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Ben Hope

HR Business Partner @ Toshiba

HR Business Partner looking for new career opportunity

United Kingdom

Ranked #1,133 out of 22,660 for HR Business Partner in United States

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Ben Hope's Email Addresses & Phone Numbers

Ben Hope's Work Experience

Toshiba

HR Business Partner

March 2015 to July 2015

Fidelity Worldwide Investment

Senior HR Manager (6 month contract)

August 2014 to March 2015

London, United Kingdom

Nestle S.A.

HR Business Partner (3 month interim contract)

February 2014 to April 2014

Ben Hope's Education

Buckinghamshire University 2003 - 2005

Postgraduate Diploma Personnel Management MCIPD

2003 to 2005

University of Northumbria at Newcastle

BSc (Hons) Human Resource Management

1996 to 2000

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About Ben Hope's Current Company

Toshiba

HR Business Partner (EMEA) – Lifestyle Products (March 2015 – Jul 2015 fixed term contract) Employees: Circa 200,000 worldwide Description: The role, working in the consumer services division supporting Finance, Supply Chain & Service across 4 countries (UK, Italy, Germany, and Spain) circa 300 employees. Restructuring & re-organisation – restructuring due to the closure of the Toshiba...

Frequently Asked Questions about Ben Hope

What company does Ben Hope work for?

Ben Hope works for Toshiba


What is Ben Hope's role at Toshiba?

Ben Hope is HR Business Partner


What is Ben Hope's personal email address?

Ben Hope's personal email address is b****[email protected]


What is Ben Hope's business email address?

Ben Hope's business email addresses are not available


What is Ben Hope's Phone Number?

Ben Hope's phone +44 ** **** *110


What industry does Ben Hope work in?

Ben Hope works in the Human Resources industry.


About Ben Hope

📖 Summary

Broad experience in all aspects of operational HR Restructuring Employee Engagement Redundancy Change Management Learning & Development Several industries in differing work environments.HR Business Partner @ HR Business Partner (EMEA) – Lifestyle Products (March 2015 – Jul 2015 fixed term contract) Employees: Circa 200,000 worldwide Description: The role, working in the consumer services division supporting Finance, Supply Chain & Service across 4 countries (UK, Italy, Germany, and Spain) circa 300 employees. Restructuring & re-organisation – restructuring due to the closure of the Toshiba TV business. Managing the redundancy program across Europe, ensuring effecting consultation and designing the new structure with the senior management teams. Job Grading – Using the Towers Watson system grading new roles borne out of the new structure. From March 2015 to July 2015 (5 months) Senior HR Manager (6 month contract) @ Senior HR Manager – Retail Operations & Change teams (Aug 2014 – Feb 2015 fixed term contract) Employees: Circa 8,000 Assets: $276 billion Description: Provides asset management services in 25 countries globally. The role, supporting two client groups; Retail Operations & Change covering 3 sites across the South East circa 400 employees. UK support to India & Tunisia offices (additional 500 employees). HR generalist – Part of the senior management team covering the full HR generalist remit (performance management, ER, headcount, redundancy, L&D, reward). Developing leadership capability and taking the teams through the annual appraisal & bonus review cycles. Cost Analysis – supporting the business strategy in reducing costs across the two client bases by £1m for 2014. Working with senior leaders on reviewing synergy across roles, increasing flexibility and making redundancies where required. Talent Mapping – using the 9 point performance/potential matrix across all levels with the organisation ensuing development plans are aligned and future opportunities are identified. Reward – Using McLagen job evaluation data to review job roles, grades and changes to department structures. Managing the annual bonus review cycle and benchmarking remuneration packages across roles ensuring they’re competitive & consistent. From August 2014 to March 2015 (8 months) London, United KingdomHR Business Partner (3 month interim contract) @ Accountable for the people agenda within a specific Business unit and the driving force behind creation and implementation of people strategy. Regarded by the Business Unit as the expert in the field of People Performance & HR. To represent the complete HR Service / Value Chain for the specific Business unit. Define & Execute HR Strategy: Drive the creation & execution of the People Strategies & Plans that attract, develop and retain employees to support the organisational short and long term business needs to drive competitive advantage and address opportunities and threats. Organizational Design & Development: Pro-actively challenge the established organisational structure of the business unit to drive superior performance (taking account of Nestlé principles, policies & local business context). Performance & Talent Management: Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. From February 2014 to April 2014 (3 months) HR Business Partner (interim contract) @ EVERSHEDS Leeds, West Yorkshire HR Business Partner (June 2013 – October 2013) Employees: Circa 3,000 Turnover: £376m Description: Global Law firm. The role, supporting the Litigation sector, based in Leeds covering the North & Midlands (6 offices) with a client base of over 500 employees. Strategic: Talent Mapping – planning the next three years of talent with the senior partners. Working on skills gaps and development plans with those employees identified for promotion. Budgeting – reviewing spend and challenging managers to operate more flexibly. Organisational Design – challenging team structures to improve efficiency. Operational: ER - Performance Management, capability & employee relations issues. Coaching – the partners on people issues balanced with a commercial approach From June 2013 to November 2013 (6 months) HR Business Partner (interim contract) @ HR Business Partner (interim) Nov 2012 – Mar 2013 ARUP Leeds, West Yorkshire. ARUP circa 10,000 + employees is a global consultancy of designers, engineers, planners and technical specialists offering a broad range of professional services. The role, based in Leeds and providing HR support across Sheffield, Leeds, Liverpool, York and Manchester offices supporting a total population of 600 employees. Operational – Performance Management, capability, employee relations & work-life balance issues. Graduate Recruitment – managing the graduate recruitment process for North West & Yorkshire. Ensuring cultural fit was matched with technical knowledge. International Mobility – managing short & long term international assignments for employees (including transfers, secondments & visa requirements). Training & Development – running workshops on appraisals & performance management. From November 2012 to March 2013 (5 months) HR Manager (maternity cover) @ Based at the West Yorkshire facility with a client base of 405 on site; responsibility for a further 52 employees across the Sales team in the UK & Ireland. Systagenix are a market leader in wound healing products with a workforce of more than 800 employees based in 13 countries. Restructure - Moving from a departmental structure to one based on product. HR accountability for managing the change across all office departments. This included changes to reporting lines, job titles and office moves. Building new teams from existing structures and ensuring the communication link between employee and line management was effective with minimum impact. Projects - ADP implementation. Responsibility for communicating and implementing a new HR/payroll system at Gargrave site called ADP. This included communicating the change to management groups, consulting with Unions, ensuring effective project planning and training employees on the new system. Operational - recruitment, disciplinaries & grievances, capability, conduct, reward, absence management and all work-life balance issues. From June 2012 to November 2012 (6 months) HR Business Partner @ A client base of 450 people; BorgWarner is a global engineering business specialising in the Turbo Charger market; 17,000 employees worldwide. Role Accountabilities: Operating across all levels of the business as a Business Partner from shop floor to board level. Management Development: Developing the skills of the senior management team to provide greater value to the business and their teams. This was achieved through greater empowerment and a culture change from 'individualism' to a 'team approach'. Managing Change: In partnership with the senior management team to develop the vision and strategy for the Bradford Plant. HR responsibility for the matrix management implementation developing cross functional teams. Employee Engagement: Designed and implemented an employee engagement survey. This included feeding back to employees, developing action plans with the line managers for short and long term gains and working with the CEO on key cultural change requirements. Employer Brand: Reviewed opportunities both internally and across Bradford to develop the employer brand. Redundancies: Managed, designed and implemented the redundancy programme which led to 100+ redundancies. Reward: Implemented the Towers Watson grading system providing clarity across different job levels on progression and pay increments. Job Evaluation: As part of the Towers Watson implementation; benchmarking roles across different departments ensuring roles were pitched at the correct level with the right remuneration package. Succession Planning: Designed and implemented a succession plan across depts. Organisational Development: As part of the Operations structure I implemented a new management role to increase scope and accountability. Operational: Supported line managers on resourcing, training and employee relations (investigation, disciplinary, grievance), issues. Policies & Procedures: Developed new policies (e.g. Search and Drugs & Alcohol) From May 2008 to March 2012 (3 years 11 months) Bradford, United KingdomHR Manager @ Responsibilities include: Role Accountabilities: Managing the HR function for William Hill, based at Corporate Office. Reporting directly to the Head of Human Resources. Sole responsibility for a client base of 250, comprising a mixture of employees over three different sites. Management Responsibility: Managing a team of 2 people, a HR Administrator and HR Secretary Employee Benefits: Responsibility for implementing new initiatives into the business and rolling these out to 13,500 employees. These initiatives include: Employee Assistance Programme, Employee Benefits scheme. Long Service Awards and Staff Consultative Committee (Corporate Office). Restructuring: Corporate Systems Restructure. HR accountability for the successful restructure of the IT department based at Corporate Office. Operational: Working in a HR generalist capacity on all areas of HR relating to: recruitment, disciplinaries & grievances, redundancy, capability, conduct, reward, absence management and all work-life balance issues. Organisational Change: Project leader for changing terms & conditions for 80+ employees working across 6 different sites in the UK. Policy Development: Carried out a comprehensive review of all policies and implemented new policies in line with legislation. (e.g. age discrimination & smoking ban) Recruitment: Ensuring a consistent approach to our recruitment strategy through a successful agency network and the development of competency based interviewing. Supporting managers through the resourcing process across all office functions. Training & Development: Accountability for rolling out and delivering training courses to develop the management teams learning. These include: disciplinary and grievance, interviewing skills and the performance management cycle. Networking: Part of the Retail Pay and Personnel Group (RPPG). Working with other HR managers to share best practice and ideas. From January 2006 to April 2008 (2 years 4 months) Human Resources Adviser - Logistics @ Responsibilities include: Role Accountabilities: Managing the HR function for World Duty Free Logistics, based at the World Duty Free distribution centre that supplies goods to all eight BAA owned airports. Reporting directly to the Head of HR Operations. Sole responsibility for a client base of 180+, comprising a mixture of office and industrial employees on site. Management Responsibility: Managed a team of 3 people. Senior Management Team: Working closely with the senior management teams at Runnymede to create a culture and approach that is focused on improving and maintaining a smart utilisation of HR policies and introduction of new incentives/initiatives. Operational: Coaching and advising line managers through the employee life circle, including, recruitment, disciplinaries & grievances, capability, conduct, reward, absence management and all work-life balance issues. Managing Change: Experience of managing change during a period of restructuring our entire Retail Management Team across all the South East BAA airports. Networking: Working with HR managers across the business to ensure consistency occurs in all work practices. Training & Development: Produce training and learning plans to encourage development and support succession planning. Recruitment: Delivering recruitment in line with Central Distribution Centre's manpower strategy. Communication: Improving and upholding excellent employee relations and communication, e.g., development of staff consultative committees. Management Development: Designing and conducting Management Development Step up plans through coaching and mentoring programmes. HR Administration: Maintenance of HR administration, including employees files, HR Oracle database, payroll. From May 2003 to January 2006 (2 years 9 months) Resourcing Adviser @ World Duty Free (Europe) Ltd Based at Heathrow Terminal 2 & Head Office Responsibilities include: Role Accountabilities: Based at Heathrow Airport and Head Office as Resourcing Advisor, reporting directly to the Head of HR Operations, this involved taking responsibility for all retail recruitment for World Duty Free across all seven BAA based UK airports and Head Office Function. Management Responsibility: Managing two Resourcing Co-ordinators in addition to setting and reviewing objectives and personal development plans Recruitment: Interviewing and psychometric testing all levels of retail management, IT, finance, marketing and admin support positions. Budgeting Accountability: Managing a resourcing budget of £20K per month. Advertising: Running advertising campaigns in the local and national media Assessment Centres: Running and developing assessment centres for retail management and head office positions Succession Planning: Supporting the succession planning of retail management across the BAA airports From January 2001 to May 2003 (2 years 5 months) HR Adviser @ - BAA plc Based at Gatwick Airport - South Terminal Responsibilities include: Role Accountabilities: HR Adviser on an interim contact for five months. The main tasks involved working on different projects for the business. Recruitment: Internet Recruitment. I worked in a small team developing web content and structure in relation to internet recruitment. I developed working relationships with other businesses to gain expertise in developing a strategy for BAA. Ad-hoc Projects: Developing a strategy for the removal and deduction of telephone and language allowance payments as well as other allowances. Induction: Developing an induction programme for the entire BAA based UK Airports. From August 2000 to January 2001 (6 months) HR Administrator @ Role Accountabilities: Placement year as part of degree course. Excellent all-round experience including running assessment centres and training courses, participating in recruitment programmes, and taking responsibility for pay and absence as part of a small HR team for a plant employing over 400 people. I also qualified as a (psychometric) test administrator. From July 1998 to July 1999 (1 year 1 month) Postgraduate Diploma, Personnel Management MCIPD @ Buckinghamshire University 2003 - 2005 From 2003 to 2005 BSc (Hons), Human Resource Management @ University of Northumbria at Newcastle From 1996 to 2000 Ben Hope is skilled in: Employee Relations, Grievances, Performance Management, Employment Law, Employee Engagement, Restructuring, Redundancy


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In a nutshell

Ben Hope's Personality Type

Extraversion (E), Intuition (N), Thinking (T), Judging (J)

Average Tenure

1 year(s), 3 month(s)

Ben Hope's Willingness to Change Jobs

Unlikely

Likely

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