Sheena Stuart Assoc CIPD, ILM

• Led managers to deliver interventions and solutions consistently meeting workforce needs.
• Mitigated litigation risk, ensuring compliance with applicable employment laws and regulations across various activities.
• Streamlined HR processes, helping to increase departmental efficiencies.
• Advised managers on compensation decisions based on benchmark data, job analysis and external competitiveness.
• Oversaw disciplinary, performance and absence management for 350 employees, reducing daily absence rate by 77% in one year through implementation of absence management hearings.
• Boosted leader capability through effective coaching and advising.
• Served as point of contact to offer expertise on employee relations.
• Provided outstanding candidate experience by orchestrating interview process, delivering bespoke feedback to candidates at each stage.
• Educated line managers on policy and process changes for implementation.
• Reduced staff turnover through improved performance development programmes.
• Designed industry-leading employee engagement and recognition programmes.
• Provided strategic direction for human resources management team.
• Monitored evolving regulatory changes and parameters to maintain operational compliance.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.
• Led high-performing teams and developed organisational leadership capacity.
• Facilitated new hire on-boarding programme by scheduling training initiatives, resolving issues and processing paperwork.
• Used employee survey findings to implement enhanced working conditions and practices.
• Analysed market data to create competitive compensation and benefits packages.

Manufacturer of polymer and security printed products including banknotes and tax stamps. A proud manufacturer for the Bank of England and global central banks.

• Supporting Process Leaders in the implementation and application of HR procedures such as disciplinary and grievance , performance management, absence management etc.
• Management of persistent short term absence and long term absence, including communication with Occupational Health and working in line with managers to provide a solution
• Managing recruitment activity, working closely with hiring managers and third parties.
• Key Contributions Overseeing the ‘Convert The World to Polymer’ ramp up, successfully placed 68 employees with an 84% successful placement rate over a 6 month period full ownership through recruitment, vetting, offer packs.
• Managing annual PDR/Talent Calibration events and support with identification of development needs
• Boosting the capability of supervisors through effective coaching, consistently exceeding performance goals across Polymer and Security Features categories by 10%.
• Oversaw, investigated and resolved employee relation matters, including grievance, disciplinary, performance and absence management to achieve favourable outcomes.
• Streamlined HR processes, including absence management and payroll processes, increasing departmental efficiency.
• Developed and implemented recognition programmes that led to an 15% improvement in engagement surveys.
• Recruited, hired and trained new employees to optimise profitability.
• Conducted workforce planning and benchmarking activities to meet company needs.

• Ensuring effectiveness of Performance Management in line with strategic objectives
• Providing monthly input to payroll shared services
• Coaching and supporting supervisors and managers in effective management practices
• Managed CSR and Diversity and Inclusion events
• Educated management on successful approaches for enhancing policy implementation and enforcement, preventing legal issues involving employees.
• Kept abreast of latest hiring trends and recommended enhancements that would challenge and refine recruitment and sourcing processes.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.

● Leading global, independent provider of product and service solutions to laboratory and production customers, enabling science and clinical trials for customers in the pharmaceutical, biotechnology, industrial, education, government and healthcare industries.

● Providing strategic and day to day leadership and support to drive the delivery of the business HR strategy.

● Acting as single point of contact for the defined population of the organisation to employees and managers, covering a full range of general HR activity and advice on issues to include all Employee Relations related matters, organisational change and employee and employment relations.

● Developing managers in performance management by leading capability related case work, guiding and advising managers with all policies.

● Keeping abreast of employment law and best practices to ensure consistent and legally sound practices are embedded in all aspects of HR.

● Ensuring the consistent application of HR policies and procedures, in accordance with the Quality Management System.

● Key contributions: Rolling out Mental Health Awareness to all employees across 3 UK sites following the Covid- 19 pandemic.

● Also, providing guidance and support to Senior Leadership team on Impact awards to facilitate the Reward and Recognition strategy within the business.

• Global Manufacturer of Weighing Scales & Food Metal Detection, Managing HR System personnel records both directly in Activ8 and through contact with the HR Service Delivery (Shared Service) team for issues relating to payroll, company benefits, Absence Management, time & attendance system and reporting requirements in conjunction with counterparts in HR; • Assisting in the Recruitment Process in conjunction with HR Officer and Talent Acquisition Specialists • Assisting in facilitating smooth Onboarding process, including administration and preparation for first day induction.
• Supporting first stage and appeal hearings for disciplinary and grievance meetings.
• Handling maternity, paternity, adoption and parental leave processes and queries; • Providing data for and preparing management information reports; • Overseeing probationary review periods and changes to contractual terms; • Managing employee sickness cases and absences in accordance with Absence Policy • Maintaining and developing the personnel filing system in line with GDPR; • Managing the leaver process; • Developing and maintaining the people-related policies and procedures; • Coordination of employee events/engagement/benefits activities • Promoting equality and diversity as part of the culture of the organisation; • Liaising with external agencies and company benefits providers; • Undertaking projects/research as and when required, specifically when handling casework and appeal hearings.
• Key contributions: Delivering Mental Health initiative across the UK group to address leading cause of absence, resulting in a 45% decrease in absence leading to a 20% rise in productivity figures.
• Catalysed the diversity and inclusion agenda practically by recruiting the first female apprentice engineer to the business.

• Global Manufacturer of Thermoplastic compounds), Key point of contact for all line manager issue resolution, providing advice and guidance on HR process and policy • Ensuring all key HR operational activity is carried out in line with policy / process and in a timely and effective manner • Dealing with all ER issues in the first instance (disciplinaries, grievances, capability) • Working with managers to highlight absence issues and as required actively manage absence cases • Managing all family friendly policy requests and processes e.g.
• Maternity, flexible working, shared parental leave, paternity leave, parental leave etc.
• Working with the HR team to ensure timely management of new starters and leavers, including inductions and exit interviews • Support for annual salary planning process • Working with the team on core HR processes e.g.
• Performance development cycle, KPI provision and analysis, policy and process updates and improvements, HR Communications / events • Working directly with the wider HR team as part of projects as and when required across a number of sites.
• Key contributions: Improved retention by introducing efficient onboarding programme within three months of service.
• Coordinated change management efforts for staffing new departments which resulted in improved employee perception of the HR department as well as increasing employee traffic for assistance with benefits, compensation and employee relations matters.