating management information for agents
• Managing individual performance
• Individual development of team members
• Recruitment and selection of new team members

For more information on this candidate or to review a full CV contact us on 0161 870 7730

CURRICULUM VITAE

REF:                                                      38101/DA                     

NATIONALITY:                                       British

RESIDES:                                               Cheshire

PROFESSIONAL QUALIFICATION:        CIPD Part-Qualified                                                                                 

                                                              CPP Qualified

                                                              HND in Business & Finance                                                                                                                                                                    

CAREER HISTORY:

Key Achievements

• Actively managed down absence – achieving a 5% reduction in just over 12 months though developing trigger points for the involvement of Occupational Health.  Sourcing an Occupational Health provider and introduction of onsite counselling provision resulting in a return to work within 4 weeks for people who were absent through depression related illnesses.  Overall cost saving was £100k.

• Successful implementation of a flexitime policy and procedure for all staff employees.  Resulting in a reduction of overtime payments in the week equating to £20k pa.

• Reduced staff turnover within the company by 4% for permanent and temporary employees by establishing standardised recruitment methods and induction for all employees with regular reviews.

• Restructuring of the organisation through involvement in three redundancy programmes resulting in the reduction of over 600 heads within a 3 year period through voluntary and compulsory redundancy programmes with a saving of over £1,000,000 on the annual wage bill.  Sourcing and appointment of outplacement providers for the redundancy programme.

• Lead role in TUPE transfer of 12 people, delivered on time and within budget.

• Lead role in the annual pay negotiations with the Trade Union with other senior management.

Oct 2011 – Dec 2011

Manufacturing                                                       

HR Advisor

• Short-term role with focus on HR projects including development of policies and procedures
• Delivered one to one training for internal compliance
• Worked to established performance management, discipline and grievance policies and processes to resolve issues

Feb 2011 – Oct 2011

Pharmaceutical Company

UK HR Advisor – UK Wide Contract Role

• Created HR policies and procedures and internal training programme.
• Created Collective Agreement with Trade Union.
• Resolved issues relating to eligibility to work in the UK to mitigate the company liability. 
• Introduced absence management monitoring and trained managers to control absence within their teams through pro-active conversations.
• Advised Managers on disciplinary, grievance and performance management issues throughout the UK.
• Responsible for guidance and successful TUPE transfer of 8 employees into the business.
• Supported business in gaining Investors in People Bronze award.

Jun 1994 – Dec 2010

Manufacturing

Senior HR Officer

• Developed and created policies and procedures for the HR Department to ensure compliance to employment law changes and best practice.  These included: Family Matters policy, Recruitment and Retention, Discipline and Grievance.  Created and developed Trade Union / Company agreements.
• Guidance and training of Line Managers and Team Leaders in absence management, disciplinary procedures, performance issues.
• Hands on with day to day activities in the HR Department, arranging Training, correspondence, telephone enquiries, with a customer focus with the completion of Service Level Agreements (SLA) with Line Managers from Departments to ensure HR meet the needs of the business.
• Managed recruitment and selection of new employees to the business from Machine Operators to Middle Management.  Advising on best resourcing methods for each situation.  Identified preferred suppliers and reducing costs.
• Introduced an integrated HR and Time and Attendance system linking with the Payroll system.

 For more information on this candidate, contact us on 0161 870 7730

CURRICULUM VITAE

REF:                                                      36673/IL 

NATIONALITY:                                       British

RESIDES:                                               Manchester

PROFESSIONAL QUALIFICATION:         Member of the Institute of Recruiters – MIOR                                            

CAREER HISTORY:

June 2010 – March 2012 (Redundancy)

Confidential

Internal Recruitment Manager

• Resource for permanent and FTC positions covering engineering, sales, professional and senior positions, placing around 150 candidates a year into the business.
• Report into a Resourcing Manager and supervise a team of 4 in the Manager’s absence, whilst also looking after a small resourcing function when required which is based off-site.
• This is full cycle corporate recruitment including initial strategy meetings with hirers and mobilisation options, candidate attraction, CV sifting, telephone pre-screening, arranging interviews, SHL testing through to on-boarding. We are also involved in providing advice to hirers about salary, candidate availability/skill shortages and general HR procedure.
• Source candidates directly via head hunting, job fairs, social media, job boards and word of mouth via referral, going out to a resourcing team or our agencies if unsuccessful in direct recruitment. 80% of roles are filled directly.
• Hugely successful l in this role from day one in building lasting business relationships with all internal stakeholders to Director level along with adhering to all service delivery KPI and SLA.

Mar 2009 – Jun 2010 (Interim Role)

Confidential

Internal Sales and Marketing Coordinator

• Was employed as the internal sales and marketing person working for a SME within the access control/high security sector of the commercial vehicle/plant industry. 
• Role was mixed and involved full cycle sales generation and telesales/appointment making for a Key Account Manager, as well as sales support and customer research.
• Also managed my own accounts from the cradle to the grave.
• Other elements to this role included all sales administration including full MI reporting for the 3 Directors and full technical support from all enquiries received within the business.
• Received a verbal commendation in December 2009 from all 3 Directors for my work ethic, tenacity and attitude for assisting in driving the business through turbulent times in 2009/10.

Apr 2009 – Apr 2010 (operated at the same time as the above position)

Confidential

Recruitment Manager and Proprietor

• Part time sole trader business in engineering recruitment, closed down due to loss of SME clients in recession.

Sept 2007 – Jan 2009

Confidential

Senior Recruiter

• Recruiting (sales based) UK wide for the M&E and Residential building industries.
• Role was operated as if it was my own business. This was a cold start desk which grew to ￡100k t/o within 12 months, in the building recession.

Sept 2006- Aug 2007

Confidential

Agency Recruiter

 For more information on this candidate, contact us on 0161 870 7730

CURRICULUM VITAE

REF:                                                        35376/IL                                   

NAME:                                                     Confidential

PROFESSIONAL QUALIFICATION:          CIPD Qualified               

CAREER HISTORY:

Key Skills:

• Ability to identify key business needs
• Confident in leading projects, including TUPE and restructures
• Effective approach to change management

Key Achievements:

• Completion of a successful reorganisation and redeployment exercise that involved 150 members of staff, working closely with union representatives within a public sector organisation, to create a service that is manageable and fit for purpose
• Lead in an initial setup and TUPE project that involved the transfer of over 650 staff
• Completing a strategic review, working in consultation with stakeholder groups to deliver staff engagement in multi site organisation
• Implementation and delivery of organisational objectives, providing clear evidence of added value of the HR function within a large healthcare organisation
• Review and redesign of recruitment processes, within a large call centre environment to include monitoring, cost per hire, absence, leavers data, and performance management. This evidenced that the additional investment showed clear benefits across the organisation
• Implementation of equality and diversity policies that clearly deliver added value

Apr 2011- To Date

HR Consultant

• Completing several HR contracts including:
• Completing a company-wide reorganisation and redundancy project
• Review of HR and equality policies and practice, for a major organisation. This included developing the proposal and design of training and awareness sessions linked to the Equality Act

Apr 2010 – Mar 2011(Fixed Term Contract)

Charity

Interim HR Consultant / Business Partner

• Working in partnership with the senior management team, within a unionised environment, to proactively respond to the public sector cuts, across 46 sites. This has included inbound and outbound TUPE, reorganisations and closure of sites, with a view to creating an organisation that is ready to respond to the needs of the locality and the future opportunities
• Coaching managers on best practice in employee relations / performance management and legal requirements
• Working in partnership with the bids to deliver secure future work, and mitigate associated risks
• Design and delivery of training courses to empower managers
• Reduction in absence levels from an average of 12 to 7 days per person. Through, training managers, monitoring and management of short term absence and the return to work or exit of staff with long term absence
• Acting as the lead person in delivering equality and diversity

Feb 2010 – Mar 2010 (Fixed Term Contract)

Local Government

HR Equality & Diversity Consultant

• Working on specific projects to improve council practices and create added value through equality and diversity, with the additional responsibility of;
• Coaching staff and managers
• Writing proposals for consideration of SMT
• Developing a tool kit to support the completion of EIA’s, making sure that all elements of the Council are considering the implications and opportunities relating to their services
• Reviewing and designing processes and procedures, aligning them to existing legislation and the Equality Act

Feb 2009 – Nov 2009 (Fixed Term Contract)

Non for Profit organisation

Interim Project HR Consultant / Business Partner

• Reporting directly to the lead project manager with a specific responsibility for HR and redeployment in a major reorganisation project, this included the TUPE transfer of staff from the private sector organisation
• Managing the redeployment of ‘pre-surplus’ staff during the consultation process
• Co-ordinating the recruitment process to maximise the opportunities for affected staff
• Networking with other public sector bodies to understand recruitment requirements
• Completing Equality Impact Assessment for the Redeployment Policy to identify specific groups potentially adversely affected. This was completed by working in consultation with staff groups and union representatives to identify mitigating actions
• Liaising with both internal and external stakeholders, this included Commission Directors and representatives of the Cabinet Office
• Collation of evidenced reports to the Senior Management Team to give them the ability to review make decisions about the proposed changes

Mar 2008 – Feb 2009

Healthcare business

Business Partner – National Role

;

• Supporting managers remotely and face to face, to enable them to manage their staff effectively.
• Change management, aided by the design and delivery of management courses, to enable a consistent approach across the business
• Effectively managing redundancy programs and then working to prevent survivor syndrome following this. Working closely with the new business team to understand and map the business requirements of the future. This has included human resource planning, recruitment of specialist staff and the completion of TUPE through acquisitions
• Leading an anonymous employee online survey to capture the opinions and understand the climate within the business. This enabled me to develop HR strategy and objectives

Jun 2005 – Mar 2008

Recruitment Outsourcing business

(Jun 2006 – Mar 2008)

A large outsourced call centre, with 650 staff,

HR Manager

• As a member of a small team lead the TUPE across of all staff to the contract
• Working at all levels from board level to advisors
• As a team we dealt with a large amount of employee relations and performance management practices, including absence management
• Wrote and reviewed policies and procedures for the whole IBM account
• Facilitated training updates for the HR team and managers on best practice and employment legislation

(Jun 2005 – Jun 2006)

IT business

HR & Resourcing Manager

• Working across numerous sites to provide staffing solutions that provided the client with the ability to deliver their SLA’s with outsourced businesses
• Responsible for building and maintaining effective employee and customer relations across all sites,
• Managing a small team of HR administrators, who assist with the management teams, across the 3 sizable locations
• Devised and implemented, weekly executive summaries to provide a transparency and communicate across the sites to the executives of the business
• Collation and delivery of management information, demographics studies, implementation pathways, staff handbook, policies & procedures and budget management
• Setup of sites volume recruitment of specialist trained workers
• Managing site relocation, redeploying staff and consequent redundancies

For more information contact Ian Lenehan on 0161 870 7730

Over 3 years of experience delivering a high quality of HR assistance – currently on 1 weeks notice whilst completing fixed term contract in March 2012

• Enthusiastic, motivated, hard working and experienced Human Resources Assistant, able to build up a strong rapport with stakeholders of all levels and a great team player with excellent organisation and communication skills
• Managed the weekly and monthly SAGE payroll for approximately 100 staff in a fast-paced environment
• Responsible for ensuring probationary reviews were conducted
• Completed the administration for new staff joining and leaving the company
• Facilitated volume recruitment- including the running of assessment centres; conducting interviews, and all associated recruitment documentation
• Implemented a variety of trackers to assist the HR Manager to produce accurate and up to date information
• Introduced a welcome booklet and conducted inductions for new starters to the company
• Managing sensitive and confidential matters such as personnel relations, employee relations, and organisational changes, planning and protecting the security of information, data and files within the business
• Co-ordinate and conducted exit interviews, welfare meetings and absence counselling and taking minutes at disciplinary meetings
• Issuing fixed term, temporary and permanent contracts

Description

CIPD HR Manager with over ten years experience working within HR and Payroll, the last seven years operating as a Manager.

• Currently employed within a major multi-sited business with circa 500 employees based at multiple sites across the UK.
• Joined the business at a time when there had been no internal HR function for several years and procedures were loosely adhered too. Established HR policies and procedures which were rolled out across the business within a matter of months, ensuring senior management were engaged and bought into the project.
• Following liaison with senior management, developed and implemented a performance management system across the business resulting in enhanced productivity.
• Undertook a lead role advising the board on several restructures across the organisation, including site closures for which they led the redundancy consultations for in excess of 200 employees.
• Advises senior management on all complex Employee Relation cases including disciplinary and grievance issues.
• Introduced a more robust set of terms and conditions, providing greater protection to the business.
• Implemented a new company wide recruitment process rolled out to all Directors and Managers which has seen substantially increased cost efficiency.
• Introduced a new sickness absence policy which had reduced short term absence by 27%.

• CIPD Qualified with over fifteen years Human Resources experience, the last ten of which were spent within a major FTSE Manufacturing business.
• Specialised over the last five years in recruitment, resourcing for a wide range of positions at various levels of seniority.

Achievements include:

• Successfully led recruitment campaigns across a broad range of business functions from Graduate to Senior Manager level. Utilising a range of direct sourcing techniques, successfully minimised agency usage with significant cost savings to the business.
• Coordinated a major project to migrate several new languages / territories into the businesses Shared Service Centre, recruiting on a pan-European basis to secure suitable talent. All positions were filled within budget and on time.
• Conducting interviews and assessment centres to assess candidates suitability to the business. Additionally provided training for Department Managers on how to interview. 
• Experienced HR generalist with up to date knowledge of legislation and the potential business impacts. 
• Updated company HR procedures and policies for Sickness / Attendance, Disciplinaries, Disability discrimination and Age discrimination. 
• Provision of regular communication to the business about new policies and procedures. 
• Experienced in providing training and development for new starters around company policies, and providing ad hoc training to Managers as required. 
• Assisting employees at all levels with HR related queries.

For more information contact us on 0161 870 7730

• CTP Qualified Training Executive with over ten years experience.
• Led internal and external training courses within Public Sector, Professional Services and Call Centre environments.
• Inclusive, interactive approach to leading training sessions.

Achievements include:

• Designed and delivered bespoke training to external customers for Accountancy and Payroll software across the UK. Customers included both financial and non-financial professionals and successfully tailored his approach to ensure all levels of competency were catered for.
• Working for the police, designed and delivered training courses around new IT software to all servicing officers and support staff. Later presented to other regional forces about the software.
• For a major call centre, designed and delivered a range of training courses including induction training and management coaching.
• During a period of major re-structure, successfully mentored and coached a large number of newly promoted and inexperienced managers to utilise performance management techniques.

For more information contact us on 0161 870 7730.