Lead a successful store through people first leadership, continuously focussing on creating and maintaining a culture of coaching and development.People-Designed, co-ordinated and facilitated learning content, both in person and digitally that was shared across multiple stores. Ran full workshop/development days that were recognised as supporting in succeeding promotions.-Coached on an individual, team and group level. Developed fundamental coaching skills within 3+ store’s leadership teams and advised other store leaders in L&D content and solutions.-Ensured my team always had PDP's, regular 1-1’s, on floor candid feedback and coaching/mentoring conversations. Resulted in all team members having met or exceeded their development goals at 3-month check ins. -Lead unlearning sessions to employees surrounding relationships with management teams and receiving/giving feedback (implementing 360 feedback). This was essential work in creating lululemon’s culture of trust.-Lead store recruitment and on-boarding for duration of my time at lululemon.-Project work on engagement in a culture of development and growth.Business-Liaising with the store manager to create business strategies (KPI’s, building brand awareness, attracting/retaining talent)-Managing store budgets-Writing & presenting weekly/quarterly business reviews, analysing people insights and its links to overall strategy & financial performanceCommunity-Creating monthly community plans with the store manager (celebrating pride/world mental health day/Ede etc with our customers & Selfridges colleagues in store & planning events outside of the store)-Attending ‘strategic sweats’ at local gym/studios to build connections with the local community & arranging for the team to do the same (monitoring ROI)Operations-Staff scheduling/monitoring allocation of hours/HR administrative tasks-Overseeing Key Leader’s management of store ops (missing product deliveries, stockroom efficiency, stock take, H&S)

Responsible for the 'people pillar' of the business. Leadership, talent development, engagement projects, recruitment & on-boarding.-Experience in ensuring teams know how their roles contribute to a company’s true north. Carried out work around identifying individual team’s purpose and alliance and have a demonstrated understanding of sub-cultures and the implications of these.-Leading the sales floor through team/sales initiatives, floor planning, coaching, training & feedback.-Provided leadership to a newly recruited team in a new store opening. Enhanced my skills in leading through times of growth.-Lead a store-based team through the unfamiliarity of remote working during covid times. Became innovative in virtual instructional design and team engagement in a virtual world.-Pioneered lululemon’s virtual recruitment strategy during covid times. Delivered this new strategy to UK store managers and saw it implemented across 10+ stores, permanently influencing the way lululemon retail recruits virtually.-Created seamless on-boarding experiences which ensured an excellent employee experience from interview to first day. Streamlined and simplified the process.-Closely monitoring KPI’s and creating action plans accordingly.

Talent Development-Managed Nike’s UK Wholesale training programme and budget end-to-end. Liaised with HRBP, COE's and external training vendors to identify learning needs and design course content accordingly.-Utilised various tools to measure ROI of learning content provided.-Lead focus groups to determine learning needs-Administrative responsibility of training recordsRecruitmentWorking closely with the recruitment manager, I assisted in the recruitment of 20 new interns.-Reviewed video interviews for assessment centre selection-Organised and lead assessment centres for numerous business functions, supporting managers where necessary-Interviewed numerous candidates and assisted managers in selection-Ran a week-long on-boarding for the new interns at the London office and streamlined on-boarding communication within the HR team.Employee Relations-Note taking in various ER cases and aided managers as part of the decision making process-Accountability Project – Worked with the ER team to establish and roll out ‘Accountability’ training for Nike’s retail populationHR OperationsWorking closely with the HR Ops Manager and HR Service Centre-Involved in projects that ensured continuous improvement was at the heart of our work.-Assisted in the improvement of various HR process’ and policies (I.e., flexible benefits scheme, relocation packages, EE’s visibility of pay and holiday.)ProjectsMental Health – I had initiated this project myself as it was an area of passion. The project was in line with Nike’s value of ‘Do the right thing’Give Your Best – A project which saw me collaborate with the wider business to support local charities and take sport into the local communityRight to Work Documentation – I committed to improving this process upon joining NikeExit Interviews - Involved the re-design of exit interviews and how they were conducted

This role allowed me to explore my interests in HR and begin to build a foundation of knowledge. My team, independence and decision making skills were further developed in this role.Main Responsibilities-Delivered inductions and training sessions to groups of 30+ employees, flexing training and content -delivery styles to accommodate for Primark’s ranging employee demographic.-Absence management-Note taking in capability meetings/investigations/disciplinaries and advising managers accordingly.-Prepping and writing outcome letters.-CV screening/arranging interviews.-Processing wages for payroll.-Conducting return to work/exit interviews.

My role as till supervisor meant I was responsible for between 15-30 staff. This role was an excellent way for me to develop my leadership skills and I learnt how to thrive in an extremely busy environment. Main responsibilitiesLeading my team (coaching and training, identifying development needs, performance management, creating KPI initiatives) Managing customer complaints. Liaising with higher management regarding staff planning.

During my time at Next I gained valuable experience working in a customer facing role in the fashion retail industry. I developed invaluable customer service skills and learned how to collaborate with colleagues in a fast paced sales environment. After 18 months working as a Sales Assistant I was promoted to a Team Coach after demonstrating strong leadership skills. In this role I was responsible for training, coaching and mentoring new starters.