Laura Lawson

• Partner with executive leaders and management teams to design and implement the People Strategy to meet
business objectives
• Advise company leaders on all HR related issues; specialising in Talent Management and Organisational Design
& Development
• Administer programmes to ensure positive organisation culture via the implementation of Business Behaviours,
new hire orientation, employee engagement, learning etc
• Collaborate with senior leaders on activities and initiatives associated with change management involving
reorganisations, new leadership, and implementation of new policies/processes
• Lead and manage annual processes related to Talent Management and Succession Planning, Performance
Management, and Compensation Planning
• Drive Employee Engagement via the implementation of Recognition programmes and other initiatives
• Partner with organisations to carry out workforce analytics and benchmarking activities
• Manage and resolve employee relations issues - conduct effective, thorough, and objective investigations as
appropriate
• Maintain data integrity with HR systems including organisational management, employee records, and reporting
• Lead and nurture my team to support and deliver on all HR activities

• Delivery of HR People Strategy across Capability, Organisation and Engagement
• Deliver HR interventions to support the strategic direction of the business area, whilst ensuring the strategy /
approach is aligned across the business function
• Support Functional Directors to achieve short and long term strategic objectives, by delivering plans and
initiatives through HR Business Partnering
• Use workforce analytics to identify opportunities to improve business performance
• Manage and resolve complex Employee Relations issues within the business area
• Coach leaders and drive the ongoing development of people capability in the population, through Talent,
Succession and People Forums
• Support and effectively manage organisational change to ensure strategic business objectives are met
• Identify and evaluate Organisation Design and propose changes to improve business efficiency
• Cross functional working with the Centre of Expertise and Shared Service teams and wider HR community to
deliver people strategies / initiatives

• Stakeholder Management; within HR and the wider business, including senior management, Trade Union
officials and Convenors
• Review, amendment and implementation of company policies and procedures
• Monitoring trends in employment practices and advising on appropriate proactive action
• Benchmarking against other OEMs and organisations to understand best practice
• Trade Union Pay Negotiations - working with senior managers to understand business requirements and
develop business critical Ts & Cs changes.
• Develop argumentation and amending agreements with financially founded business justifications to support
changes for negotiated items
• Deliver multiple large scale Voluntary Redundancy programmes
• Preparation of documentation for senior management to support business projects; executive summaries,
presentations, data packs
• Providing HR colleagues and teams with Employee relations guidance and support
• Supporting the wider ER&E team on Engagement work streams

• Supporting on wider HR Projects; Capability, Organisation, Engagement
• Developing the people section of the Global Manufacturing strategy, ensuring that the strategy is sufficiently
robust and realistic to deliver planned outcomes within the 5-year timeframe
• Developing the Manufacturing HR strategy to ensure that the Manufacturing HR work plan is consistent with,
and delivers, the key elements of manufacturing strategy and performance
• Leading the manufacturing HR activity in support of the definition of the People pillar of the model plant to
maximise alignment between plants and identify synergies around the people and operating plan
• Liaising with Executive Recruitment on senior manufacturing appointments, announcements, and onboarding
• Project Management
• Managing of headcount, organisation charts and budget requirements
• Stakeholder Management; within HR and the wider business
• Preparation of documents; reports, presentations, data packs for senior management

• Supporting with the design, development and co-ordination of the Graduate, Under-Graduate & Apprentice
Inductions
• Designing and developing functional training programmes
• Designing, configuring and implementing the Success Factors learning module
• Delivering training for implementation of Success Factors learning Module
• Designing and rolling out global training plans for Purchasing
• Building strong relationships with senior leaders to enable the best understanding and delivery of interventions
• Running Assessment Centres for development programmes
• Supporting on wider HR Projects; Capability, Project Management
• Partnering with key training suppliers (supplier management)
• Observing, evaluating and reviewing training & development interventions
• Project Management