Ripon Shah

Have worked in two roles in the John Lewis Partnership

- John Lewis Partnership Team Manager- Various Branches

I have worked as a Team Manager for 9 years in the John Lewis Partnership in a variety of roles from all selling directorates. In this time I have worked on multiple in branch commercial projects.

Some tasks involved:

• Coached and developed a variety of Partners across multiple departments and branches to successfully achieve business KPIs to deliver the Partnership plan.
• Communicated and influenced senior stakeholders of any recommended productivity improvements through careful analysis of both internal and external data to highlight need for change.
• Collaborated with a variety of stakeholders ranging from shop implementation teams, buyers and merchandising teams to diagnose implications of commercial change assessing the financial and Partner risks to change and then presenting options to senior leaders

- People Policy Advisor- Current role

I have partnered with Senior Leadership teams to support, influence and coach Managers on all employee relations matters in order to mitigate litigation risk, along with supporting on people change programmes to enhance efficiency.

Some tasks involved:

• Managing complex Employee Relations cases from start to finish, sharing learns and best practice with colleagues.
• Applying understanding of Redundancy and TUPE process and explaining in a clear way to affected Partners.
• I have been a part of working groups to develop and improve people policies.
• Analysed and dissected people data to identify and recommend potential efficiency and cost saving improvements.
• Supported Org Design teams with change programmes such as shop leadership transformation and Waitrose simpler shops, as part of the wider people speacialist teams ensuring change programmes were in line with people policies and employment legislation.

• Provided HR support to employees covering all employee policies and procedures
• Driven effective labour planning, succession planning and performance management activities to meet the current and future needs of the site.
• Provided HR manager with data and supported with all administrative tasks for people change initiatives
• Supported HR manager with creating Job descriptions and people structural changes to enhance efficiencies.