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Human Resources Interim Director

Human Resources Interim Director

Work Experience

PROFILE

A successful, competent and versatile personnel professional with effective generalist experience. Resourceful in policy development and business management. Proficient in people management skills with an ability to gain high levels of motivation from staff. Consistent record of success through strategic planning and problem solving skills with strong leadership and influencing abilities earning respect of line managers; well versed in employee relations techniques. Resourceful in industrial relations, reward systems, people development initiatives, organisational restructuring, acquisition and mergers, TUPE and an excellent communicator.

CAREER DETAILS

Dates Position Company
September 2000 – December 2000 Iterim Assignment HR Director SpectraSite Transco Communications
February 2000 – July 2000 Iterim Assignment HR Director Scotsman Beverage Systems
August 1999 – February 2000 Iterim Assignment HR Director Comatec UK Ltd
April 1996 - August 1999 Group Human Resources Director Onyx UK Limited
1994 - 1996 Personnel Director West Midlands Travel Ltd
1991 - 1994 Group Employee Relations Manager West Midlands Travel Ltd
1990 - 1991 Personnel & Operations Manager West Midlands Travel Ltd
1987 - 1990 Labour Relations Manager West Midlands Travel Ltd
1985 - 1987 Senior Labour Relations Officer West Midlands Passenger Transport Executive
1964 - 1985 Mechanical Apprentice Maintenance EngineerTrade Union Lay Official. West Midlands Passenger Transport Executive

CURRENTLY INTERIM HR DIRECTOR

As a self-employed HR Consultant and Interim Director since August 1999, I have undertaken interim assignments in the service industry, another in the manufacturing sector supplying the brewing industry, and Telecommunications. All of which focused on delivering winning strategies within high paced people intensive organisations, with practical solutions supporting bottom line performance. Integrating new businesses through acquisition and organic growth into existing Company structures. Along with employee development programs and effective communication. Extensive exposure to TUPE, together with management of expansion, business re-engineering, relocation and change management.

SpectraSite Transco Communications September -- November 2000
Interim Director

SpectraSite Transco Communications a joint venture Company providing technical support and infrastructure to the telecommunications industry. Research, design, and build of strategically placed receiver and transmission equipment.



Achievements

x Ensuring strategic input and benefits for Human Resource Management with full integration of employees following acquisition.
x Directing, coordinating and interpreting Human Resource data as part of due diligence.
x Identifying and planning the strategy for achieving benefits from synergies following acquisition and integration.
x Dealing with all TUPE related matters before and following transfer of employees.
x Putting together and delivering ongoing consultation and communication.
x Negotiating and securing a relocation package and arrangements ensuring key staff retention.
x Recruitment of staff and operatives for future business requirements.
x Changing contracts of employment to ensure standardisation of terms and conditions.
x Developed and introduced a reward system ensuring quality, customer satisfaction, reliability and performance.
x Project managed closure and relocation of central support functions into one site and associated people issues.
x Optimised out sourced recruitment for over 100 positions ensuring the recruitment model was consistent with recruitment throughout Europe.

Scotsman Beverage Systems February 2000 -- July 2000
Interim HR Director.

Scotsman Beverage Systems is part of the Beresford Group, manufacturing coolers and counter mounts for the brewery industry. Part of the business is installation and maintenance of cellar equipment to brewery outlets countrywide.

My assignment was to project manage the Human Resources input for an acquisition and consolidation of businesses into one business discipline with the associated changes required to ensure full integration. Closure and relocation of a manufacturing unit along with all employee related issues and management of change. Introduction of best practice procedures and associated training.

Achievements

x Ensuring strategic input and benefits for Human Resource Management as a member of the acquisition team.
x Directing, coordinating and interpreting Human Resource data as part of due diligence.
x Identifying and planning the strategy for achieving benefits from synergies following acquisition and integration.
x Developing and ensuring effective communication and consultation procedures were in place and followed.
x Implemented standard Contracts of employment along with the associated terms and conditions. Incorporating benefit packages that facilitated retention and recruitment.
x Introduction of a pension scheme meeting the aspirations of employees and their representatives, whilst ensuring cost benefit, effectiveness and meeting business needs.
x Introduced training needs analysis and associated training and development plans. Facilitated training modules.
x Proposed and introduced an incentive scheme along with objective setting and appraisals.
x Closure and relocation of a manufacturing site ensuring maintenance of production and services during the transition period.
x Ensuring best practice through a redundancy process for employees not wishing to transfer, involving consultation, communication, and negotiation.
x Negotiating and securing a relocation package and arrangements ensuring key staff retention.
x Recruitment of staff and operatives for future business requirements.
x Developing and implementing a structure for the manufacturing business by implementing cellular production and contribution centres.
x Dealing with all TUPE related matters before and following transfer of employees.
x Outplacement support to affected employees
x Establishing policies and procedures with appropriate HR systems and support for future business requirements.

Comertec Uk Ltd August 1999 -- February 2000
Interim HR Director.

Comertec UK is a service provider for outsourced cleaning contracts. With a portfolio within England and Wales for office, bus, rail and factory cleaning contracts for 3 to 7 year terms. My assignment at Comertec was to facilitate a tender process with particular reference to the Human Resources Element within the universities, schools, and colleges in Wales. The success of this tender process would increase business turnover by £3.5m. To identify and implement a strategy that would through best practice ensure effective benefits from synergies within the company structure.

Achievements

x Project Managed the Tender process to successful completion and securing of a 5-year contract.
x Dealing with all TUPE related matters before and following transfer of employees.
x Reviewed the management structure putting in place a new structure that facilitated best practice and succession planning.
x Recruiting appropriate management and clerical staff to meet the business needs whilst at the same time dealing with displaced personnel that did not match Company needs.
x Implemented standard Contracts of employment along with the associated terms and conditions. Incorporating benefit packages that facilitated retention and recruitment.
x Negotiated changes to terms and condition on a multi site unionised environment securing standard terms and conditions.
x Employment law projects, Employment Tribunal responses, Representation, and settlements.

Exemplary Career Accomplishments

· Improved the performance of the business from a turnover of £150m to £350m making the Company number one in the industry through implementation of an empowered culture. Encouraging innovation, networking and cash generation adding value by contributing to strategic business initiatives.

· Integrate and recruit technically skilled people into a fast growing organisation securing growth from £20m to £90m turnover.

· Downsized management and clerical support structure generating savings of £8.9m through implemention of a revised management structure. Substantially improving the effectiveness and control of product cost, quality and customer satisfaction.

· Reduced accidents and equipment repair cost by 33% whilst improving health, safety, and quality through the implementation of induction and training programmes for operative staff.

· Improved bottom line performance by 25% with management of change and the associated culture changes, improving commercial and financial awareness with the emphasis on quality, service and customer satisfaction.

· Reduced human resources and materials cost within a support function from £32m down to £23m. The effectiveness of this initiative influenced purchasing policy and introduced greater flexibility within labour utilisation improving customer services.

· Provided support and advice to line managers ensuring business-focused human resources initiatives.

Skills and Experience

· Negotiation and Industrial Relations in a multi site unionised environment.
· Organisation Re-Structuring matching competencies to organisational needs.
· Development and Initiation of Training and Development programmes ensuring motivation, retention, and effective succession planning.
· Business focused Human Resources Management at Strategic and Operational level.
· Financially and commercially aware by managing cost control of resources whilst maintaining quality and meeting customer requirements.
· Reward Systems aimed at recruiting, retaining, motivating and employee development encouraging employee involvement and a partnership culture.
· Effective management of integration through acquisition achieving best practice and benefits of synergies.
· In depth knowledge and experience of TUPE.
· Board level and Operational experience.
· Establishing, Directing and Managing a Professional Human Resources Team in all aspects of employee relations, recruitment, employee development and employment law.
· Computer Literate in Microsoft Office Software.

QUALIFICATIONS / PROFESSIONAL

City and Guilds I, II, and III Motor Vehicle Mechanics
Member of the Institute of Directors


Education

City and Guilds I, II, and III Motor Vehicle Mechanics
Member of the Institute of Directors


Skills

Skills and Experience

· Negotiation and Industrial Relations in a multi site unionised environment.
· Organisation Re-Structuring matching competencies to organisational needs.
· Development and Initiation of Training and Development programmes ensuring motivation, retention, and effective succession planning.
· Business focused Human Resources Management at Strategic and Operational level.
· Financially and commercially aware by managing cost control of resources whilst maintaining quality and meeting customer requirements.
· Reward Systems aimed at recruiting, retaining, motivating and employee development encouraging employee involvement and a partnership culture.
· Effective management of integration through acquisition achieving best practice and benefits of synergies.
· In depth knowledge and experience of TUPE.
· Board level and Operational experience.
· Establishing, Directing and Managing a Professional Human Resources Team in all aspects of employee relations, recruitment, employee development and employment law.
· Computer Literate in Microsoft Office Software.



Languages

English

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