Karen Everitt

Company Overview:

Berry bpi is part the Berry Group, one of the world's leading plastics design and engineering companies for packaging and other specialist markets

Main responsibilities:

• Leads initiatives to boost employee engagement
• Provides proactive support for HR process delivery
• Manages employee relations case management
• Manages talent development and succession planning processes
• Supports on organisational structure and influencing change
• Used staff survey findings to implement enhanced working conditions and practices.
• Coordinated with department managers for successful succession planning efforts.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Implemented employee engagement strategies, increasing morale and job satisfaction.
• Provided expert advice on employment law to mitigate the risk of litigation.
• Streamlined HR processes to improve overall efficiency and productivity.
• Ensured compliance with HR policies by conducting regular audits and updates where necessary.
• Collaborated with leadership team to develop and implement organisational change initiatives.
• Facilitate grievance procedures ensuring resolution of issues in accordance with company policy.

Company Overview:

North Midland Construction is a design and build Company employing 1700 employees across 9 UK regions

• Supported Group HR Director in HR strategy development and execution
• Developed and implemented HR policies and projects within set timescales and budgets
• Delivered professional HR support aligning with group needs
• Spearheaded employee engagement projects supporting Company Employee Experience vision
• Managed Employee Relations and drove engagement strategies across Group
• Managed Employee Relations cases proactively and effectively, ensuring high standards and TUPE adherence
• Managed HR compliance activities including GDPR
• Led efforts to enhance Learning and Development vision
• Guided managers in improving competencies and offering necessary assistance
• Managed talent across Group
• Reduced staff turnover through improved performance development programmes.
• Organised company-wide diversity and inclusion training, fostering a more inclusive work environment.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Reviewed, updated and maintained accurate personnel records in line with GDPR regulations.
• Designed industry-leading employee engagement and recognition programmes.
• Managed complex employment law cases to successful resolution.
• Led annual salary reviews, talent reviews, succession planning and performance management.

• Company Overview: Ancon Building Products manufactures and engineers stainless steel construction components employing 500 people in the UK and 150 people in Europe and Australia
• Worked alongside MD, Operations Director and Senior Management to deliver specified projects
• Managed ER cases, advising operations management on people-related matters
• Designed comprehensive HR guides and policy documents
• Delivered support for acquisition projects
• Managed recruitment and selection processes
• Assisted senior management in preparing personal development plans for high potentials
• Oversaw performance management system and PDP implementation
• Managed internal training and development for management team
• Administered comprehensive compensation and benefits plans
• Implemented new health programmes for employees
• Management, development and maintenance of the HR systems and website
• Managed group apprenticeship and graduate training schemes
• Ancon Building Products manufactures and engineers stainless steel construction components employing 500 people in the UK and 150 people in Europe and Australia
• Used staff survey findings to implement enhanced working conditions and practices.
• Reviewed and renewed company policies, ensuring strict legal compliance across all business activities.
• Devised and implemented successful employee retention strategies, including improved exit interview and onboarding procedures.
• Streamlined HR processes through implementation of advanced IT systems.
• Educated line managers on policy and process changes for implementation.
• Managed complex employment law cases to successful resolution.
• Reduced staff turnover through improved performance development programmes.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.

• Company Overview: Carter and Carter were a national training provider of outsourced training services and apprenticeships on behalf of various international companies and UK government organisations, such as the Learning & Skills Council
• Supporting the business to fully understand the key business performance issues, objectives and drivers, and associated people requirements for current and future business challenges
• Development and implementation of the HR strategy
• Ensuring timely and effective delivery of HR services to the Commercial Sector
• Implementation of HR Policies, recruitment and selection practices, retention approaches, performance management, absence management etc
• ER caseload support including TUPE of employees entering and leaving the business
• Carter and Carter were a national training provider of outsourced training services and apprenticeships on behalf of various international companies and UK government organisations, such as the Learning & Skills Council
• Streamlined HR processes, helping to increase departmental efficiencies.
• Educated line managers on policy and process changes for implementation.
• Coordinated employee engagement surveys leading to improved morale and productivity.
• Facilitated new hire on-boarding programme by scheduling training initiatives, resolving issues and processing paperwork.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.
• Guided managers through recruitment process to filter talent and select high quality candidates.
• Oversaw disciplinary, performance and absence management for [Number] employees.
• Managed recruitment processes for successful team expansion.
• Improved business HR policies by guiding and collaborating with managers.
• Conducted performance appraisals for employee development.
• Fostered positive labour relations through transparent communication strategies.

• Developed and implemented HR policies and procedures
• Conducted recruitment for production operatives and first line supervisors
• Coordinated and evaluated annual performance appraisals and assessed training requirements
• Managed absence and sickness procedures
• Developed and tracked HR performance indicators
• Provided advisory support on HR legislation and policies
• Collaborated with recognised trade union on employment matters
• Delivered HR administration support across all departments
• Directed and supported organisational change programmes
• Reviewed and renewed company policies, ensuring strict legal compliance across all business activities.
• Developed new onboarding programme to speed up employee productivity.
• Collaborated with entire human resource department to discuss new ways to recruit top talent.
• Implemented HR policies and procedures for legal compliance.
• Updated company's HRIS system to optimise data access and reporting capabilities.
• Collaborated closely with senior leadership team on strategic HR decisions.