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Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)

OD Business Partner

OD Business Partner at Great Places Housing Group

Heywood, Greater Manchester, United Kingdom

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Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Email Addresses & Phone Numbers

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Work Experience

Great Places Housing Group

OD Business Partner

September 2015 to Present

William Hare Group

Learning and Development Manager

January 2015 to September 2015

Emerald Group Publishing Limited

Learning & Organizational Development Manager (Global)

July 2012 to January 2015

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Education

Manchester Open Learning (MOL)

Level 7 Advanced Level Diploma in HRD Human Resources

2012 to 2014

City & Guilds

Verifier Award V1

2011 to 2011

Manchester Open Learning (MOL)

CLDP Learning & Development Practice

2010 to 2011

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Professional Skills Radar Chart

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Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Estimated Salary Range

About Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Current Company

Great Places Housing Group

Frequently Asked Questions about Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)

What company does Jessica Lomax (Chartered MCIPD, MBTI, A1, V1) work for?

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1) works for Great Places Housing Group

What is Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s role at Great Places Housing Group?

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1) is OD Business Partner

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What industry does Jessica Lomax (Chartered MCIPD, MBTI, A1, V1) work in?

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1) works in the Construction industry.

About Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)

📖 Summary

A highly motivated, confident and self-driven Human Resource and Learning and Development professional. An excellent leader and people manager, possessing the ability to multi task and manage conflicting demands throughout the working day, whilst motivating and inspiring team members towards the achievement of goals and deadlines. Adaptable, results and detail-oriented with excellent work ethic, strong time management and interpersonal skills. Possesses the ability to think analytically and strategically, whilst maintaining attention to detail and resolute business focus. Dedicated to personal development and consciously strives to maintain awareness of current best practice and industry developments. Fully CIPD Qualified. Specialties: •Articulate, confident and highly presentable ensuring a professional approach is maintained at all times •Experienced in all areas of people management, possessing the ability to lead and motivate a team of professional employees •Translating strategic goals into operational objectives and deliverables on a global basis, across various cultures •Leading behavioural and cultural change to drive operational improvements and increase employee engagement at all levels •Internal consultancy, business partnering and coaching expertise to establish development needs and provide tailored solutions •Identifying, designing and delivering bespoke training in line with company objectives, vision, values and culture, including leadership and management on-boarding and development programmes •Talent identification and management, including succession planning throughout organisational levels •Adept at problem solving complex issues by applying analytical and logical processes •Excellent written and verbal communication skills suited to different target audiences and customer bases •Possession of MBTI, A1, V1 and a qualified coach •CIPD Qualified (Level 7 Advanced Level Diploma in HRD)OD Business Partner @ From September 2015 to Present (4 months) Learning and Development Manager @ Full responsibility for establishing an L&D function across the whole organisation and developing an effective L&D strategy in line with HR and business objectives, designed to proactively support employee engagement and improve business performance. Other responsibilities include: •Centralising and streamlining all L&D activity across the business to ensure all external training is fit for purpose whilst providing value for money and minimum disruption to day-to-day operations; negotiating with providers and seeking reciprocal deals from the supply chain •Conception, development and coordination of a UK based Graduate development scheme, designed to support graduates to chartered member status with the relevant professional body •Full review of the performance management process; designing, launching and overseeing a new annual appraisal process , including full roll out comms plan and training for all managers to enable L&D activities to be identified and delivered against in a more timely manner whilst also enabling the proactive management of talent and succession planning across the business. •Full review of the attraction and on-boarding of new employees into the business •Introducing the business to the STEM Net national programme and establishing a network of STEM ambassadors within the business •Conception, design and delivery of management skills training to ensure a benchmark of performance across the business •Fully supporting the achievement of being seen as early adopters of Nuclear Awareness training across the business to ensure the organisation is best placed for future work in the industry •Researching and establishing relationships with national funding agencies to draw down money towards training where possible •Involvement in industry training networks, including supporting the new trailblazer apprenticeship development From January 2015 to September 2015 (9 months) Learning & Organizational Development Manager (Global) @ Full responsibility and accountability for the L&OD function and defining the departmental strategy, for global impact. Overseeing and managing the L&OD function by providing direction and guidance to ensure the business and strategic goals are fully supported by the provision of a rage of initiatives, contributing to the sustained success of the business. Key Achievements: • Delivery of key business L&OD/HR projects from conception through to delivery, including: Senior management on boarding and bespoke development programme designed to increase performance and capability Full management of the on–boarding programme for 45 employees from a newly acquired business Radical overhaul of the performance management process to enable talent to be identified, managed and robust succession plans to be created, globally Change management support for a key business area including the development of a CPD programme focussed on technical and behavioural capabilities, ensuring performance was not compromised through out the change • Development of an internal Academy programme designed to develop strategic and commercial awareness, as well as specific skill and knowledge development, to entry and graduate level employees through the conception and delivery of a business project • Full ownership and responsibility for the design, delivery and evaluation of the ‘High Potential’ development group programme • Design, delivery and full evaluation of a suite of soft skills, personal impact and management and leadership programmes and workshops. • Acting as an internal consultant to identify the needs of individuals, teams and departments and provide advice and guidance on the best way forward. • Selected as a Jury Board Member for EFMD Excellence in Practice Awards 2013 From July 2012 to January 2015 (2 years 7 months) People Development Business Partner @ Full responsibility and accountability for ensuring that all employee development strategies are fully supported by training and/or development interventions; from design, through to implementation, co-ordination and delivery. Full ownership, management and coordination of all vocational based training and qualifications e.g. NVQ, ensuring that employees are supported in all areas of activity and that accurate progress records are maintained. Key Achievements: •Development of a suite career development tools and learning interventions, targeted at all employee levels. Including the development of a career development workbook which received sponsorship from the HR director. •Re-write of existing and development of new, “tool-kit” workshops and associated materials. •Design of E-Learning packages through the use of Articulate software •Measurable increase in Employee Engagement scores in career development areas specifically linked to areas of work •Coaching and assisting local managers to develop their own career and those of their direct employees From April 2010 to July 2012 (2 years 4 months) People Developer @ Full responsibility for the Blackburn office (300 employees) and provision of a mentor role for the Salford office (600 employees), ensuring that the People Development Strategy is full embedded within the structure, Managers and employees and that practices are in place and working efficiently and effectively. Lead support of the Learning and Development Strategic Action group including Management Development – looking at organisational wide training needs, conception, design and implementation of several internal development programmes. Key Achievements: •Development and implementation of an internal mentoring/coaching programme to aid the development of trainees and apprentices within technical roles. •Conception, development and coordination of a regions-wide graduate development programme in conjunction with the University of Salford. Including fund sourcing and collaboration with various external bodies •Promotion into Recruitment and Candidate Attraction divisional lead role (as part of the Regional People Development Team) working at a strategic level with Board members to forecast in the need for additional resources in line with the business plan, ensuring the most cost effective and efficient process. •Improvement of communication streams between senior management and employees, including the set up and continued overseeing of a Staff Forum, and introduction of a Monthly Organisational Newsletter. •Staff Satisfaction survey results demonstrated an increase of 10% in employees perception of communication and senior managements “openness” from 2007 to 2008 From May 2007 to May 2010 (3 years 1 month) Human Resources Officer @ Reporting directly to the HR Manager and Organisational Director provided a full generalist HR function for over 100 employees. Including the management and day-to-day running of the recruitment, learning and development, payroll and benefits work functions. Key Achievements: •Developing and maintaining relationships with other local social housing organisations, to ensure best practice and the most cost effective solutions •Design and management of staff sickness absence recording spreadsheet. •Development and introduction of an organisation wide induction training sessions for all new employees •Design and introduction of an employee orientation package and established and facilitated all new employee activities and sessions, which provides (for the first time) continuity in all company and benefit information presented verbally and in writing. From March 2006 to May 2007 (1 year 3 months) Level 7 Advanced Level Diploma in HRD, Human Resources @ Manchester Open Learning (MOL) From 2012 to 2014 Verifier Award V1 @ City & Guilds From 2011 to 2011 CLDP, Learning & Development Practice @ Manchester Open Learning (MOL) From 2010 to 2011 Assessor Award A1 @ City & Guilds From 2010 to 2010 CPP, Personnel Practice @ Manchester Open Learning (MOL) From 2009 to 2010 A; A; A; B, levels; Psychology; Physical Education; Biology; General Studies (C), Chemistry @ Holy Cross College, Bury, Lancashire From 1999 to 2001

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In a nutshell

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Personality Type

Extraversion (E), Intuition (N), Thinking (T), Judging (J)

Average Tenure

1 year(s), 8 month(s)

Jessica Lomax (Chartered MCIPD, MBTI, A1, V1)'s Willingness to Change Jobs



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