Our specialist HR experience: Problems solved, projects managed and businesses transformed
Experience is what sets CT People Solutions apart. Having spent nearly 30 years solving problems, crafting policy and restructuring organisations, I’m not just a seasoned HR professional, but an expert with a deep-rooted understanding of the power of HR to change businesses and deliver success.
I’ve worked with some of the largest employers across the UK, with particular experience of leading the HR agenda within the shifting, dynamic landscape of the oil and gas sector. It’s a track-record few others can boast – not only providing a foundation of experience, but proof of my approach and ability.
If you’d like to find out any more details about these projects – or you’d like to hear about what my expertise can do for your business – please just get in touch.
Supporting potential acquisition
“I was part of a multi-functional team carrying out due diligence on a potential acquisition. As part of this process my role was to assess the people elements of this organisation. This included assessing terms and conditions of employment, assessing benefits programmes, identifying potential liabilities and risks, understanding employee profiles and comparing these with internal comparison. This also included assessing industrial relations. This assessment was part of a due diligence review, which was then submitted to the board.”
Implementing a global remuneration strategy review
“While working with a major oil & gas company, my team carried out a full review of their global remuneration. This included review of Long Term and Short Term Incentive Programmes (LTIP and STIP) for senior managers, Global Mobility Policy, Annual Salary Review, and link with Performance Management and Corporate Reward. This scope of this review looked at participation, supporting systems, existing policy and process, flexibility, cost effectiveness and link to business performance. This led to a number of significant changes being proposed, approved and implemented.”
Managing, Mitigating and Resolving Disputes
“Following a number of recent high profile industrial disputes caused by the high cost of living we put in places strategies to manage, advise, share, mitigate and ultimately resolved all these disputes, whilst working with UK employment legislation and local agreements. By providing regular client briefing on progress, regular conversations with Trade Union Representatives and Employee Reps, and overseeing actual industrial action, we were able to bring all of dispute to a successful conclusion without impacting our client relationships.”
Saving more than £1million per annum
“In the role HR Director for UK and Canada Business Unit we carried out full review of HR service provision to identify potential cost savings. This included assessing training and development, team structure and size, cost of benefits programmes, reviewing outsourced providers, as well as looking for process efficiencies. In recruitment, we reduced our preferred suppliers to focus on the best performers as well as reducing the margins. We also brought in-house limited company contractors and management this through our own supply chain. The combination of these two activities saved over £500,000 of external spend.
Additionally, within this organisation we carried out two large headcount reduction programmes in consecutive years due to a fundamental change in market conditions. The led to removal of approximately 400 positions in both years. This process cut across number of different business units, and involved setting up Employee Representative Forum, putting in place a Voluntary Redundancy programme, design selection process and training all managers, and finally implementing outplacement support for those impacts.”
Expanding into Equatorial Guinea and the Ivory Coast
“In my most recent role, we successfully won new contracts in both Equatorial Guinea and the Ivory Coast, two countries we had never worked in previously. We put together a detailed HR Transition plan, following initial due diligence review, to ensure we were able to commence operations in line with the agreement contractual commencement date. The process involved establishing clear recruitment plans, understanding local employment legislation and visa requirements, establishing terms and conditions of employment and local benefit plans, assessment of training and competency, establishing hr systems and payroll and interacting with key local partners including Trade Unions and Government Partners.”
Creating a more effective performance-management process by scrapping employee ratings
“Working with a large employer – a business with thousands of people – we carried out an overall review into the effectiveness of their global performance management system, then moved away from traditional model of allocating personal performance ratings as part of an annual process. The focus of the new process was to centre around solely individual discussion and career development and facilitate more effective, more honest, more frequent conversation around maximising the potential of our people. This removed the difficult part of these discussions, the allocation of a rating to the employee, and in many case demotivating the employee due to their expectations or trying to gain highest possible rate for reward purposes.”
Tackling a National Agreement Review
“This project was to carry out a full review, rewrite and implementation of a new Partnership Agreement. This involved discussions with over 30 different stakeholders, covering Clients and Contractors and HR, Operations and Commercial senior management. Then, through a series facilitated workshops with the recognised trade unions and the nine employers, we agreed the key area for review which has led to the re-write and implementation of new agreement. The new agreement is simplified, more transparent and provided greater clarity and has also led new innovative employment type being created as part of the agreement.”
Cue Talking
