2. 2
HR Org Chart
VACANCY
HR Intern
Dawn Robinson
Global HR Director
Kat Ulanczyk
HR
Administrator
Samantha Link
Talent &
Development
Manager
Yvonne Gilmore
HR Manager
Rockville
Nick Camara
HR Business
Partner
3. 3
• LEADERSHIP & MANAGEMENT
CULTURE
• PERFORMANCE DRIVEN CULTURE
• PEOPLE DEVELOPMENT
Key Priorities
4. Business Swot Analysis
Strengths Weaknesses
Opportunities Threats
Attrition
Competitive markets gaining
ground
Disengaged minority
Customer dissatisfaction
Trust
Financial status with suppliers
Skills gaps & development
Limited Technical Development
Quirky offering/niche
in market
Skills of our people
Small enough for
everyone to matter
Global presence
KPD’s
Leadership/people
development
Career Path & benefits/reward
Lack of data/systems
Product quality fixes
Resourcing
Processes
KPD’s
New Branding
Values launch
Revitalise engagement & ‘quick
win’ people initiatives
Pricing strategy/offering
Strategic Growth Business Plan
Patent ability
5. 5
People interventions for Nomad
Short-term competence
devt. : longer-term L&D for
all
People Survey & Action Plans short-
term : longer-term 360 devt.
Longer-Term 2016/17
Recognition Scheme now –
salary bands & pay/ reward
longer-term
Under review now – incl.
Induction & competencies
Pilot witth SLT short-term : longer-
term for all
Basic policies & benefits under
review now : Diversity & WLB
longer-term
People Life
Cycle – a
Behavioural
Experience
Talent Mgt & Skills
Progress
Approach to Pay &
Reward
Rect. right people &
right roles
Perf. MgtFeedback from our
People
Development
competence
Welfare & Support
6. 6
People Roadmap 2014-2017
Performance Targets
Values/competencies
Job specs/org charts
Performance Mgt pilot
Recruitment Tools & Induction
Training
Recognition Scheme
People pulse survey
Basic Benefits & Absence Policy
Mandatory H&S/compliance
training
Engagement Touch Points & Leadership Development
Performance Mgt for all
Critical/Technical Skills Training
Mentor & Coaching
Management Development
Reward & Benefits review
Skills Progression/Career Paths
Talent Mgt & Succession
Planning
Learning for all & platform
HRIS system
People Survey
Career Development
360 Feedback
7. 7
HR Initiatives – Progress : (September
2014-May 2015)
People
Branding
• Office Guides :
Handbook :
Policies : Buddy &
Onboarding
UK Benefits
• Survey for our
people – prioritised
sick-pay, pension &
holidays & actioned
Support with
communications
• Management Community
established
• Thirsty Thursday, Town
Hall, web-ex & Platform
input
• New starters engagement
• Monthly & quarterly
Office Mgrs’ network
launched
Training progress
• 38% H&S : 22%
General & 40%
Technical @ £70k
spend
• First Leadership Trg
• Prince 2 foundation
• Finance for non-
finance
• Excel trg
• H&S compliance
• PTS, LRQA
Recruitment
• US accountability
• Global rect mtgs
established
• Onboarding &
Buddy to support
• 60+ appointments
• Key new roles for
Sales & R&D
Competency
Development
• Framework
scoped for
Business
• Values created
• Leadership
created
• Generic &
Technical defined
Engagement &
ERS:
• External professional
cipd representation
• HR presence/team
development
• One Voice scoped &
org mapping prep &
comms ready to
launch
• 2 successful Quarterly
awards & site to
support scheme
OD Support
• SD night shift changes
• Pre-Sales & Bid Team
changes
• Denmark & Vienna
support
• Senior contractual
changes & exits
• Hildesheim job
alignment
• Sys Admin – Holland
move
C.S.R
Charity support
• £1,350 for MacMillan
through Secret Santa
staff raffle.
• Electronic Christmas
cards in place of
paper -proceeds
going to UNICEF.
HR Website Employee Recognition
8. 8
Recruitment overview
EMEAI:
22 (29)
US:
2 (1)
24 (30) active vacancies & 16 (7) potential
R&D: 8 (7)
Sales: 3 (7)
Delivery: 7 (6)
O&M: 6 (9)
M,F&A: 0 (1)
News since Dec:
We have temporarily stalled
recruitment to further re-visit the
vacancies against how we continue to
perform in the business.
To be further reviewed W/C 8th Feb
• PSL submissions now at final stages.
• New referral/relocation program to be
launched.
• New Onboarding Program launched –
not great engagement as yet!
• New Career site to be finalised &
launched.
• Germany visit confirmed and has taken
place.
• Low yield recruitment time (during
holidays)
• 2 RSMs recruited
• 3 Internal promotions
• 1 PM (USA) hired
• 3 Direct hires
• Closed 10 positions since Dec 11th
Search: 12 (15)
Interviews or CVs
in play: 5 (9)
Final/Offer: 7 (6)
By department: By stage:
By region:
Aus:
0 (0)
9. 9
Different routes, different channels for
Communication
Platform
• Bi-monthly
• Contributions
across the business
The week that
was….
• Email from AT to all
staff – Monday
mornings
• Drafted by Marketing
• Based on good news
updates from SLT
weekly calls
Global Calls
• Hosted by AT and AN
Other
• 30 mins
• Bi-monthly alternate
to Platform
• First call Thursday 18
December 4.30pm
(UK) – AT and DR
Intranet
• ND hosted intranet
• To launch Q3
• Host all company
updates, info
feeds, social
announcements
and spontaneous
announcements &
celebrations
Town Halls
• Quarterly face-to-
face
• Per location
• Presentation
supplied centrally
post SLT Quarterly
face-to-face
meeting
• Business update &
presentation(s)
Thirsty
Thursdays
• Quarterly
• Different months to
Town Halls and
Global Calls
• Include AT where
poss
• Business update and
presentation(s)
Ad hoc
• Office get-togethers
• Organised by staff
• Funded by staff
Managers
forum
• To be discussed at
SLT
Department
& Team
meetings
• Monthly & quarterly
– as required
• SLT briefing notes
supplied for cascade
via team leaders
Staff survey
in Q 4
• Results shared with
SLT then company-
wide
• Action Plans made
in response to
feedback
10. 10
4
3
1
2
8
7
5
6
Globalised re-fresh of Policies, Branding & Benefits
Support for One Voice – people engage survey with pragmatic Action Plans in the business
Performance Management – address any salary review for 2014/2015 & revisit new scope
for 2015/2016
Competence library developed – to include skills progression, career paths, trg support &
succession plg
Heighten Management Community engagement
Ops - OD structure support, enhance Hildesheim presence & recruitment support for all
Basic Mgt Devt tools created – Absence, rect, perf mgt, coaching
Apprenticeships & interns support/launch
Support Office move9
HR H1 priorities
10 Drive & support Annual ERS review & winner!!!
11. 2015
Timeline for Building and Establishing Leadership Culture at Nomad
2016 2017
Build the culture of open, honest discussions and sharing quality feedback and
coaching and enhance the role of the Management Community
Embed leadership competencies and
create coaching support and career
path opportunities, through
succession planning and talent
management process
Build and evolve the Nomad
leadership competencies and
behaviors within a Leadership
Framework & some basic devt
tools
Create and launch continuous performance and development process linked
to the What & How
NOTE: SLT support needed to ensure success
Basic leadership
programme
commissioned
with QA –
Managing
Technical Teams
for 8 leaders- April
–June 2015
Management
Community
established
Current state
12. 12
Competencies & Competitive Advantage
Job family / Technical
competencies:
Competencies along the job families
(Engineering & projects, Marketing &
Sales, RTD & Technology, Services,
Functions)
High
Small
Generic competencies:
Enablers of organizational
efficiency.
Leadership/Strategic
competencies:
People Management
Direction/Vision
Engagement/Inspiration
Competitive
advantage
Values
Competencies
13. 13
Framework / illustrative example
Competency lists within Competency
Nomad General Competencies
R&D &
Technology
Leadership Skills
Nomad Value Based Competencies
Leadership Competencies Nomad Functional Competencies
ExpertTools / IT Skills
Language Skills
Working safely
Leading virtual
networks
Customer
relationship
management
Nomad processes
and ways of
working
Nomad business
understanding
Delivery of
results
Conceptual
thinking
Embracing
change
Collaboration /
Cooperation
Adapting and
Coping
Analytical
thinking
Technology
understanding
Engineering Technical
Support
Project
Manga's
Sales &
Marketing
Business
Support
Technical
skills;
Mechanical /
Electrics &
Automation /
Hydraulics /
Process
expertise
Training
skills
Financial
acumen
Transportation
Management
Contact
Expertise
Quotations
Operations
Expertise
Import &
Export
procedures
handling
Supply chain
management
Procurement
Demand
Planning
Documenting
Order
fulfillment
Inventory
Management
Engineering
Technical
writing
Reliability
engineering
Site Operation
skills
Equipment
Process
Expertise
Maintenance
management
Project
management
Sales
Expertise
Account
manageme
nt
Negotiation
Skills
Business
understanding
(relevant
business)
Decision Making
Resilience
Influence / Change
Leadership
Planning &
Organisation
Driving for results
Learning Agility
Empowerment /
Delegation
Strategic Thinking
Managing
performance
Innovative Trustworthy Collaborative
Product business
understanding
Communication
Skills
