Catherine Jane White MCIPD

• A 3 month contract, supporting the Laundry and Catering division in a true generalist Business Partner capacity.
• A large part of my role was also designing and delivering Manager Workshops for the Learning and Development department, such as 'Whistleblowing, Disciplinaries and Grievances.'

I was offered a permanent contract, but took the decision to have a career break for 6 months.

Employed circa 2,800 worldwide specialists in fit out, technology, construction and development.

Initially in London, Fit Out and transferred to the Northern region in 2018.

• Developed strong relationships with Directors and Managers, which supported the success of HR strategic objectives within the northern business, in line with the Company’s goals.

• Added value as a credible partner in an HR generalist capacity, with a steady presence on the Senior Leadership Team, presenting updates at monthly management meetings across multiple sites.

• Provided HR advice, tools, support and coaching to managers and employees on all HR policies and procedures, ensuring issues w handled in a timely manner with professionalism, fairness and consistency.

• Facilitated the implementation of diversity and inclusion policies which enhanced workplace harmony and equality, by delivering workshops and arranging follow up meetings with Managers and employees.

• Updated policies and procedures in compliance with UK legislation and communicated to the business appropriately.

• Partnered the business with value, insight and recommendations at all levels of recruitment and selection; commercially focused in regard to recruitment decisions.

• Challenged, supported and influenced business managers to make well informed decisions/actions regarding the management of their people. This involved both re-structuring and change management within the Northern region.

• Worked with the business to identify talented people ensuring they had the support and development required to reach their full potential with ISG. Engaging with the Academy to provide internal training and supporting Performance Development Plans in a bid to map out career trajectory. Supported the Mentoring programme. Ensured the succession plan for the business area was up to date and identified gaps and risks to be filled by other means.

• Supported Graduates and Apprentices to successfully complete their training and form part of the ISG talent pipeline. I was the conduit between the business and the Graduate Programme and Learning Manager.

• Provided operational support on the coordination and administration of the annual PDR process: including objective setting, running calibration sessions with Directors and ensuring subsequent development plans were completed. Ensured mid-year reviews took place.

• Supported and guided methods which enabled line managers to effectively manage under performance in their business area. Promoted and guided the use of Performance Improvement Plans and where appropriate supported exit strategies, minimising the cost to ISG,

• Oversaw all Employee Relation cases, supporting different divisions within ISG on an ad hoc basis.

• Managed new starter orientation/on-boarding process to ensure a consistent message was conveyed around company culture and vision and ensured the 4 stage probationary review took place.

• Ensured all salary proposals were aligned via the correct process and all documentation for remuneration committee was submitted correctly and timely. Provided accurate benchmark data to the business when required. Understood internal and external drivers relating to reward and challenged where appropriate. Worked with the HR Director on programmes such as the annual pay review, schemes and shaping potential solutions.

• Ensured the provision of management information was routinely provided to manage the pipeline, support with decision making and to give factual weight to decision making. The monthly HR Report included statistics on headcount, attrition, absence, PDRs, PIPs and relevant HR updates.

• Facilitated and led where appropriate internal HR specific updates to business leaders and managers, verbally face to face/on Teams and via email. Drafted HR related communications to staff and participated in monthly business updates on HR/Development/Diversity and attended divisional team updates.

• Worked with the HR Director in undertaking specific and ad hoc project work and programmes, contributing towards HR objectives to ensure continuous improvement.

Warehousing & Distribution division (working across the N Brown Group on an ad-hoc basis). The UKs largest independent multi-channel Home Shopping, a FTSE 250 company

• Promoted to HR Business Partner, following my Manager’s twelve month secondment. This included participation in the Board’s monthly management meetings, launching the on-site Life Long Learning centre and agreeing partnerships with the colleges.
• Head of communication for the site, CSR lead for Logistics, participation in the Continuous Improvement Scheme panel and delivering 360 degree appraisals for Senior Managers. Designing succession plans, attending the Bonus scheme and Values meetings in an HR capacity and contributing towards managing change and restructure within Logistics. Examples of this include removal of the 2-10 shift allowance and restructure within Operational departments.
• Played a key role in the business partnership with the Union, working in a collaborative approach with the USDAW Area Organiser.
• Involvement in adhoc projects both people related and operational (working in collaboration with the Logistics Director, Head of Operations and the Union), including changes to T&Cs, pay reviews and operational changes.
• Supported, coached and advised on all areas of Employee Relations to employees and Operations Managers in line with Company policy and legislative requirement.
• Conducted and supported with the full cycle of investigations, suspensions, disciplinaries, appeals and grievances, (both collective and individual) and mediation support across the Group.
• Updated and designed HR related Company Policies in line with legislation and Company changes. Ensured at all times that advice given is in line with best practice and legally compliant.
• Managed recruitment activity in line with specific requirements as agreed with the Recruiting Manager
• Undertook Job Evaluation of new and existing positions
• Managed long and short term absence management within Logistics, and facilitated the Death in Service process with both the family, Company Secretary and Board of Trustees.

Financial services group, consisting of 4 companies who provide financial solutions mainly in the form of debt and claims management, employing circa 270 employees across two sites.

• Liaised with managers across both sites to ensure they understood and carried out activities in accordance with best practice and employment legislation, including the disciplinary and grievance procedures.
• Responsible for delivering end to end recruitment process, from negotiation of contracts with agencies to offer stage. This also included arranging work permits for new employees who were entering the UK and writing contracts.
• Managed both short and long term sickness absence across the group in liaison with senior managers
• Designed and implemented a template for contracts of employment for all employees following the introduction of new employee benefits and changes in working hours
• Conducted regular disciplinary meetings with line managers in line with disciplinary policy
• Organised and attended careers fairs to generate interest in line with the recruitment drive
• Conducted exit interviews and probation reviews, providing constructive feedback to both employee and manager to improve future retention, development and performance of staff
• Designed and delivered induction training to ensure all new employees understood HR policies and Data Protection requirements, and provided a welcoming and in depth first meeting into the Group.
• Implemented web based HR system across the business to ensure that management information was accurate and the business could access data and process HR requests from one system through self service. Trained all managers and staff on use of new system
• Produced monthly management information for head of HR, used in monthly management meetings for planning

A national charity which provides specialist services for individuals and communities.

• Provided advice, support and interpretation of HR policy and procedures to line managers and staff, including advice on pay and sickness policies.
• Responsible for the recruitment process, from contacting agencies to organising the induction of successful candidates.
• Designed a process for keeping up to date with back-logged Criminal Record Bureau application forms, which ensured that successful applicants could commence employment on time.
• TUPE administration: attention to detail was vital due to the amount of new projects won by the organisation
• Kept accurate and up to date records on employees using Sage and maintained employee’s personnel files.
• Minute taking and advising managers in disciplinary meetings and other high profile investigations.

A leading asset management and securities services company.

• Administered the recruitment process at every stage, from placing the advert to arranging and attending interviews.
• Liaised and built relationships with managers and employees at all levels. Responded to HR queries, both internally and externally.
• Ad hoc support to the HR team: contract writing, gaining references through the external referencing agency, letter writing, conducting and processing exit interviews, ensuring absences were registered and ensuring the overall smooth running of the office. Accurately maintained HR trackers and used HR systems such as I-Grasp and Peoplesoft.
• Responsible for the audit of probation reviews and ensuring that all employees had a ‘Well-being check’ after their first three months of employment. Worked with managers where changes in induction process were necessary.
• Isolated project work: Co-ordinating the ‘Managing Effective One on One’ and ‘Conducting Appraisals’ training sessions. Conducting an on-going audit spreadsheet of SME spending to comply with Inland Revenue requirements.
• Organised and attended Careers Fair at Manchester Metropolitan University to promote career opportunities within the bank.