KERRY THOMPSON

Led post M&A total rewards harmonisation activity for three EMEA markets and acted as expert advise on several more e.g. UK harmonisation across seven entities and 5,000+ employees.

Total reward led on TUPE activity and development of TUPE toolkit.

Scoping and actions to prepare for EU Pay Directive and new

Reward lead for EMEA

Annual implementation and expansion of the UK Flexible benefits platform.

Incentive compensation harmonisation and or plan sunset.

• Benchmarked, designed and implemented total reward frameworks for newly created JLR entities or markets.
• Delivered a project to create synergies globally for benefit brokering, design and governance and introduced multinational pooling.
• Designed and developed a reward project management toolkit.
• Led UK Gender Pay Reporting and global compliance of Gender Pay legislation.

• Partnered with UK and European HR Managers to provide them with insights and expertise on pay and benefits matters
• Developed and revised pay and benefit policies
• Ensured any changes or developments were fully briefed and bought into by the Trade Union and Information and Consultation Forum
• Successful delivery of a new recognition and voluntary benefits platform, launched to the UK workforce
• Operationally managed the global annual pay and bonus review cycle involving nearly 900 managers across over 25 countries
• Led the annual pay budgeting process, advising and gaining support from the regional directors on salary increase budgeting decisions
• Oversaw the operational roll out of Total Reward Statements to the senior management population

• Carried out extensive pay and benefit benchmarking across global markets
• Completed Job Evaluations using the Towers Watson Global Grading System for a range of jobs up to and including director level
• Worked alongside HR Managers and Regional Directors in each country to develop and improve local benefits policies
• Acted as a point of contact to HR and the wider business regarding complex pay and benefit queries
• Coordinated the global annual pay review process
• Introduced and made improvements to local benefit policies across European markets

• Partnered with a customer group of around 400 staff and management at the Solihull Manufacturing plant
• Worked with the business area on long-term workforce forecasting and demand planning
• Evaluated organisation design activity within business area and worked with local plant management to implement recommended changes
• Supported talent identification and succession planning within the area
• Worked closely with the recruitment team to ensure a ready pool of talent was available
• Used metrics to identify opportunities to improve business performance
• Managed absence and handled disciplinary and grievances within the when necessary
• Led a resource planning exercise to review demand, based on launch and cycle plan activity
• Led a large-scale recruitment exercise to meet demand for a significant vehicle launch
• Worked with senior leaders to plan and carry out a thorough succession planning exercise for managers and senior managers throughout the whole of the manufacturing population
• Saw an increase in employee engagement scores as a result of initiatives that were implemented
• Managed full cycle of recruiting, hiring, and onboarding new employees.
• Collaborated with senior management to align HR initiatives with organizational goals.

• Oversaw all employee relations activity for areas of the Castle Bromwich manufacturing plant
• This included managing absence, handling discipline and grievances and dealing with changes in labour demand driven by production volumes
• This role required working closely with Trade Union representatives
• A key achievement in this job was designing and implementing a process to place workers with medical restrictions in suitable positions, earning an IOSH award nomination
• Whilst working in this role, I undertook a four month secondment to the Employee Affairs, Policy and Planning team
• Within that role I carried out duties such as researching and preparing for trade union negotiations, responding to government consultations on employment law changes and updating or adding any HR policies resulting from changes in employment law or best practice

• Worked in a customer facing role within the HR Contact Centre to advise on a range of HR queries, as well as oversee larger scale HR processes (e.g
• Post qualification promotions)

• Partnered with local Editors to advise on the range of HR queries
• Worked alongside local Editors on performance and compensation planning exercises
• At the time, much of the HR activity was in the process of being outsourced therefore my role involved both advising on and mapping existing HR processes and carrying out training exercises to ensure a successful transition

• Handled all aspects of the recruitment process from initial vacancy approval, resourcing / advertising vacancies, candidate screening, organising interview / assessments and managing offers