A goal oriented, highly motivated Member of the Chartered Institute of Personnel & Development with 25 years experience in all aspects of Human Resources; operating in blue chip and SMEs. Successful HR Director with a sustained record of delivering major projects; demonstrates an ability to prioritise tasks and fully maintain corporate budget outcomes. Offers strong interpersonal skills and effective leadership at all levels with the proven ability to improve organisational performance and manage change.

HR Manager @ From November 2013 to Present (2 years 2 months) HR Director @ • Lead and make major contributions to the Business Plan and ensure implementation including HR function, Operations and full Corporate communication • Demonstrating full awareness of business issues and potential impact on workforce requirements, determining future resourcing plans and areas with reference to HR advice on Organisational Design and support ensuring business objectives were met in line with Company Strategy. • Review all current working processes including full overhaul of Role Profiles focussing on an improved productivity of 25%, skills match and timelines. • Lead key HR initiatives to ensure delivery in accordance with agreed requirements and implemented successfully. Focus included significant regular Board Meetings, performance management processes and monthly Staff Council meetings. • Maintain Performance Management System to include coaching and guidance for Line Managers, ensuring the succession plans and Training and Development needs were fully met. • Ensure all Employee Relations issues were dealt with ensuring a two way communication process with the Staff Council. • Maintained growth of the business (turnover, profit and employees) ensuring the correct structures and Management Development were in place. From September 2009 to November 2012 (3 years 3 months) HR Manager @ As HR Manager I had an over view to lead the performance review and development planning process to ensure all employees understand what was expected. Future development needs were identified and met with an undertaking to support the operational side of the business in the setting up of new retail outlets. Pop Up shops and Off Price outlets staffing levels targets were obtained and all training was delivered to a high customer services/merchandising level. • Managing the appraisal process, producing action plans for development, effective training and ensuring full compliance with all legal aspects i.e. Health and Safety. Updating according to appraisal outcomes, focusing on learning/ development process for all positions of the hierarchy within the organisation. • Ensure that the company’s Reward package is competitive, meeting business and staff needs, making recommendations to the board on Reward Strategy along with creating and implementing a successful grading structure. • Creating full and open lines of communication, focussing on new policies and procedures in order that they are implemented, comprehensive and user friendly. Fully communicated new policies and procedures in order that they were understood and implemented to include the chair of the Staff Council. Thus ensuring legal requirements through ICE were met appropriately. • Efficient and cost effective recruitment successfully meeting budgetary requirements and fully engaging on-boarding needs and outcomes Successful change Agent responsible for the then current restructuring and new processes put in place by the Board. From September 2006 to November 2009 (3 years 3 months) HR Manager @ Appointed to various locations with up to 600 employees; managing all HR legal and compliance areas/responsible for ensuring all labour costs targets were met, including holiday and absenteeism, use of hours, premiums, productivity and Labour Matching. • Completed all HR practices in line with the IIP accreditation, to include ensuring all Personnel Systems are updated at all times using Temposoft and Oracle systems. • Assist with Regional Management Recruitment using psychometric testing and management of projects as delegated by Regional HR Partner including working parties to align best practices • Set in place an HR business plan in line with the regional and store plan, ensure actioned • Manage Payroll function ensuring Labour budgets tightly controlled • Management of all Disciplinary and Grievances ensuring implementation within Legal guidelines and policy • Manage the training and development of all levels up to and including Duty Managers • Line Manager for 10 colleagues to include Management and Development • Maintain Trade Union relations (recognition agreement with USDAW and T&G) • Project Manager for all Change processes ensuring correct implementation and adhering to deadlines From September 1986 to September 2006 (20 years 1 month)

Longfield Kent secondary school Kim Skidmore is skilled in: Employee Relations, Employment Law, Performance Management, Retail, Coaching, Change Management, Fashion, Budgets, Training, Strategy, Business Planning, Personnel Management, Strategic Planning, Operational Management, Strategic Communications