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Vibrant, driven and keen to make an impact, the board at Darwin Recruitment explains why developing the ideal staffing dynamic is a key part of their growing expansion.
Vibrant, driven and keen to make an impact, the board at Darwin Recruitment explains why developing the ideal staffing dynamic is a key part of their growing expansion.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
We are fast becoming a real challenger brand in all of our markets. Our ambition has seen us grow globally in eight short years. The plan is to keep going. This is where you come in.
Forget everything you thought you knew about executive search and recruitment. We are passionate about reinventing the world of recruitment for our clients, our candidates and just as importantly, the people who work for us
Chairul Tanjung: transformasi 30 tahun - enterpreneurship experienceBudi Rachmat
Transformasi bisnis 30 tahun Chairul Tanjung si Anak Singkong.
Persentasi CT di acara QBLeadership bu Betti Alisjahbana.
Semoga bermanfaat.
Follow ME https://twitter.com/budi_rachmat ...
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
We are fast becoming a real challenger brand in all of our markets. Our ambition has seen us grow globally in eight short years. The plan is to keep going. This is where you come in.
Forget everything you thought you knew about executive search and recruitment. We are passionate about reinventing the world of recruitment for our clients, our candidates and just as importantly, the people who work for us
Chairul Tanjung: transformasi 30 tahun - enterpreneurship experienceBudi Rachmat
Transformasi bisnis 30 tahun Chairul Tanjung si Anak Singkong.
Persentasi CT di acara QBLeadership bu Betti Alisjahbana.
Semoga bermanfaat.
Follow ME https://twitter.com/budi_rachmat ...
Promoções para o fim do ano de VCC para todos o participante do negócio mais promissor de internet, se você ainda não faz parte dessa equipe, se cadastre gratuitamente através do site http://www.viewclickcash.com/maurosiena ou entre em contato conosco para tirar suas dúvidas através do e-mail vccbrasil@gmail.com e Boas Festas.
Potato Loops food cart offers a deep fried potatoes, served in a uniquely twisted way on sticks which are then mixed with flavored seasoning. They also offer mojo potatoes which also comes in a variety of flavors.
Mondi Europe & International Corporate Presentation - Status February 2012Mondi Group
Mondi is an international paper and packaging company, with production operations across 31 countries and revenues of €5.3 billion in 2009. The Group’s key operations are located in Central Europe, Russia and South Africa and employed 31,000 people on average in 2009.
Mondi is fully integrated across the paper and packaging process, from the growing of wood and the manufacture of pulp and paper (including recycled paper), to the conversion of packaging papers into corrugated packaging and industrial bags.
The Group is principally involved in the manufacture of uncoated fine paper (UFP), packaging paper and converted packaging products, as well as speciality products.
Mondi is a dual listed company, with primary listings on the Johannesburg and London stock exchanges under the ticker codes MND (JSE) and MNDI (LSE) respectively. The Group has been recognised for its sustainability performance through its inclusion in the FTSE4Good UK, Europe and Global indices in 2008 and 2009 and the JSE’s Socially Responsible Investment (SRI) Index in 2007, 2008 and 2009.
Learn how to use free web tools to create instructional videos for your classroom. Whether you'd like to create a video to flip a lesson, provide homework help for students or improve communication with parents, this workshop will give you the hands-on practice you need to get started.
New & diverse perspectives breed creativity. That’s why the need of the hour is to have a diverse workforce to trigger INNOVATION at the workplace. And in VUCA (Volatile, Uncertain, Complex, Ambiguous) times such as these, we need to constantly remind ourselves to recognise those organisations that value diversity and celebrate those braveheart individuals that bring in the much needed diverse-thinking & innovation to the workplace.
While the Human Resources function in SINGAPORE celebrates a large female demographic, the microcosm segment of HRTech in the country still has a long way to go. We felt it our obligation to celebrate the success of these women professionals and entrepreneurs' leading the pack in HR Technology.
We put together a list of these women in the Singapore HRTech space to bring them the recognition they deserve. This compilation is not exhaustive, but it is only our effort to encourage more diversity in the HRTech space.
If you’re reading this, you’re probably considering a career in
recruitment, possibly at WRS. Recruitment attracts a variety
of people with different backgrounds and experiences, often
drawn to the industry by the fantastic earning potential. We
believe it’s the continual career progression and personal
development that makes people want to stay.
If you're thinking about starting your recruitment career, we offer a wide range of incentives and benefits for our staff as well as a comprehensive training plan to ensure you have the tools you need for success.
If you want to learn more, contact Emma on emma.u@worldwide-rs.com
Hear from one of Hong Kong's award winning boutique international recruitment agencies on their plans for expansion and what they look for when hiring Recruitment Consultants internationally.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
FULLCOVER 9 | interview with Antonio Huertas, MAPFRE'S Chairman and CEOMDS Portugal
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World's Rising High Business Leaders Making a Mark in Middle East, 2023.pdfWorlds Leaders Magazine
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Navigate - 2016 APSMA Asia Annual Conference TakeawaysICON
The largest Asia Annual Conference to date, the 2016 Asia APSMA Conference - Navigate welcomed almost 250 delegates from across the region. This year’s event saw a number of firsts for APSMA Asia as we introduced a brand new espresso-learning format and launched our first-ever themed-networking cocktail event. Here are the takeaways to continue your Navigate journey.
In this issue, we catch up with senior executives from some of the sector’s most dynamic brands to find out how companies are leveraging opportunities to grow, amidst what is an increasingly complex and challenging trading environment.
Here are some of the key themes and consumer brands that are featured in this edition:
Entrepreneurial careers - Ex Just Eat VP, Rasmus Wolff
Viral win for Petit Bateau - Clever campaign secures new talent
Buoyant Beam Suntory - Great times ahead for US-Japan
alliance
Brewing growth at Taylors of Harrogate - Yorkshire Tea set for global growth
The future of food - KMC reveal diversity of potato starch
Harman consumer lifestyle lift - Audio brand invests in change
Digital transform-action - HR and Digital unite for great
results at Pernod Ricard Spain
eos slips into the Nordics - New division for maker of
spherical lip balms
This brochure provides information on our specialist executive search offering for the consumer sector. It highlights the unique benefits we can offer using our 'no silos' approach.
LG Electronics, the Korean consumer electronics manufacturer, has a long and rich history. The business, known as GoldStar until it changed its name to LG Electronics in 1995, was established in the aftermath of the Korean War, to provide the rebuilding nation with domestically produced consumer electronics and home appliances.
Following its successful re-fi nancing in 2014, together with
the creation of the Hovis Limited Joint Venture, Premier Foods
Human Resources Director, David Wilkinson, takes time to tell
Nigel Wright why the business is now a great place for people
looking to develop a rewarding career in the food industry.
Featured interview - John Stapleton, FMCG Entrepreneur and Co-Founder of New ...Nigel Wright Group
John Stapleton, a seasoned FMCG entrepreneur, chats to Nigel
Wright about his experiences growing and then selling New
Covent Garden Soup Company (NCGSC), as well as the learnings he has gained in his career since then, in the USA with Glencoe Inc., and through his current venture, Little Dish.
Featured interview - Jürgen Schmitz, Country Director Consumer Imaging Group ...Nigel Wright Group
Canon, the Japanese multinational corporation, is a leading
provider of consumer and industrial imaging products and
solutions around the world. Its products are diverse and
include optical and medical applications, cameras, camcorders, photocopiers, steppers and printers.
Featured interview - Sarah Doyle, Brand Director at EAT.Nigel Wright Group
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coffee ‘to go’ market. It sells a wide range of soups, hot pots, salads, toasties, sandwiches, baked goods and coffee, which are freshly prepared in-house by EAT. each day.
Featured interview - Chr. Hansen focuses on the consumerNigel Wright Group
Chr. Hansen is a global bioscience company that develops
natural ingredient solutions for the food, nutritional,
pharmaceutical and agricultural sectors. The business was
established in the 19th century and in 2013 celebrated its
140th anniversary.
Beiersdorf AG, the German consumer products manufacturer,
reported its strongest annual sales revenues since 2008
last year. Its portfolio of brands including Nivea, Tesa and
Elastoplast are highly profi table in Europe and North America
but less so in emerging markets.
Featured interview - Miguel Chapa Marketing Director at Bel SpainNigel Wright Group
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Sales of organic products in Germany have continued to
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clear change in German consumption habits.
Featured interview - Paal Hansem, Founder and CEO at Fresh Fitness ASNigel Wright Group
Fresh Fitness is a Norwegian gym franchise and national
success story, boasting 27 centres and over 77,000 members.
We caught up with CEO Paal Hansem, who explains how
his ten year career in the grocery industry has helped him
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With over 50 million consumers worldwide, eos – an acronym for Evolution of Smooth – has taken the health and beauty industry by storm. Founded in 2007, its journey began with a desire to avoid the traditional narratives of the beauty industry.
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for personal development and his adventures in Mongolia
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Featured interview - Victor Duran, Senior Vice President Direct to Consumer &...Nigel Wright Group
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player Serena Williams, Salomon shoes for champion ultramarathon runner Kilian Jornet, or Atomic skis and boots for
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medallist, Amer Sports is committed to making sporting goods
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Harman: Revolutionising change in audio equipment marketsNigel Wright Group
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Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
1. 1
Jac Gardner
HR Director
Joining as a graduate in 1996, Jac Gardner enjoyed a successful 15-
year career with Rolls-Royce where she progressed to Head of UK
Employee Relations, covering 21,000 employees across 15 locations.
In 2011 she decided to relocate to her native North East when an
opportunity arose to join Arriva as HR Director. We caught up with her
to discuss her views on the North East business community and Arri-
va’s talent acquisition strategy, as the transport firm seeks to expand
further across the UK and Europe.
FIRSTLY, WHAT PERSUADED YOU TO RETURN TO THE
NORTH EAST WHEN YOU DID?
The decision was partly motivated by the chance it offered me
to be closer to family. I have three young children and I like the
idea of them growing up with an attachment to the area. It also
meant their grandparents could spend more time with them. I am,
however, primarily motivated by opportunities. When I left the
North East, yes, I wanted to experience living somewhere else,
but I was ideally seeking a graduate scheme in a big company,
where I could develop my career and specialise in HR. Rolls-
Royce fitted the bill perfectly and I was very fortunate to develop
a great breadth of experience within a blue-chip company so
early in my career. In moving back to the region a good few years
later I had to be sure that the opportunity was right for me. Arriva
ticked all the boxes. It is a large, international organisation with
an ambitious growth agenda, and the HR side was a perfect fit for
me. It was a role leading the HR strategy ‘end-to-end’, and as I’d
never had to deliver across multiple countries in previous roles,
the international aspect was new and challenging.
WHEN SEEKING TO RETURN TO THE REGION, WAS
IT DIFFICULT TO FIND A ROLE THAT FIT YOUR
CAREER ASPIRATIONS? ARE THE NETWORKS FOR
HR PROFESSIONALS AS STRONG HERE AS THEY ARE
ELSEWHERE?
There are perhaps fewer senior HR roles in the North East than
in some other regions, simply because there are fewer big
multinational firms based here. I found out about the role at Arriva
through a chance conversation with a colleague, which led to my
application and subsequent appointment, but I am sure my
2. search would have taken a lot longer had I been actively looking
for a role. I’ve found there is a wealth of talent in the North East,
and a thriving business community, so I’d love to see more big
companies consider moving to or expanding their operations in the
North East and therefore creating more career opportunities. The
HR networks are as strong here as they are in other regions outside
of London. I’m invited to various networking events throughout
the year, which allow me to get together with business leaders and
other HR Directors in the region. I can’t always attend, but when
I do, they’re always valuable. Where the North East is perhaps
lacking is in the number of thought leadership type events that are
held here. I would like to see more HR summits or conferences
further north, although with the increasing use of technology to
share learning and events I guess it shouldn’t matter where you are
located.
IS THERE ENOUGH DONE, THEREFORE, TO PROMOTE THE
NORTH EAST AS A GREAT PLACE TO LIVE AND WORK?
WHAT ADVICE WOULD YOU GIVE TO PROFESSIONALS
THINKING OF MOVING HERE?
Local companies have a shared responsibility to attract investment
to the region. That will continue to be the region’s biggest
challenge over the next few years. However, the other big
challenge is attracting the best talent. The North East offers
that ‘something special’ about being a great place to live and
work, which will certainly be attractive to some. However, in a
competitive talent market, companies may have to be flexible on
location or be able to offer other flexibilities around balancing
travel and homeworking to attract the best candidates. For senior
professionals thinking about moving or relocating to the region,
my advice would be to consider factors such as any development
areas or knowledge gaps they have, or what interests them and
motivates them at work, and think about how a particular job
opportunity can therefore offer a different perspective to their
career. It could be a different sector, a different organisational
culture or a different role. Basically, be creative in your job search
and focus on career challenges rather than business size.
ARRIVA HAS RECENTLY HAD A BIG PUSH ON PROMOTING
ITS GRADUATE SCHEME. HOW IMPORTANT IS THIS
PROGRAMME? WHY SHOULD PEOPLE CONSIDER JOINING
THE ORGANISATION?
It’s vitally important to the future of our business. We need a
strong pipeline of future leaders, but also people who can bring
For senior professionals
thinking about...relocating to
the [North East], my advice
would be to consider factors
such as any development areas
or knowledge gaps they have,
or what interests them and
motivates them at work, and
think about how a particular job
opportunity can therefore offer
a different perspective to their
career.
2
3. 3
different views and ideas to our business. Our graduates can
expect to be given significant responsibility early on in their
careers and will find themselves doing placements in a number
of different areas of the business to obtain a broad perspective
of Arriva and build their network. Attracting graduates has
historically been difficult for transport businesses because of the
misperception of the industry. In reality it is an exciting time to be
working in transport and the mobility sector. Our approach to the
graduate market, therefore, is about promoting the industry and
Arriva as we aim to lead on ‘connected mobility’. Arriva is a place
full of opportunity and graduates are guaranteed responsibility
early in their career, and with a range of opportunities available.
We encourage and challenge our people to always look for
improvements in their areas. They gain visibility within the
wider business and get to travel and work with people from
different countries, which is a great experience to acquire. To be
successful here, people must be open minded and value different
perspectives. They must be accountable and curious to learn.
Ultimately, they must connect with what the business wants to
achieve.
EMPLOYER BRANDING HAS BEEN ANOTHER MAJOR
FOCUS FOR YOU. THE STRATEGY WAS RECENTLY
COMMUNICATED IN THE ‘TOGETHER WE ARE ARRIVA’
VIDEO. COULD YOU TELL US ABOUT THAT PROJECT?
Making the ‘Together we are Arriva’ video was probably the
best day I’ve ever had at work. The project stemmed from the
fact that we have a relatively devolved accountability model
across the business but there are a number of strategic areas
where we need an integrated approach, and what we represent
as an employer of 60,000 people is one of them. While Arriva
is an international business, each of our operations has ‘local’
ways of working based on the markets in which they operate. In
developing an employer brand, therefore, we set out to highlight
and promote what connects us to Arriva, and our group identity.
Colleagues representing each of our countries and businesses
took part in a series of workshops to establish our employer
brand ‘Together we are Arriva’ and the five attributes that form
our employee value proposition which define what it means
to work at Arriva: Belonging, Caring, Talking, Growing and
Rewarding. These are underpinned by an ‘employee journey’
which is designed to reflect that, regardless of what role you have
or where you work in Arriva, you enjoy the same experience
as an employee. All of this is summarised in the video by our
employer brand ambassadors, who came together from across
the business to tell their stories. It’s been a fantastic project.
WHAT ELSE IS ARRIVA CURRENTLY DOING TO ATTRACT
TALENT?
Engagement of our leaders is key. One of the phrases we use is
‘if you’re good, you’re welcome’. Our leaders therefore have a
key role in identifying the skills and roles we need for the future
and attracting and selecting the best people. But there is also a
key role for them to play in identifying the talent they have within
their businesses already, and ensuring that they understand the
aspirations of their people, give honest feedback and provide the
right opportunities to help people grow. We welcome different
perspectives from our graduate programme, to campaigns run by
some of our businesses to recruit more female colleagues. We are
also working on creating more visibility of the range and different
locations of opportunities within Arriva and our parent group,
Deutsche Bahn.
OUTSIDE OF WORK, WHAT DO YOU GET UP TO?
My free time is largely focused on my three children - their social
lives appear to have become my social life. I have two boys
and a girl and they’re all sports mad. I’m usually stood watching
them playing football at weekends, or taking them to cheer on
Newcastle United at St. James’ Park, balanced with horse riding,
Brownies and birthday parties! I recently acquired a Fitbit as part of
a wellbeing challenge at work, so I’m running more and obsessing
over how many steps I’ve done. I play netball for a local team too.