Roy Mark Roy Mark (FCIPD)(FCIPD)Human Resources Business PartnerHuman Resources Business Partner

Introduction

Upon creating his Interim HR Management company Roy Mark sought a name that he felt described both the services provided by his new company and also his personal view, developed over a period 25 years in the HR profession, of what HR currently needs to deliver to its customers.

In recent years Roy has found that the immediate needs that his customers identify are often only the tip of the iceberg and often fail to get to the route of the problem needing to be addressed.

Human Resource Management consists of a wide range of people management dimensions and it is rare that an organisation’s need only requires one dimension addressing in isolation – it requires a Total HR Management perspective and solution !

Unfortunately organisation structures often result in a silo focused view. Roy's experience and ability to look at organisations and issues with fresh eyes enables him to draw on his experience of both the Human Resources profession and his operational line-management roles to identify holistic, but pragmatic solutions to an organisations problems and needs.

Both personally and through the teams he manages Roy is committed to customer service and delivery of ‘bottom line’ results directly aligned with the vision and objectives of the organisation.

Contact roymark2000@aol.com Mobile 07736 631834http://uk.linkedin.com/in/roymark

‘‘Total’ Professional BreadthTotal’ Professional Breadth•Reward

•Incentive design and implementation•Performance pay design and implementation•Equal pay analysis•Broadband grading •Benefits implementation•Retention planning•Approval of annual and promotional changes

•Resourcing•Working pattern design•Recruitment needs-analysis and planning•Single to multi-hundred recruitment campaigns•Manual roles to Director campaigns •UK recognised technical expert campaigns•Campaign strategy and design•Agency management and outsourcing•Assessment centre design and implementation

•Organisational Design•Role design•Organisational design•Design workshops •Downsizing and redundancy•Management de-layering•Cultural and process re-alignment•Process re-engineering

•Development•Needs analysis•Training design•Training delivery•Strategic planning•Succession planning•Career path and Job Family design•Leadership coaching

•Employee Relations•Trade Union consultation•Trade union negotiation•Communications (tactical and strategic)•TUPE Transfers and Acquisitions•Employment Tribunal preparation and evidence•Disciplinary and Grievance investigation and chair•Contractual changes•Policy design

•Change Management•Outsourcing•Business merging•Cultural change (eg, to customer focused)•Systems development and implementation•Business process re-engineering •Employee engagement survey improvement•Cost reduction

Sample ProjectsSample Projects•Reward ; Equanet

•Design of Sales Incentive scheme to reduce costs but increase sales and margin•Designed to address other issues such as sales culture, customer focus, competency framework, PDR/1:1 alignment, broad band grades, etc•Proposals accepted and implemented

•Resourcing; CSC Computer Sciences Ltd•To achieve the impending needs of Y2k the rapid recruitment of over 200 IT specialist staff across the UK was required•An outsourced model was proposed, developed and implemented successfully within budget and timescales, ensuring service continuity within budget.

•Organisational Design; Greater Manchester Police •Project lead a review and analysis of the 6000 strong staff organisation of GMP in terms of its job and career structure efficiency•An alternative model was designed and proposed to key stakeholders in GMP.•Proposals included an immediate saving of £10.3m and a simplified organisational structure with reduced management tiers

•Development; BAE Systems •Designed and developed a senior level competency framework and assessment process for succession planning•Designed an assessment tool to enable simple, but effective, competency evaluation of individuals and teams.•Tool provides auto-generated development plan for individuals and collective team data to aid analysis, risk assessment and planning

•Employee Relations; DSGi Business •Developed cost reduction plans through site closures, de-layering and organisational change•Led consultations and planning taking responsibility for senior level redundancies•A 50% reduction in management ciosts were achieved and a phased headcount reduction of 30%

•Change Management; Serco•Led people element of TUPE due diligence process for 2000 staff transfer from Shop Direct Group and Capita•Led integration of the new business into the core business•Undertook consultation with USDAW and UNITE trade unions

Business ExperienceBusiness Experience

•IT Service•IT Datacentres•IT Outsourcing and Systems Integration•Project Management•Legal•Finance•3rd Party Sourcing and Management•Call Centres

•HR•Customer Services•Credit Control•Sales•IT Services

•Public Sector•Retail•Consultancy•Engineering•Logistics and Warehousing•Product Support•eCommerce/Web Sales•IT Sales

•Telesales•Regional Sales•Account Management•Corporate Sales•Software/Hardware Sales

•International Projects

Sample Project DesignSample Project Design

What others sayWhat others say“He shaped the work and delivered a compelling case for change. His insights and approach brought the work to life and increased its organisational context and position as a consequence.” Peter Carroll, Business Change, Greater Manchester Police

“Having worked with Roy at DSGi and now seen him move seamlessly into the interim arena I have no hesitation in recommending Roy. Roy is a highly professional, accomplished and innovative director. He is both tactical and strategic and adds value to any organisation he works with. I highly recommend Roy to any organisation that is fortunate enough to employ and utilise his skills.” Martin Dorchester, Managing Director, DSGi Business

“Roy offers a combination of attributes to business - from deep functional HR knowledge through to project management and creative thinking. Roy has an ability to take complex legislation and explain it in layman`s terms with common sense always as a key driver. He also offers a stream of creative commercial ideas which ensures the business keeps a fresh perspective on innovation.” John Stevens, Group Managing Director, 2ergo plc

“I have worked with Roy for 3 years and he has a keen eye for detail and a pragmatic approach to HR issues. He brings a refreshingly common-sense perspective to the initiatives and solutions that he works on and he is able to relate to people at all levels in the Company.” Robin Cooper , Head of Employee Relations, Easyjet.com

“I have been associated with Roy for about 7 years and have always found him to be extremely professional, supremely thorough and into the detail, I would call him a talented HR engineer such is his technical competence. He was supportive and responsive to the business requirement, always a very safe pair of hands, and I mean that in a very positive and valuable way, when Roy said he would do something, it always unfailingly got done, and to a high quality standard. A very credible HR leader, I would always welcome Roy on my team or as a colleague, and would highly recommend him.” Ben Bengougam, Vice President Human Resources Europe, Hilton Worldwide

“Roy is a highly knowledgeable HR professional and a senior manager who would compliment any management team. He challenges the status quo and strives for improvement in all situations. I would be delighted to work with Roy again and also wouldn't hesitate in recommending him to others.” David Gould, Managing Director, Insight

“Roy has made a huge impact in his time as HR Director within the Operating Unit. He has applied his considerable knowledge to coach the contract/operations directors, helping us to ensure that all our contract managers take a consistent approach to HR issues and reducing the demand for specialist advice. He has that rare ability of being able to take a strategic view while also being a master of the detail. He is ever ready to challenge assumptions and play devil's advocate, minimising the chance for errors and improving the quality of our performance. He is absolutely passionate about consistent performance management and staff development, rightly insisting that we prioritise this alongside operational output to ensure that we are building for the future.”Andy Voase, Account Director, Serco Defence

Experience PathExperience Path

Apprentice Engineer

Trade Union Representative

Senior Personnel

Officer

Welfare Officer ToolmakerPersonnel

Officer

Site Personnel Manager

Site HR Manager

Secondment

Certificate Personnel Practice

Graduate Personnel &

Development

City & Guilds Mechanical Engineering

Graduate CIPD

Site HR Manager

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Senior Human Resources

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Chartered Fellow CIPD

Head of Human

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Head of HR - Head of HR - Retail Retail