Benjamin Edwards have recently registered a HR Director/Head of HR who has operated at board level. A commercially minded senior HR leader with over 20 years Management experience and over 18 years’ experience within all departments associated with Human Resources. A Chartered Member of the Chartered Institute of Personnel and Development (MCIPD) and also hold a Master’s Degree in Human Resource Management.
They like to consider themselves not the typical HR minded person, having a commercial and operational focus in order to give practical solutions. This has helped them develop relationships with key stakeholders to drive and implement initiatives that have either contributed to bottom line profit or have made a positive impact on the overall operation of the business.
Key Skills – Excellent analytical and interpersonal skills have enhanced their success at managing people in a number of busy HR, Payroll and L&D departments. They have a wide range of experience in working with and managing people in a multi cultured and global environment, believing that you should value people as individuals using effective and appropriate styles of communication. They have proven leadership skills involving managing, developing and motivating teams to reach their objectives. They have extensive restructuring and rightsizing experience and also have played an integral part with merges and acquisitions and transferring employees in and out via TUPE.
They are a firm believer in a ‘hand’s on’ approach, which allows them to see the root of any situation and enables them to plan accordingly. They have a strong operational background, which they believe has given them a solid grounding in a successful career as a HR professional.
Organisational Skills and Knowledge- Exceptional organisational skills and the ability to multi task effectively are an integral part of their management style. They have extensive and strong knowledge of Employment Law, including employee rights and entitlements, TUPE, recruitment, L&D, benefits and compensation packages.
Many projects initiated and implemented relating to structure, organisational development, absence, performance management, reward and policies.
Achieved FCA accreditation by leading through two large restructures and rightsizing projects and navigating the Company through requirements from a HR and Training perspective.
Wrote documentation and process to ensure success with GDPR and Gender Pay Gap compliance.
Working alongside the UK CEO and EXCO, led the rightsizing project by reducing headcount by 50% and slashed the cost base by over £20m through restructuring and cost saving initiatives, which included the closure of one of the head offices with zero litigation.
Led the initiative to recruit and set up a contact centre, focusing on collections, vulnerable customers, affordability and QM to support FCA recommendations following their thematic review.
Led a 200 employee TUPE transfer and 500 headcount redundancy simultaneously with zero litigation to reduce cost base by a further £18m.
Re-developed the UK compensation / reward plans to ensure that they were driving the correct regulated behaviours for FCA compliance and delivering on company KPI’s.
Reviewed, re-developed and implemented company policies to ensure that they were driving the correct regulated behaviours and adhered to relevant legislation.
Consolidated the Retail and Head Office HR and Training teams into one UK HR function which contributed to the £20m cost base reduction.
Redeveloped the performance review structure, aligning to the company values and the annual salary review process.
Completed the change, upgrade and implementation of a new integrated payroll and HRIS system, reducing the annual cost by over £250k.
Part of the senior team that supported the Company’s transition to new private equity ownership. A deal worth £140m.
Introduced the Company to a new way of learning by implementing e-learning throughout the Company which brought a considerable contribution to bottom line profit and a cost saving of over £200k per year on the training budget.
Directed a manager in training initiative for all new managers, winning a national award (HCITB). This contributed to improved turnover and retention figures. Retention improving from 24% to 18%, as well as attracting a higher quality of talent.
Developed and delivered brand values and mission statement and communicated/implemented accordingly, which gave a foundation of what everything ran through.
Introduced a Management Development and Leadership program which set out competencies for an employee through each stage of their career; the aim being to develop them to the next level to assist with succession.
Introduced change to a HR function by implementing a HR Business Partner model. This had a positive impact on turnover and through performance management with the senior operators resulted in better morale, productivity and management of labour budgets.
Additional Information – Attended Employment Law seminars (Lewis Silkin) to keep up to date with Legislation. Excellent computer skills particularly focusing on, Microsoft Word, Excel and PowerPoint.
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