People & Operations Business Partner

POONAM KARWAL

** ******** ****, ********, *********, UB1 2TP

PHONE +44-750*-****** EMAIL *********@*****.***

I am currently employed as a P&O Business Partner within the retail sector at Mars Incorporated; a global manufacturer of food products that employs over 100,000 associates globally located in 80 different countries worldwide. Working un- der the chocolate segment, my role functions in a fast paced retail environment that aims to provide an extraordinary M&M’s Retail experience to our guests. Being a key member of the leadership team, it is important for me to maintain a constant interaction with the store associates, the P&O community and the Mars Retail Group support function in order to achieve results and drive positive change. My professional, proactive, solution driven, and dedicated approach always encourages me to go the extra mile, which enables me to provide first class support to all the associates. Partnering with many key stake holders, I have been commended for overcoming barriers and providing practical solutions, in particular, enjoy implementing new processes to drive efficiency as well as building and developing relationships. CAREER HISTORY

Mars Inc, P&O Business Partner, M&Ms World Retail (May 2017 – Present) As P&O Business Partner my role is to collaborate with the Leadership Team to execute the strategies; achieve growth and overall business goals by creating a great place to work through delivering exceptional experience for our guests. As P&O, subject matter expert, my role is to always ensure that the execution of the signature people processes is in com- pliance with the accuracy, timeliness and governance targets, either directly or, depending on the nature of the process, by empowering, coaching, partnering with and facilitating tools to Line Managers and; to fully leverage the services and systems within the P&O function. As the guardian of the culture, my role encourages me too promote, guide, live and role models the Mars Five Principles, the associate concept and the Mars culture. As an associate advocate, my role is to ensure that there is always fairness and consistency in policies, practices and procedures.

• To constantly align my knowledge with the business strategy, store objectives and priorities in order to align them for the execution of the P&O agenda, Signature People Processes and the creation of a great place to work.

• To Partner with the store Leadership Team in order to identify the existing and future needs to ensure effective and efficient delivery of all the P&O services.

• Ensure the plans for effective and timeline staffing of talent are in place to ensure coverage for the expected traffic during the year.

• Shape and execute tactics to integrate new joiners for high performance and effective adaptation to our culture.

• Provide coaching and guidance to Line Managers on how to embed engagement into our thinking and behav- iours, day-to-day operations, processes, policies and initiatives to ensure better business performance through the highest levels of associate engagement and retention.

• In partnership with store management teams, ensures that all associates are trained and have the tools to suc- ceed on job expectations utilizing all Retail Academy and Mars Leadership training

• To continuously provide assistance and coaching to the management team with the performance appraisal pro- cesses both for all associates.

• Provide insight and partnership to the Leadership Team on how to improve the general level of performance of individuals and teams.

• Consults and makes recommendations to Line Managers and/or associates in the store to ensure timely, con- sistency with policies and fair resolution on all aspects of associate-related issues including performance con- cerns, policy and procedure interpretation, investigations, and terminations. Veolia UK, Regional HR Business Partner (January 2014 – March 2016) In this role, my purpose was to partner with the key stakeholders within the southern region in order to support the busi- ness strategy and corporate responsibility which contributed to the sustainability of its customers and employees. By doing this I was able to develop and contribute my experience to the business strategy by:

• Working closely with Unions to effectively negotiate and manage workplace disputes.

• Analyse and develop the human resource objectives in line with the company strategy.

• Implement the human resource strategy by establishing, talent acquisition, health and safety needs, succession plan- ning, retention of key roles and regulating compliance and legislation through appropriate training.

• Updating policies and procedures in line with legislation as well as anticipating a change in case law, advising appro- priate action and implementation to managers.

• Communicating and enforcing the organisation's values by embedding best practice and good culture.

• Identifying the human resource financial strategy by forecasting and anticipating a change in the coming year by analysing operational data and working with stakeholders proactively to understand their local business models.

• Identifying new talent and managing the cost of agency staff by internal and external recruitment. Tesco Plc, Team Leader (Part Time) (January 2012 – January 2016) Veolia UK, HR Advisor (January 2013 – January 2014) This wide-ranging role composed of all significant responsibilities within several business areas in the South of the UK employing 3500 people within the region of which, 1500 were fully supported under my role and responsibility. Management of employee relations including:

• Effective case management of all employee relation cases including performance management, investigations, disci- plinaries, grievances, capability, and welfare meetings which also included first line support to managers when employ- ee issues arise.

Management of all learning and development needs including:

• Supporting managers in completing effective employee development plans and identifying training needs.

• Coordinating succession plans and career development initiatives with managers for all employees. Finance management including:

• Supporting the HR business plan by reviewing sickness absence and overtime costs by identifying appropriate action and solutions. Supporting and advising on redundancy business cases, applying cost effective initiatives.

• Managing and supporting payroll activity on behalf of the HR department, including bonuses and salary benchmark analysis for all the stakeholders.

Strategic and operational responsibilities including:

• Communicating the HR strategy for all relative HR support functions i.e payroll, resourcing, L&D.

• Developing and maintaining relationships with business stake holders including attending regular meetings with opera- tional teams, reporting on HR activity and being the main point of contact for any HR requests or queries.

• Ensuring any employee activity is in line and supported Veolias vision and strategy by working alongside managers. T Brown, HR Operations Manager (January 2012 – January 2013) Working on behalf of a local authority, my responsibility in this role was to work independently using my own initiative to build effective professional relationships with contract managers and clients, in order to provide extensive HR support and develop the companies HR processes in line with the operational business needs. My priorities and deadlines were ever changing in this role given the nature of the work and the company’s deficiency of applicable HR procedures; the support needed was given to all levels of employees. I was used to being extremely flexible in this role in order to provide the highest level of support. Due to the company’s reduction of contracts within the local area, this role was relocated to the wider parts of UK; therefore it was not possible for me to continue in this role. Tesco Plc, Personnel Manager (August 2011 – January 2012) This challenging role allowed me to pursue and create a dynamic management environment with passion and drive. I was given the opportunity to complete Tesco’s Personnel Management Training where I was responsible for delivering and applying first hand HR knowledge and practices in a professional retail environment. Tesco Plc, Operations Manager (May 2010 – August 2011) As Operations Manager I was managing my own department as well as providing support to other business functions within a store environment. In this role I was accustomed to working in a fast paced, target driven environment to ensure tasks were completed on time, to a high standard in order to achieve company KPIs. I effectively created and managed a high performing team to ensure customer service was at its level best as well as ensuring external audit criteria was al- ways achieved. It was always important for me to use a strategised approach in achieving departmental KPIs which fac- tored in to stores overall KPIs.

Tesco Plc, Customer Service Advisor (May 2007 – May 2010) EDUCATION AND COURSES AND SKILLS

Middlesex University

(2016)

Masters in Human Re-

source Management

Chartered Institute of

Personnel and

Development (2016)

Chartered MCIPD

Middlesex University

(2013)

Diploma in Personal and

Professional Practice

University of Westminster

(2012)

Bachelor of Arts in

Graphic Information De-

sign

Tesco Management, Re-

cruitment & Selection

Training

Advanced Adobe Phot-

oshop, Flash Illustrator

and InDesign

Advanced Word, Power-

point, Excel

Fluent English, Hindi

and Punjabi

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