• Leading the delivery of an Employee Relations project for a European Change and Transformation Programme.• Partnering with stakeholders to implement change strategies aligning with business goals, unlocking $18 million in savings.• Fostering a positive workplace culture through effective HR strategies and ER programmes.

A coach and strategic HR partner to senior business leaders (to SVP level); leading regional and central teams, in a highly matrixed environment (2,000+ employees across 16 countries). Achievements:• Change Management – Executed the closure of an international unit (sales proceeds of >$300m and the effective transition of 2,000 employees) and liquidation process. Orchestrated the re-design and re-scaling of the organisation. Included M&A, TUPE, retention, redundancies, consultation and communication. • Business Transformation – Global redesign of the Technology business unit. Implemented a targeted talent acquisition strategy, successfully attracting top-tier talent and reducing employee turnover by 14%. Created a smoother transition for business re-scaling and technology implementation, reducing operating costs.• Leadership Development – Created a comprehensive Manager Essentials curriculum for over 250 people leaders, increasing leadership effectiveness scores by +4 points in 6 months.Key Responsibilities:• Managing geographically dispersed HR Partners to deliver a cohesive HR strategy, ensuring consistent and repeatable practices are aligned and regionally applicable.• Lead role in culture translation and change management.• Overseeing the delivery and enhancement of talent acquisition strategies to attract top talent. • Implementing talent and engagement programs, performance management, succession planning, and leadership development.• Designing competitive compensation and benefits programs to attract and retain.• Development and delivery of an actionable DE&I strategy.• Driving organization design initiatives that assist the achievement of the business strategy.• Establishing HR activities for new legal entities, to deliver business growth.• Partnering with multi-disciplinary CoE teams to drive consistent HR excellence.• Monitoring and interpreting data to understand trends and develop metrics that drive focussed action planning.

Supporting a fast-growing health services company; building technology, data and healthcare insights. Responsible for providing innovative and strategic contributions to evolve the human capital strategy, utilizing effective stakeholder management to navigate in a complex environment. Achievements:• Organization Design - Scaled the business in readiness for growth and alignment to a product strategy. Applying knowledge of organisational effectiveness to ensure business agility and adaptability. Reduced operating costs by 8%, while maintaining employee engagement scores.• Talent Management - Designed and implemented talent strategies, focusing on key roles, leaders and individuals with core competencies. Resulted in a 13% reduction in key talent turnover.• People Integration - Managed 3x TUPE transfer activities (long-term contract value of >$100m), navigating challenging political and Trade Union issues. Executed due diligence, consultation and communication processes. Ensured effective integration into the organisation and a +3-point improvement in engagement scores.Responsibilities: • Strategic Consulting – develop plans to meet the vision and a roadmap to implement and drive business initiatives. Ensuring that decisions are underpinned by the effective use of HR data.• Organizational Design, Change & Integration – work in partnership with the business to build effective structures to meet objectives, identify change readiness, management of people risks and the effective integration of employees. • Leadership & Key Talent Development, Retention and Acquisition - working with CoEs to grow capacity; including talent identification, workforce planning, compensation reviews, development. • Translation of Culture & Values - helping guide decisions and actions of managers and employees. • Employee Engagement - leverage survey feedback and other data to measure, understand and build strategies to engage the workforce to drive business outcomes.

Managing a team of regional ER Advisors to deliver ER services across the region (1,500+ employees - UK, Ireland, Spain, Germany, Canada, Brazil & Australia) to support business objectives. Achievements• M&A Activities – Delivered 4 strategic acquisitions, in 3 months, across multiple geographies. Worked to tight timescales to ensure effective due diligence, consultation, integration and management of risk.• Workforce Restructure – Responsible for devising a significant reduction plan across multiple jurisdictions. Ensuring compliance, management of costs and risk, communications, negotiations and consultation (inc. Works Councils & Employee Forums).• New Legal Entities – Facilitated business growth by ensuring that the practical legal, ER and cost considerations were assessed. Devised new policies, employment contracts, processes and ongoing compliance reviews.Key Responsibilities:- Providing ER expertise to all negotiations and change projects.- Ensuring all severance agreements and termination arrangements are consistently applied and executed with local legislation.- Legal review, practical guidance and approval for redundancies and reorganisations across the region.- Delivery of ER programmes and activities are aligned with the corporate values and culture.- Partnering with CoEs, leaders and legal partners to advise upon and promote best practice on change management, case resolution, due process, legal risk and litigation.- Review, develop and implement HR policies, procedures and guidelines in accordance with current and future employment law.- Coaching leaders to identify and tackle issues at the earliest opportunity with skill and confidence.- Managing the development of new legal entities; risk management, policies and terms and conditions.- Programme management of TUPE and M&A activities. Full project cycle from due diligence to consultation and effective integration.- Management of Trade Unions, consultations, and negotiations.

Providing operational and strategic HR support to EMEA based (including UK, France, Spain, Germany, Italy and Netherlands) employees, implementing HR strategies and initiatives.Key Responsibilities:- Providing support to the business on strategies associated with re-organisations and restructuring. Including the development of timelines, consultation requirements and co-ordinating efforts across multiple businesses and geographies.- Implementation of the global HR plan including solutions to improve employee satisfaction, package/compensation competitiveness, performance and retention.- Providing coaching and change management services.- Hands on case management support to line managers, including performance management, sickness, disciplinary and grievances, exits, redundancy and involuntary termination programmes.- HR management on insourcing & outsourcing and M&A activities. - Reviewing and implementing changes to HR polices and processes. Including the coaching and training managers.

Working as an HR partner to the Finance, Corporate and Sales functions.Key Responsibilities:- Developing a HR strategy incorporating resourcing, manpower and salary planning, training and development and performance management to deliver to business objectives and improve performance- Acting as an internal consultant for performance and exit management (including re-organisation and redundancy), redeployment and retirement- Advising on casework including grievances, efficiency, harassment, disciplinary, sickness absence, etc- Actively supporting managers in TU consultation and negotiation- Facilitating the annual pay review process- Participating in the collective Bargaining Negotiating Forum- Managing TUPE issues - HR related project work