1. SCOTT NORRIS
EMPLOYMENT HISTORY
February 2011- Marks & Spencer Plc
People Policy Service
People Policy Specialist
In February 2011 I joined the People Policy Service where I have worked to date. The
People Policy Specialist role provides accurate, high quality support and consistent
specialist advice to line and senior management (Retail and Head Office locations),
Recruitment and the Company’s employee representative group. The role is key in
delivering guidance on all aspects of people policy and employee relations issues,
including Disciplinary Misconduct, Attendance, Performance, Grievance, Appeal,
Probation, Underlying Ill Health, Sickness Absence cases, Redundancies, Collective
Grievances, Annual Leave, Flexible Working , Non-discretionary leaves e.g. Maternity,
Paternity, Adoption, etc.
The responsibilities and accountabilities of my role include
• Being responsible for the delivery of consistent and accurate specialist
advice and supporting all line management on people policies as driven by
HR management
• Communicating to other business areas where the case requires it (e.g. to
the Ill Health Retirement Panel , Occupational Health, Employee Relations,
Legal, Data protection, Press Office etc.)
• Identifying trends and patterns in cases using available Management
Information
• Ensuring all advice is in line with Company policy and employment
legislation
• Supporting capability development with the Line on employee relations
activity through coaching and advice
• Working with Legal Teams to support employment tribunal cases providing
input materials for employment tribunals, and attend when required
• Providing expertise in consultation and support for more complex
disciplinary meetings
• Completing risk assessment of cases and escalating to senior management
when necessary
• Liaising with Head of Region Business Partners to discuss trends and issues
that are relevant to the business operation in their area
• Undertaking field activities i.e. store visits in support of management where
necessary, including training and up-skilling
• Supporting complex cases(Complex Case Handling) when required
• Responding to grievances received by the Company’s Directors (Director’s
Grievances)
Capability requirements in my role
• Strong customer relation management skills
• Ability to advise and constructively challenge managers of all levels

2. • Ability to make and deliver difficult or complex decisions in a positive
manner
• Planning and organisational skills to meet day-to-day and future business
needs
• Equipped to judge the severity of employment relation issues and determine
where more experienced or specialist input may be required
• Ability to identify and monitor trends (e.g. in my own work, policy areas)
• Strong written communication skills (e.g. letters & reports)
Personal Development
June-August 2015 CIPD (Associate)
June 2015 Mental Health First Aid Training
March 2015 Leading your team to deliver (Head Office)
2013 Word, Powerpoint, Excel Courses
2013-14 Attachments with Jacquie McIlroy (Outlets), Simon Marshall
(Outlets), Sarah Manlow HOR HRBP (South East) Mandy Hartley
HOR HRBP (South East)
June 08-February 2011 Marks & Spencer Plc
Marble Arch
HR Admin Section Manager
• Team Management – Manage performance, good communication to team,
stores’ employees and management. Follow weekly working framework to ensure
all tasks completed accurately and on time. Use HR policies to conduct attendance
reviews, disciplinaries and grievances.
• Service Management – Role model service style, ensure a consistent level of
service from team, recognise and reward good service, adapt service to individual’s
needs.
• Systems & Processes – Administer all Payroll processes, manage debt in line with
policy, agree Service level agreements between administrator and customer
provide accurate Management Information.
• Operational Management – Adhere to Payroll Minimum Standards, HR
Compliance Assessments and create achievable action plans, assist store in
achieving Health & Safety standards, ensure employees do not breach Working
Time Directive, process data and MI.
• Rewards & Benefits – Understand pay framework and ensure accurate
administration. Understands Pay Policy and administration of Bonus, Statutory
holiday, Maternity, pay reviews etc.
• People and Resource Management – Communicate plans to achieve end goal on
time, fit tasks to individuals, give effective feedback, time management.
• Communicating & Influencing – Honest, fair and sensitive communication, good
listening skills, share own thoughts to influence outcome
• Setting Direction – Ensure team keeps to schedules and delivers tasks on time
• Decision Making – Recognise problems, make timely decisions in accordance to
magnitude of problem, consider alternative solutions and their possible impact.
• Innovation & Change – Understand the need for change, adaptable and
encourage involvement and commitment.

3. • Leadership – Set goals and clear on what needs to be achieved, give constructive
feedback, good listener, promote positive environment, supportive.
Personal Development
April 2010 Attachment to People Policy Service
May 2010 Transformation Workshops Phase 2 - HR Shared Service, Manchester;
• Employee Admin & Benefits
• Personal Data & Contractual Changes, Payments & Deductions
• Leave of Absence Processes (Maternity, Special Leave, Jury Service)
March 2008-
June 2008 Marks & Spencer Plc
Colliers Wood, London
HR Admin Section Manager
• Managed Recruitment - for the opening of Colliers Wood. Managed team of six
who interviewed for approximately 300 vacancies. Co-ordinated high volume
recruitment days to achieve recruitment targets in time for store opening
• Liaised with PIMS site – ensured new recruits on system, set up Service
Level Agreements between Parent and Child store
2002-2008 Marks and Spencer Plc
Marble Arch
Section Manager
(Ladieswear, Kidswear, Menswear)
Suits Dept, Menswear - £200,000 (peak week)
Line management - 25 sales advisors
• Service Management - Role model 'Our Service Style', respond to feedback and
customer complaints (verbally/written), service audits, recognise great service.
• Operational Management- Maintain store standards, due diligence, compliance.
• Team Management - Review and manage performance, maximise individual
potential, conduct investigations, disciplinaries, manage short and long term
absence (underlying ill health meeting resulting in dismissal on grounds of
capability), staffing administration, team briefs and updates.
• People and Resource Management - Plan and achieve goals, identify and agree
expectations of tasks set with individuals and give constructive, accurate and
factual feedback
• Communicating & Influencing - Honest and fair communication and listen to
views of others, listen and respond to verbal and non-verbal messages, establish
understanding and do not immediately evaluate or judge.
• Setting Direction - ensure tasks and schedules delivered on time, check
understanding of any discussions or expectations of others, accountable for delivery
of results, prioritise.
• Innovation & Change - View change objectively and show support, understand
impact of change and identify and resolve any problems (RCP conversations)
• Leadership - Am respectful, understanding, positive and confront negativity, give
praise where praise is due, deal with issues, react positively to feedback, keep calm
and am sensitive to others.

4. TRAINING/WORKSHOPS
Mary Gober Service Training
Managing People/Stock/Sales
Coach Training
Section Co-ordinator Recruitment and Development
Performance Management
Suits Product Knowledge and Active Selling Skills Training
Leading the Arch (Bridge) - Leadership and Communication Workshop
Attachment with Jacqui Bischoff (HR Manager) at Marks and Spencer, Pantheon
Store- appeal against grievance decision, CPR audit. PIMS and PeopleSoft,
Absence analysis.
1998.2002 Di Nuovo, Sydney, Australia
Retail Manager
Recycled Designer Clothing
Accountabilities Customer relations and service
Staff supervision and training
Till reconciliation
Computer skills
Merchandising, Stock control
1996-1998 Pepa Mejia, Sydney, Australia
Retail Manager
1995-1996 Arrived in Australia - working holiday visa
Travel, casual work
1993-1995 Manchester Metropolitan University,
Bar Manager
Students Union, Manchester
Accountabilities Customer Relations and Service
Staff Supervision/training
Till reconciliation
Stock Control
1991-1993 Cornerhouse Cinema Arts Complex,
Assistant Bar Manager
Manchester
1990-1991 Henkel Limited,
Sales Merchandiser
Accountabilities Project work with brands - Nitromors, Solvite, Unibond, Pritt
EDUCATION

5. 1980-1985 University of Manchester
Psychology BA(Hons)
Activities Nightline Advice Course
Students Union Entertainment Committee
Hacienda Night club - Part-time work
1985-1987 Yeovil Tertiary College, Somerset
'A' levels - English, French, Art
'A/O' level - English
Advanced Physical Education
Activities Yeovil Hospital Radio - Part-time
Marks & Spencer advisor (early morning fill)
1980-1985 Stanchester Comprehensive, Somerset
9 'O' levels
Duke of Edinburgh Award
INTERESTS
Antique collecting/Antique Dealing
Photography
Knitwear design
Reading, Cinema, Live Music
Galleries/Historic houses
Travelling
Bicycling
Swimming

6. 1980-1985 University of Manchester
Psychology BA(Hons)
Activities Nightline Advice Course
Students Union Entertainment Committee
Hacienda Night club - Part-time work
1985-1987 Yeovil Tertiary College, Somerset
'A' levels - English, French, Art
'A/O' level - English
Advanced Physical Education
Activities Yeovil Hospital Radio - Part-time
Marks & Spencer advisor (early morning fill)
1980-1985 Stanchester Comprehensive, Somerset
9 'O' levels
Duke of Edinburgh Award
INTERESTS
Antique collecting/Antique Dealing
Photography
Knitwear design
Reading, Cinema, Live Music
Galleries/Historic houses
Travelling
Bicycling
Swimming