Fiona Jennings

Responsible for delivering effective human resource day-to-day support for all employees and managers in the US (multi-state jurisdiction). Strategic business partner and coach to senior management, providing leadership and direction, advice for all human resources areas in the US including policies, employee recruiting and retention, benefit plans, counseling of employees and managers, US employment law compliance and employee relations.

• Work closely with US senior management to identify and address US organizational effectiveness issues
• Development, review and implementation of US HR policies, procedures, programs and practices that are aligned with business objectives, and are in compliance with local and multi state regulations and employment practices
• Management responsibilities for US HR team based in NYC and Boston. In close co-ordination with head office in London, oversee delivery of US HR Services, including employee relations, workforce planning, training & development, compensation and benefits, change and risk management
• Responsible for all US employee life cycle
• Fiduciary and oversight of 401K plans
• Oversight and management responsibilities of payroll to ensure accuracy, legislative tax, and other requirements are in compliance
• Due diligence and integration implementation for potential M&A deals

• Global HR Business Partner for senior management in assigned business areas. Drove business decisions and acted as advisor, coach and service provider regarding all people related issues globally.
• Maintained commercial and dollar focused approach in order to drive business decisions; understand business need and legal and regulatory framework in which they operate
• Coach line managers in implementing best practice HR management and provide efficient and cost-effective HR services
• Partner business units globally in the provision of strategic and operational advice in all HR related matters, specifically: Headcount budgeting, Compensation cycle, Performance management, Succession and career planning, Recruitment and talent retention, Training and development, Termination processes, Data management, interpretation and diagnostics
• Participate in the implementation of strategic HR projects and manage results
• Support and facilitate change management processes
• Act as Custodian of the culture. Provide practical contribution in defining and implementing global HR policies, standards and guidelines
• Line management of HR Advisor

• Working in a Business Partnership format with responsibility for set areas of the business in the UK
• Key responsibilities/ duties:
• Assisting HR Director on succession planning and talent management
• Managing redundancy process
• Provision of employee relations support to line managers, including sickness management, performance management and anti bullying behavior
• Provision of an advisory service to all line managers and staff on Company policy and practice
• Management of the HR annual transactional processes (bonuses, annual performance reviews, salary reviews)
• Management and development of two HR Assistants and one HR Advisor (plus three indirect reports) to ensure the delivery of a comprehensive HR service to the business
• Management of the introduction of I – grasp online cv portal.
• Management of the introduction of a graduate scheme.
• Managing the renewal of the Company’s Investors in People Profile accreditation
• Managing HR Risk Register
• Partnering with Learning & Development Manager to understand training briefs from Directors of my sections of the business and deliver training to budget
• Liaison with 3rd party supplier to launch Company Employee Survey, analyse results and implement recommendations
• Introduction of a new referencing company and follow up of Criminal Records Bureau checks for employees
• Involvement in the implementation of the new HR system Oracle
• Overseeing of monthly payroll check for 300 employees
• Introduction and provision of statistics for monthly Key Performance Indicators and Company reports
• Review and revision of Company policies in line with legislation amendments
• Recruitment of staff at all levels

Key responsibilities/ duties:

• Used “Source” (proprietary HR software) to monitor workflow of off-site personnel, compensation and benefits, training and absenteeism
• Ensured systems were up to date for monthly payroll, including any pension or health insurance deductions
• Arranged training, and tracked its effectiveness in the organization
• Screened and selected candidates for work placements based on briefs from Department Heads and created training programme
• Organized annual appraisals process and liaised with Department Heads to ensure all appraisals were completed
• Monitored legislative and legal developments and assisted with updates and communication of policies (compensation, maternity)
• Conducted exit interviews and provided consolidated feedback into management
• Organized interviews and reference checks for candidates
• Designed group induction programme for new staff and contract personnel, including content for employee handbook
• Booked and planned all social events including Christmas party, Family Day, Sports and Social events
• Negotiated with local suppliers for favorable rates for employees, including health insurance and gym membership