Grant is an expert in the recruitment of operational, quality and manufacturing professionals within the automotive sector, supporting OEMs, SMEs, tier 1 and tier 2 suppliers.
Working on a contingency or retained basis, he has successfully recruited for companies based in the UK, Europe and Middle East, ranging from graduate to senior management and executive level appointments.
He is BA (Hons) Business Management qualified and has specialised in technical recruitment for over 15 years, delivering the highest calibre recruitment service.
Both clients and candidates benefit from his technical understanding, sector knowledge and his consultative approach; gaining an in-depth understanding of their needs and adopting a working partnership to form long-standing relationships.
NPI Quality Engineer Coventry Design, Development and Manufacturing Competitive salary and package offered Are you looking for a role demanding an innovative data driven approach and the opportunity to run cradle to grave quality activities? This is an exciting time for this fast paced engineering company as they continue with their growth plans through 2021 and beyond, you will see significant exposure to ; NPI activities with the suppliers; Management and development of the organisation and supplier performance; and in identifying VA/VE activities to maintain and improve global positioning. In this Quality Engineer role the NPI Supplier Facing Activities will include; To lead and support project meetings with Bladon and suppliers To lead the supplier approval process To lead advanced product quality planning activities -APQP To initiate NCIORS, communicate with suppliers to return/ replace stock The reporting supplied part status into project meetings To support, including undertaking, inspection and test status requirements as defined by regulations, engineering product specifications and product approvalUndertaking on-site supplier visits for root cause analysis and verification of corrective actions To review supplier manufacturing processes, collaborating with suppliers on process improvement and value enhancement opportunities Managing and coordinating supplier performance, problem solving, cost recovery and warranty activities To collate and evaluating supplier quality data to identify process improvement opportunities across the supply chain The setting and reporting out on KPIs to drive Continuous Improvement activities Maintaining supplied part approval status as required during change/ launch It is likely that Plant Quality duties will include; Managing line performance data to support PQA Engineering Promoting the use of Continuous Improvement techniques throughout the business including Lean, 6-Sigma, Poka-Yoke, Measurement System Analysis, SPC and PFMEA Leading internal quality audits, applying best practice and coordinating audit plans To respond to and work cross functionally to resolve reported customer technical issues Delivering training on quality awareness It is hoped that the successful Quality Engineer will be able to offer; Proven track record within automotive or aerospace Quality Assurance Engineering Likely qualified to HNC level within a related Engineering discipline (Mechanical /Electrical) A working knowledge of casting, pressing, harnesses or electronics Strong problem-solving abilities with the 8D, 5 why and able to demonstrate a wide range of tools and techniques (Ishikawa, is/ is not DoE etc) An excellent working knowledge of ISO9001, preferably lead auditor trained An excellent working knowledge of AIAG core tools Proven communication and interpersonal skills, with the ability to lead and influence a cross functional team where direct authority does not exist Training to Lean 6 Sigma Green Belt preferred Interviews will be booked for January so if keen to learn more about this role please contact Grant.email@example.com to learn more Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Coventry
One thing is clear, business is not as usual.Grant Nisbet
HMRC has today announced, ahead of the formal publication of the review into the implementation of changes to the off-payroll working rules (IR35), that the rules will now apply only to payments made for services provided on or after 6th April 2020. This is a significant change to the original guidelines which stated that IR35 would be applied to any payments made on or after 6 April 2020, irrespective of when the services were carried out and is likely to be welcome news to both contractors, end-clients and recruitment businesses, making it easier to ensure the rules are implemented correctly. The updated guidance can be found in the Employment Status Manual or by clicking here. Contact our team, visit our IR35 hub here, download our eGuide or call me on 01384 446115 to discuss how the changes will affect you.Grant Nisbet
Last week saw the Government launch the promised review into new off-payroll working rules, IR35, that will be in effect from April 2020. Financial Secretary to the Treasury Jesse Norman said: “We recognise that concerns have been raised about the forthcoming reforms to the off-payroll working rules. The purpose of this consultation is to make sure that the implementation of these changes in April is as smooth as possible.” Many were hoping that the review, first announced by Sajid Javid in November 2019, would mean a delay to the IR35 changes, and some were hoping the planned changes would be scrapped altogether. What is clear from last week’s statement is that whilst the review will take on the opinions and information from those individuals and businesses who will be affected and will aim to address any concerns raised, the implementation of the changes will go ahead as planned on 6 April 2020. LIP SERVICE In line with the public sector changes made in April 2017, the new rules will mean that the end user (client) will be responsible for determining the employment status of all off-payroll/contract workers for their organisation. This includes all PSC contractors. HMRC will require that the end user produces evidence of their determination for each and every contractor in the form of a Status Determination Statement (SDS). The entity which pays the contractor will now be required to apply the appropriate tax deductions before payment. The petition requesting a repeal to the changes garnered more than 30,000 signatures, but was eventually rejected in November 2019. The review that has just been announced seems, to many, to have been a ploy to win votes rather than being a meaningful and effective part of a consultation process. Julia Kermode, Chief Executive of The Freelancer & Contractor Services Association (FCSA), commented: “This seems to be another meaningless review from a Government who seems intent on bulldozing ahead with its plans anyway. They are expecting the review to be completed by mid-February which is simply not long enough to consider the deeply complex range of issues that the off-payroll legislation is throwing up.” WHAT HAPPENS NOW? The Government review is due to be completed by the end of February 2020 and aims to identify how to best implement the reforms, with a separate review undertaken to assess the levels of support that will be required to minimise impact on the self-employed, who are not subject to IR35. The review will take the form of a series of roundtable events with representatives from both the contractor community and medium to large-sized businesses who utilise flexible workforces. There is also a commitment from the Government to evaluate the recently updated Check Employment Status for Tax (CEST) tool. Whilst it can be taken as a positive that the review is actually taking place and will be concluded before the date that the legislation comes into effect, it seems that it will hold little hope of any wider changes. Our position with our clients and contractors is not to bury their heads in the sand, and if they haven’t already, to start preparing for the changes immediately. For further information, visit our IR35 hub here, download our eGuide or call me on 01384 446115 to discuss how the changes will affect you.Grant Nisbet
An interesting blog on the latest on IR35 from our partner, Liberty Bishop. Buried away on page 103 of NHS Digital’s Annual Report and Accounts is the admission that NHSD has been levied with a £4.3m fine (including penalties and interest) in relation to incorrect IR35 determinations made between April 2017 and December 2018. What’s most disturbing about all of this is not so much the fine itself, but rather that fact that between the dates in question NHSD were actually using HMRC’s CEST tool to make their assessments. As the report confirms: “Up to December 2018, we assessed all contractors using the toolkit supplied by HMRC”. Since January 2019, NHSD have stopped relying on the CEST tool and instead make an initial determination themselves (which may or may not be based on CEST – the report is not clear on this point), but that crucially now involves a back-up review by an external provider if their initial internal review suggests outside of IR35 status. This episode should act as a stark warning to all those private businesses faced with the prospect of making IR35 determinations when off-payroll goes live in the private sector in April 2020. You might be tempted to use CEST as it’s the most well-known tool on the market. After all, why would the uninitiated layperson think to question the integrity of the taxman’s own tool when it comes to determining what taxes are due?! As is often the case, however, a bit of digging and things are not always as clear-cut as they first appear. So what can we deduce from this unfortunate incident? It seems to us that we can draw the following conclusions: The HMRC “toolkit” is either flawed in terms of its ability to make determinations, or else it’s not particularly clear on how it should be deployed or what other due diligence end-user clients should be carrying out to shore-up a CEST result. The obvious limitation of CEST in regards to the former is its appreciation of “Mutuality of Obligation” which is fundamentally at odds with established case law. It is worth pointing out that CEST does not encompass any form of contract review into its decision-making process. This leaves open the possibility of CEST reaching a determination that wouldn’t have been reached if a more thorough investigation of both working practices and contractual terms had been carried out. In practice, HMRC will not necessarily stand by their tool, because they always have the ability to say “we’ll challenge our tool result if we believe you’ve arrived at that result due to the way that you’ve improperly used the tool” which is to basically say that they’ll stand by their tool result as long as they agree with the tool result! Insuring yourself & your supply chain is an absolute necessity. Needless to say, IR35 insurers will not go near insuring a CEST determination for precisely the reasons outlined in conclusion 1, above. It is vital therefore that if you feel compelled to use CEST, that you do as NHSD are now doing and back this up with a more thorough (and insurable!) process. About Assure… Many people are struggling to fully grasp the implications of the impending changes to IR35 and are understandably anxious to avoid the penalties for making an incorrect determination. Jonathan Lee can work with you to ensure that you not only understand how to make a correct determination and what the implications of the key questions are for both you and the contractor, but also to offer a solution that is underwritten by insurance to give you peace of mind. What is it? Assure is an IR35 status determination assessment tool that provides a definitive, accurate assessment. It is also underwritten by insurance to mitigate your risk. The tool also satisfies Status Determination Statement (SDS) requirements to evidence determination and share the SDS with all parties in the contractual chain. It better aligns to established case law than the HMRC tool (known as CEST – Check Employment Status for Tax) meaning that it produces more realistic results. Why use it? Avoid HMRC penalties Underwritten by insurance Satisfies Status Determination Statement (SDS) Quick and easy to implementGrant Nisbet
There is a recurring theme I encounter when speaking to my clients; economic uncertainty is increasing the pressure to reduce costs, with hirers considering all options before investing and growing their workforce. Recent findings from Santander’s Spring 2019 Trade Barometer support this, with many businesses scaling back on investment plans. The same report also highlights that attracting and retaining skilled staff also remains a significant worry for UK businesses, with 55% saying this will be one of the most important drivers of growth over the next three years. It leaves many employers in a conundrum; how do we balance the need to hire the requisite skill-sets vital for business growth against the risks associated with a permanent hire? Whilst many employers say they will invest if they can find the right person, they do not know how to improve their chances of hiring someone that will be successful and add value to them in the long term. There is a simple way that can help employers to test the water and build confidence in their hiring decisions. Temp to perm is a route that businesses should consider, particularly when the vacant role is critical to business success. Many employers regularly use contract or temporary staff to cover peaks in workload or for short to medium-term projects, but perhaps haven’t considered temp to perm as part of a wider talent acquisition strategy. The norm for a candidate going temp to perm is to firstly undertake the role for a short temporary period. Should all go well, the temporary position will turn into a permanent role at the end of the assigned period, normally no more than 3 months. If either party becomes unhappy during the temporary period, it is much easier to part ways and quickly terminate the contract. It is also likely that during the temporary period, the candidate will be paid via a third party which saves both the administration burden for the employer and reduces the employment costs (such as paid vacation, paid sick leave or other paid time off, pension, medical and dental benefits). In addition to this, there are a number of benefits to exploring temp to perm when employing new employees; Time saved: The right recruitment partner will have access to a broad network of relevant candidates, many of these can be available at short notice and are happy to work on a temp to perm basis Try before you buy: This route will enable you to see what a candidate can offer to the business prior to you making any long-term commitment. You will also be able to see how they fit with your business culture Commitment: The knowledge of there being a temp to perm opportunity is a good way of ensuring that a candidate will treat the period as a probation period and can often ensure greater commitment to the role Referencing: Candidates working on a temporary or contract basis will often come armed with references, speeding the turnaround of the recruitment process and removing the delay involved in obtaining references from previous employers AVoiding a recruitment freeze: Flexible resource is a great way to overcome short term business restrictions. If there is a hold on hiring permanent staff, it can give both HR and Line Managers the opportunity to benefit from the skills they need on a temporary basis ensuring business delivery is not compromised, whilst introducing and training a new team member before offering a permanent contract, once the freeze is lifted To make temp to perm hiring successful there are a few best practices employers should implement; Treat contract/temporary workers as part of the team and make introductions to key stakeholders/team members they will be interacting with on a regular basis. If the role is complex, it can be helpful to assign a mentor that a new temp to perm candidate can turn to for guidance and assistance Be clear about what the workers role and responsibilities will be and how they fit into the bigger picture. Set clear expectations about the quality and quantity of work. It is also important to provide the same training and resources as you would any other permanent member of staff to enable them to perform their duties to the best of their ability Spend time evaluating not only how the temp to perm perform assigned tasks but also how well they integrate with your existing team. Cultural fit is a critical component to long term success CONTACT US If you would like to learn more about the temp to perm route and how it could benefit your business, please don’t hesitate to get in touch with me on 01384 446115 or drop me an email.Grant Nisbet
Struggling to find the right permanent employee? Many businesses want and need the stability that a permanent workforce offers, it can be costly and limiting to ignore the value of contractors to a business. When there is short-term work to be done or expert skills are needed for a finite period, using a contractor can offer great advantages – I have listed seven benefits of hiring a contractor below: 7 benefits of hiring a contractor: 1. Ease of separation - In these times of political and economic uncertainty, you might not want to commit to taking on a permanent member of staff, with a contractor you have the ability to access the skills you need without the long term commitment. 2. cost savings – The overheads for contractors are lower - there are no PAYE or National Insurance contributions to administer. 3. flexibility - You can specify the type, duration working hours and scope that you need to get the job done. A contractor can help where you have seasonal peaks and troughs too. 4. specialist skills for project work - You can use a contractor for one-off jobs or projects, to manage change, for fast turnaround or for jobs requiring specialist expertise (including skill-sets needed to plan and implement disruptive technologies). 5. ease workload for permAnEnt staff members - Using contractors enables your permanent staff to concentrate on the core business activities. 6. start at short notice - It's usually much quicker to get a contractor onboard and working effectively even when you are looking for a large number of people. 7. temporary COVER - A permanent staff member out of the business due to sickness, sabbatical or maternity leave? A contractor is a great way of keeping the wheels turning in their absence. how do i find a contractor for my business? Many contractors that work within the manufacturing, engineering and technical sectors find out about roles through specialist contract recruitment companies that advertise specific roles. should i use a speciAlist contract recruitment company? Businesses will often choose to take on contractors via a reputable recruitment business (rather than direct) because they lack the time, resources and expertise (of contracting) to recruit effectively. The legal framework surrounding contracting is also quite different to permanent. A reputable recruitment business will be ISO accredited and members of relevant professional bodies; for example, the REC (Recruitment and Employment Confederation) and will have robust contractual documentation processes which clearly defines the relationships and responsibilities of all parties up and down the supply chain. They also operate a strict compliance audit process that protects all parties and meets the legal obligations and requirements of HMRC etc. Many contractors also choose to work through trusted recruitment businesses in their industry because of their experience of working with contractors (often recommended by fellow contractors). These recruitment businesses offer value added support and advice as part of the service. reliance on contractors One thing is for certain; the UK economy has and always will rely on the flexibility and skills that a contingent workforce provides. Understanding the advantages of hiring a contractor vs a permanent team member will provide business leaders with the best chance of addressing their skills needs. contact us If you would like to discuss how contracting could help your business, call 01384 446115 or email me.Grant Nisbet
In this candidate-led market, when a valued employee intends to move on, it's no surprise that many employers consider making a counter offer in order to retain their services. But how do you decide whether making a counter offer is the right thing to do?Grant Nisbet
Whether it's the autonomy, flexible working or the opportunity to work on a variety of interesting projects, there is no doubt that becoming a contractor has its benefits. For employers, having access to a flexible workforce offers two main benefits; access to scarce skill-sets and lowering the financial and legal risks associated with permanent hires. Could contracting help make Industry 4.0 a reality? The dynamic and fast-changing technological landscape makes the contract or interim option especially attractive as companies plan for uncertainty. For businesses looking to implement 4th industrial revolution (4IR) technologies, the use of contractors affords them flexibility to take on specialists, providing expert guidance and advice throughout the implementation stages. This can not only help futureproof a business, but also negate the need to hire permanent staff for a 12 to 18 month project. Specialist contracts team Working on a contract basis brings its own complexities. To help guide both our clients and candidates, we have a dedicated contracts team. Our consultants are made up of experienced functional specialists covering product development, manufacturing, operations and maintenance, finance, supply chain, purchasing, logistics and HR, with assignments across a range of industry sectors. They support, advise and service our contractors to allow them to be able to focus their assignment, while our robust contract documentation process clearly defines the relationships and responsibilities of all parties up and down the supply chain. Our team seeks to identify the most appropriate solution to meet both candidate and client needs, ranging from multi-national corporate blue chips to SMEs. Get in touch with me or one of our team members to see how contracting can bridge your skills gap (photo, left to right): Emma Evans, Malcolm Collins, Kate Stevens, Stephanie Willetts, Sarah Davies, Sarah Gilbert, Lynsey Parker, Lois Weston, Grant Nisbet, Tim Parkes, James Tilley, Jessica Williams, Tom Noott and Rachel Meacham. Find out more about contracting: jonlee.co.uk/contractorsGrant Nisbet
If you are thinking about a career in the automotive or motorsport sector, then be certain to attend the MIA Motorsport & Automotive Jobs Fair taking place on Thursday 5th October between 13.00pm - 19.00pm at Silverstone Circuit.Grant Nisbet
When a valued employee hands in their notice, it is often tempting for an employer to counter offer to keep them with the business - but is it really the right thing to do? Grant Nisbet, Lead Consultant for Jonathan Lee Recruitment’s Manufacturing & Commercial Division, discusses the potential pitfalls of the counter offer. The war for talent is a reality in the manufacturing sector today, with highly skilled people in constant demand. So when a valued employee is tempted to move on, it's no surprise that many employers consider making a counter offer in order to retain their services. But how do you decide whether making a counter offer is the right thing to do? There are a number of things all employers should consider in this scenario.Grant Nisbet