Updated CV

1. Petra Amanda Dickinson (Mandy)
7 Garden View, Butterknowle, Bishop Auckland
County Durham DL13 5PD
Mobile:07794348242
Home: 01388434548
Email: mandy.miller12@sky.com
Personal Profile:
Key Strength – Building and developing relationships with internal and external customers to maximise
potential and growth.
I am a grounded and practised HR Generalist with an enthusiastic and persuasive character able to win over clients and
colleagues alike. I prefer a logical and a systematic approach to challenges and this coupled with my outgoing nature
makes me a natural communicator. Having an energetic and flexible approach to tasks ensures that I can effectively
work alone or with the support of HR advisors and Administrators. I am commercially aware with previous operational
experience. I thrive working in a busy and challenging environment where my efforts are recognised and I can add
benefit to the company.
February 2016 to date
Arriva North East – Interim HR Manager – Maternity cover.
Responsibility:
 All aspects of HR support for the 8 North East regional depots.
o Focus on Recruitment and Selection, Sickness Absence and Internal HR communication
o Union engagement and communications
March 2015 to December 2015
Centrica Gas Storage Ltd – Hull - Interim HR Business Partner
Responsibility:
 Rough 2020 - Reorganisation project, On and Off Shore Support role.
 TNA - Training Needs (GAP) Analysis for the business.
 Union engagement and communications
October 2014 to February 2015
Cofely UK - Interim Regional HR Business Partner. North West (Region B) & North East and Scotland (Region
A)
Business Objective:
Support TUPE transfer in of 3 Businesses and Circa 3k employees, whilst also restructuring the business
making it fit for future growth.
Responsibilities:
 Support the change programme.
 Developing and implementing competency documents and procedures for use by the Regional Directors and
Regional Managers to enable then to effectively select the best team to work with them, in support of the
selection, recruitment and redundancy procedure.
June 2014 to October 2014
First UK BUS - Interim Regional HR Business Partner. York and South Yorkshire.
Business Objective:
Support and development of the Senior Leaders in the different Depots across York, Sheffield, Rotherham and
Doncaster. Supported by an HR Advisor and Central Recruitment and Training Function.
Responsibilities:
 Supported the Senior Leadership Teams and Operational Managers across the 4 depots in York, Sheffield,
Rotherham and Doncaster.
 Implemented a new Performance Development Programme, and job chats across the Operating Company.
Supporting engagement and performance development of all employees at all levels within the Depots.

2.  Developed and delivered, awareness sessions to Improved HR support, Data Protection and Personnel File
Security within the different areas of the businesses.
 Partnering Unions, working with Local Agreements and Pay Deals in place.
February 2013 to February 2014 – Fixed Contract Ended
Distant Learning College and Training
General Manager / Operations
Business Objective:
Support and Drive the Operations within the business; material development, student administration, customer
care and tuition support. Manage the Human Resources Function, Staff Development and Performance
Management across the business.
Responsibilities:
 Developed the Business plan with the strategic Operations Director.
 Introduced an updated attendance and sickness policy and procedure – reducing absence by 5% year on year.
 Forged successful relationships with Awarding Bodies.
 Developed and implemented standardised Job Descriptions for all in-house team.
 Streamline student mentor support, resulting in a reduction of complaints received from average 20 to 3 per
month over a 5 month period.
February 2012 to February 2013
Bullock Construction Ltd
HR Business Partner for the East and North East England
Circa 60 Million for the Region. (Last in First out during a down turn of business).
Business Objective:
Whilst raising the HR profile across the region, this role wasto support the Contract and Site Managers as they
down sized and closed some Working Sites in the Eastern Region as manyof the 5 Year Planned Social Housing
Contracts were ending. Supported by a designated HR Advisory team.
Responsibilities:
 Bids and Tenders, Researching and writing.
 Providing Partnering solutions and support for the Regional Director, Project and Contract Managers and Site
Managers.
 Corporate responsibility for policy reviews and implementation.
 Facilitating competency creation and roll out to the wider business.
 Developing the Regional People Strategy, in line with the Company HR Strategy.
February 2009 to February 2012 (Redundancy)
Rentokil Initial - National FM Service provider
Northern HR Manager, (Including Scotland and Ireland) Commercial Sector
Insitu Services - National Cleaning Service provider (Acquired by Rentokil Initial)
National HR Manager. Circa £38 Million Business
Business Objective:
Insitu had been purchased by Rentokil Initial and my initial role as National HR Manager for Insitu was to
facilitate the integration of a Historical Family Culture Run business, enabling them to realise the value of HR
within a business. Supported by regional HR Advisors and an administration team.
Rentokil Initial then embarked upon a Major Restructure – moving from 14 individual businesses to Three
Separate Divisions and further Regionalisation of the Divisional functions. Reorganisation resulted in the move
from a Traditional Hierarchical Business Structure to a Complex Matrix Structure.
Responsibilities:
 Performance Management:
o Talent management review with RD’s and SRD –create high performing team culture and support
succession planning
o Nurtured my team of HRA’s to be able to manage complex ER cases and associated reports for the
Board.
o Built 2012 strategy for the North Region with the Senior RD influenced by YVC, Your Voice Counts
(employee engagement survey) and CVC – Customer Voice Counts survey results
o Facilitation of Your Voice Counts (YVC) Action plans aligned to individuals PDR objectives.

3.  Introduction of HR KPI’s, resulting in TNA that enabled the HR team to effectively manage ER challenges in the
business.
 Leadership and Coaching - Providing Generalist support for approx. 3000 employees in this business; including
the Senior Management Team/Directors.
 Working with other HR specialist in the division to deliver a programme of change and strategy alignment - to
approx 45K employees across the division.
o Responsibility for the up-skilling of the operations team (Circa 30 in my region) to enable them to
manage their team’s effectively.
 Tenders – representing HR to the clients during business interviews.
 Extensive working knowledge of TUPE - small and large scale. 1 to 2500
 Experienced in Employment Tribunal bundle preparation and company representation.
 Year on year reduced ET cost in the business, 49K - 2009, 28K - 2010 & £2800 – 2011
 Full integration of HR service to the board and the wider stakeholders in the business – Moving towards a Self-
service Model.
 Introduction of group PDR’s and 1-2-1’s to support Grade 3 Operational managers
Various Interim Contracts February 2008 to Feb 2009, following redundancy.
Handpicked Hotels - (October 2008 to February 2009)
Interim Human Resource Manager - Maternity Cover for 2 sites
Crathorne Hall, North Yorkshire
Norton House Hotel & Spa, Edinburgh
Business Objective
Providing Multi Site Generalist HR support with an HR Advisors, across two sites and managing the HR Information
Systems and reports accordingly.
Responsibilities
 Managed the implementation and roll out of the Company employee engagement survey across the 2 sites
o Provided feedback and workshops for action planning with the team
o Enabled performance management activities and training to be aligned to the business strategy
eaga Plc - (August and September 2008)
Interim Senior Human Resource Advisor
Head Office Jesmond, Social Housing Service provision.
Leeds Based (Business no Longer Exists)
Business Objective:
Close a business operation in Doncaster. The function was relocated, with some personnel moving to work in Leeds
and Newcastle-Upon-Tyne.
Responsibilities:
 Design and implementation of the consultation and re-alignment activities
 Sourcing of outplacement support, working with interpreters
 General HR support – Discipline, grievance, recruitment.
Thompson Building Centres - (May to July 2008)
Human Resources Manager.
Sunderland (Business no Longer Exists)
Business Objective:
Provide Generalist HR Support and guidance for 180 employees over 10 sites in the North East. Up-skilling Store and
Depot Managers whilst maintaining HR Information Systems.
Responsibilities:
 Implementation of New HR standards - a full company induction, including all Health and Safety,
 Reaccreditation of IIP
 Remove 75K Health and Safety liability working closely with the local HSE
 Removed ET Liability of 25K via consultation and mediation
Valeo Nissan - (April and May 2008)

4. Interim HR Manager - Maternity Cover
Washington, Sunderland
Business Objective:
Providing Generalist HR support with an HR graduate, whilst Managing HR Information Systems and reports accordingly
across 2 sites.
Responsibilities:
 Recruitment and selection of the 3rd shift (Night shift) being introduced to meet increased demand in manufacture
of the Qashqui
 Implemented a performance related pay scheme.
 Circa 3k saving, as I audited and introduced more robust onsite COSHH and Risk Assessments.
April 2003 to April 2008
Tom’s Companies – Seaham Hall Hotel & Serenity Spa. The Fisherman’s Lodge Restaurant and 2 Serenity in
the City Day Spa Brands.
Group Human Resources Manager.
North East, Cumbria and Scotland
Redundancy following a sale of the Company Portfolio.
Business Objective:
This wasa stand-alone multi-site role, working for a company with 284 employees, providing Full Generalist HR
support to the CEO, Executive Team, Senior and Line Managers across 6 properties located in and around
Newcastle and County Durham and 1 property in Cumbria and one in Edinburgh which required me to work
flexibly and remotely as appropriate.
Responsibilities:
 Developed and implemented the use of 9 Core Company Competencies across the businesses and it policy
and procedures.
 Talent Management - Standardising recruitment, selection and the development of colleagues to support
succession planning.
 ER Case Management – Zero ET cases and cost as a result of appropriate training and application of best
practice with adherence to legal procedures.
 Learning and Development - up-skilling Line Managers. Developed an annual training and development plan of
the businesses and resource appropriate 3rd party provisions.
 Accountability to negotiate agreements with training providers and recruitment agencies ensuring adherence to
strict budgetary guidelines for each business. Using local and national providers and specialist as appropriate.
 Partnering the local community
o Visiting schools and colleges, Sponsoring student of the month, quarter or student of the year
o Managing and co-ordinating - Work experiences, specialist career talks and visits - cookery workshops
or customer care experiences
 IIP Accreditation awarded in 2005 for 2 of the 6 businesses.
 The company opened another facility in October 2006 and I was tasked with the initial selection process in June
2006, as the manager had not been appointed.
My earlier career was spent predominately in the Hospitality and Service Industry:
2001 to 2003 Swallow Three Tuns Hotel, Durham City – HR Manager.
1997 to 2001 Malmaison Hotel, Newcastle - Executive Housekeeper, Training and NVQ Coordinator.
1985 to 1997 Various - Operational Management roles and related responsibilities.
Working for Copthorne Hotels, Holiday Inn, Novotel, Trust House Forte and Private independent
businesses

5. Summary of Courses Attended and passed
 Various In House Management Development
 Trainer Skills 1 & 2 – updated 2010 with Rentokil Initial
 D32 Assessor - 2000
 CIEH Advanced Health & Safety at work - 1999
 Degree In Human Resource Management - 2003
 NEBOSH – Health and Safety, at Sunderland College 2007 – Credit
 NCFE - Equality and Diversity – 2005 & 2011
 Rentokil Initial - PAPI, 360% feedback – 2010
 Off shore survival training - MIST (Minimum Industry Safety Training) & BOSIET (Basic Offshore Induction
and Emergency Training) 2015
 JIGSAW – Personal profile, behaviours
References available on request
Education
Leigh College (Full-Time)
Railway Road, Leigh
1981-1983
Salford University (Part-Time)
Salford, Manchester
1988-1990
New College Durham (Part-Time)
Nevilles Cross, County Durham.
1999-2000
Northumbria University (Part
Time)
Newcastle upon Tyne
2000- 2003
City & Guilds: 705, 7061, 7062, 7071, 708
HCIMA
(Hotel & Catering International Management Association)
Chartered Institute of Personnel and Development (CIPD)
Core Management
CIPD
Post Graduate Diploma in Human Resource Management