1. Peter Meers
Chartered MCIPD
109 Booth Road
Stacksteads
Bacup
Lancs
OL13 0TF
Home 01706872232
Mobile 07801640670
E Mail pmeers@rocketmail.com / Peter.Meers@Weirminerals.com
Introduction
Chartered MCIPD
• Generalist HR professional operating at Senior HR Advisor/HR Manager level
• Highly experienced in recruitment, disciplinary hearings and policy development
• Effective influencer and relationship builder with strong communication and
negotiation skills
• Skilled interviewer, ability to sell employer brand to passive candidates
• Excellent research and analytical skills, with strong attention to detail and
accuracy
• Collaborative and team focussed but also very able to work independently
• Talent management working with and developing First Line Leadership initiatives
• Producing and updating HR Polices and procedures
Professional memberships
MCIPD Chartered Member of the Chartered Institute of Personnel & Development
Key Achievements
• Reduce sickness and absence level to below 2% by working proactively with
both Managers & Occupational Health making a significant cost saving to the
Company
• As part of a team successfully managed redundancy developing and introducing
a scoring system based on objective criteria avoiding any claims for unfair
dismissal
• Designed and introduced an organizational succession planning matrix as part of
a risk management project helping to retain high profile employees
• Introduced and managed company wide annual review and appraisal system
including training out to all managers as part of a performance management
initiative to allow agreed objective setting and cost savings
• Design and delivery of new starter induction training
• Developed and introduced graduate training schemes

2. • Design, implementation and management of training matrices for every
department, to include skills assessment on every employee on site and
individual training records
• European and North African recruitment and contracts
• Incorporation of new workforces through TUPE transfers
• Working as part of a team gained IIP status
• Responsible for carrying out assessments and training development for team
leaders
• Recruitment of interim, contract, agency and permanent employees, including
first and second stage interviews, right to work and identity checks, job offers and
contracts.
• Designing and delivering assessment centres to aid cost effective recruitment
• Reduced recruitment costs from 25% of salary to below 15% making a significant
financial saving
• Working with professional trainers to implement bespoke training and coaching
for First Line Managers and Supervisors
Employment History
May 2007-Present Senior Human Resources Officer
Weir Minerals Europe Limited
Responsibilities
Weir Minerals Europe Limited is a FTSE top 100 Company and the world’s number 1
supplier of Slurry Pumps for the mining and mineral extraction industry and form a part
of the Weir Group. My position is to supply support to all Managers at all levels in every
aspect of generalist Human Resources solutions with direct responsibility for 2 direct
reports
• To work with the HR Director in all aspects of running and maintaining a
progressive department focusing on continual improvement
• To provide a professional service in supporting the HR Director by advising and
supporting senior and local managers in all aspects of generalist HR including
ER, Employment Law, Training & Development & Sickness & Absence
Management.
• Support for operations
• Grievance & Disciplinary in accordance to the company’s grievance &
disciplinary policy and in line with ACAS guidelines on Best Practice
• Recruitment of interim, contract, agency and permanent employees, including
first and second stage interviews, right to work and identity checks, job offers and
contracts for 2 sites in the UK
• Recruitment of Sales and specialized personnel throughout Europe & the Middle
East including writing employment contracts
• Conducting assessments centres on potential new recruits
• Introduced a Team Leader development programme linked with Vocational
qualifications

3. • Monthly reports on departmental headcount
• Champion best practice in all areas, maintaining up to date policies and
procedures and training these out to Line Managers
• Maintenance of all personnel training records through SAP Data Base
• Developed and introduced a competency based training record for all Operations
staff linked with an appraisal document to generate training needs and supply
objective data
• Implement and manage 5s with the HR function
• New starter inductions
• Individual & Collective redundancy including developing a selection criteria matrix
• Manage annual reviews building PDP`s, conducting skills GAP analysis
designing training events and managing succession planning
• Support the HR function at a second site in Hampshire
• Responsible for 4 direct reports
July 2006-May 2007 Human Resources Advisor
Robert McBride
Responsibilities
To provide a professional service in supporting the HR Manager by advising and
supporting senior and local managers in all aspects of generalist HR
• Management of both long and short term sickness & absence with the intention
of reducing absence across the site with utilising back to work interviews,
involvement of Occupational Health advisors with the intention of alternative
duties for Long Term Sick. Obtaining medical reports from employee doctors,
and where necessary use of disciplinary procedures.
• Conduct investigations and disciplinary when required
• Recruitment of interim, contract, agency and permanent employees, including
first and second stage interviews, right to work and identity checks, job offers.
• Monthly reports on departmental headcount
• Quarterly reports on company demographics
• Learning & Development including working with external providers as well as
developing and delivering in house bespoke training
• Champion best practice
• ER including being a member of the company’s Partnership Council
• Implementation of NVQ`s for Team Leaders
• Inductions
• Design & delivery of training
March 1998-July 2006 Human Resources Development Manager
Aircelle GROUP SAFRAN Re Hurel-Hispano
Responsibilities

4. From starting my employment as a craft engineer I have achieved a career development to
my present position with responsibilities for the training and development for 550
permanent and 150 sub contract personnel.
Aircelle is comprised of 5 sites, 1 in the UK and 4 others in France with a total company
workforce of 2700 people. Aircelle is part of the SAFRAN group with total worldwide
employee’s totaling 59,000 people employed in aerospace engineering in the private sector
Provide support to Aircelle HR Director and group HRD Manager
• Assist in the benchmarking and identification of HRD best practice both inside
and outside Aircelle
• Work with both internal and external training providers to ensure best practice
and evaluation
• Manage training procedure in accordance with EN9100 quality system
• To work within a team for business improvement utilising Six Sigma and Lean
Manufacturing Techniques, becoming team expert on culture issues and change
management
• Responsible for introducing and training of Team Leaders
• Designing and conducting skills gap analysis to ensure skill and labour
continuation in line with companies forecasted needs
• For all development and training for the UK site, managing an annual training
budget of 500,000 Euro, Delivering bespoke training.
• Developing both personal and departmental training plans by candidate
assessments and prioritising training needs
• Design, implementation and management of training matrices for every
department, to include skills assessment on every employee on site and
individual training records
• Management of IIP
• Design and delivery of Induction training of all new employees to the UK site
• Managing the companies annual review and appraisal system including training
out of the system to all managers involved in conducting reviews
• Design, management and implementation of the companies Succession
Planning, including carrying out assessments on all management and specialist
personnel
• Management of all the companies apprentices including implementing personal
development plans and conducting SWOT analysis
• Development of a new Graduate Apprenticeship scheme
• Management of the companies internal communications including briefings and
company magazine
• Design and introduction of company assessment centres
• Recruitment
July 1972 – November 1995 Operations Director
Valley Sheet Metal Ltd.
Responsibilities
Company involved with the design and manufacture of ducting systems for the heating
and ventilation industry and paper and dust extraction

5. Workforce of 28 permanent employees and 20 subcontract fitters, made redundant in
1995.
Started employment as an apprentice sheet metal worker and progressed through the
ranks to become operations director
• Chartered MCIPD
• Level 7 PG Cert Personnel & Development
• NVQ Level 4 Learning & Development
• NVQ D32 D33 Assessor
• IOSH
• ONC Mechanical Engineering
• City & Guilds apprenticeship

6. Workforce of 28 permanent employees and 20 subcontract fitters, made redundant in
1995.
Started employment as an apprentice sheet metal worker and progressed through the
ranks to become operations director
• Chartered MCIPD
• Level 7 PG Cert Personnel & Development
• NVQ Level 4 Learning & Development
• NVQ D32 D33 Assessor
• IOSH
• ONC Mechanical Engineering
• City & Guilds apprenticeship