I run my own HR Consultancy on an ad-hoc basis, offering support to businesses which don’t have a dedicated in-house HR Resource. Clients so far include a Fin-Tech start up and Music Charity, both needing help with HR Policy development and ER Case Management.

I was invited to re-join the Jamie Oliver Group as HR Consultant to offer general HR support, and develop projects and initiatives to support Employee Wellbeing and Engagement. I was also asked to develop innovative and inspiring employee lead projects to further support Jamie’s B-Corp Status. However, Covid-19 meant that many of these initiatives were suspended, and my objectives changed to support the business through an unprecedented period of change. ACHIEVEMENTS - Gained a thorough understanding of the Furlough, Flexible Furlough and Job Support Scheme, and implemented each scheme as required, from calculating costs/savings and consulting with employees, through to an eventual return to work. - Successfully managed a number of redundancies as a direct result of Covid-19- Introduced a new Cycle to Work Scheme to both promote employee wellbeing and support a return to work- Developed questionnaires and surveys to ascertain employee’s engagement and wellbeing. Recommendations were then made to Senior Management to address employee concerns - Invited to join the Diversity and Inclusion Group and developed a D&I Strategy - HR Lead on the FT Strategies project, a new digital subscription service being developed in-house. Lead on recruitment for an entire new team.

Beryl Bikes is a B-Corp status, start-up Bikeshare Scheme with projects in London, Bournemouth, Norwich, Watford and Hereford. With approximately 80 employees in the UK ranging from Workshop Operatives through to Developers, Policy Developers and Operational Management, my role was to set up and build an HR Function. ACHIEVEMENTS- Partnered with the CEO and Senior Management Team, to successfully develop and launch a People Strategy, aligned with the Company’s business strategy and goals.- Responsible for writing and launching all HR Policies and People Procedures, ensuring they were compliant for ISO20000 Accreditation, which was subsequently achieved. - Developed a new Quarterly Review process in partnership with the SMT, and delivered training to all staff to support its launch and implementation.- Prepared all administration to support furloughed staff

The Jamie Oliver Restaurant Group employed 1,300 people in the UK across 23 locations, along with 2 speciality Restaurants – Fifteen and Barbecoa, all with varying needs and expectations. The P&D team worked with managers and staff across the group to help ensure that restaurants are an excellent place to work by providing world class advice and guidance, and ensuring up to date best practice is implemented, by driving learning & development and by promoting and embedding the cultural valueACHIEVEMENTS- Invited to join the Exec Team to represent the P&D function and took an active role in development of the management presentation to potential investors. - Developed and launched a new P&D Strategy for 2019 with supporting budget. - Redefined roles, responsibilities and objectives for the P&D Team of 7 people in recruitment, business partnering and L&D.- Closed 3 sites within first 3 months in the business. - Recommended and implemented a Head Office restructure to demonstrate cost savings to potential investment partners. - Provided numerous cost saving options and proposed Head Office structures to Holdings Group post investment.- Nominated to represent the Restaurant Group on a wider group Social Impact report. - Supported Administrators in the closure of the business.

Long Tall Sally was an omni-channel retailer for tall women worldwide. When I joined there were stores in the UK, Canada, USA and Germany; a Customer Services Centre, and a Central Head Office Team in London, employing 350 people worldwide. My initial role was Global HR Manager and in 2017 I was promoted to Global Head of HR. ACHIEVEMENTS- Set up and lead the Global HR function, with responsibility for all aspects of HR including Recruitment, L&D, Employee Relations, Policy & Procedure, Reward and Recognition, and Payroll.- Re-wrote and launched the UK and NA Company Handbooks, along with key policies, including disciplinary, grievance, sickness absence and performance management – all adhering to relevant territorial employment law.- Successfully prepared HR submission to auditors to support the sale of the business to new investors.- Revised and launched the global appraisal process within first 3 months of joining the business.- Successfully and sensitively handled the takeover and closure of LTS’s main competitor in the USA without any litigation.- Handled sensitive severance and subsequent settlement agreement with 3 Directors. - Successfully closed the UK Distribution Centre and implemented a TUPE process to ensure a smooth transition of LTS employees to a third-party supplier.- Upon the purchase of a Dutch Brand, successfully TUPE’d all Dutch employees onto LTS contracts with no loss of any contractual terms or conditions. - Passed Home Office visa sponsorship compliance audit. - Successfully managed and implemented a redundancy process for 200 retail staff across North America, Germany, The Netherlands and UK, without any litigation.

THE NET-A-PORTER GROUP is a leading Fashion, Media & Commerce Group. It employed over 2,500 people worldwide in offices based in London, New York, and Hong Kong with Distribution Centres in the UK, USA and Asia, the Group includes NET-A-PORTER.COM, THEOUTNET.COM, and MRPORTER.COM.ACHIEVEMENTS- Updated and launched key policies to the UK business, ensuring all were in line with the changing business needs whilst meeting legislative guidelines. - Solely responsible for entering the successful Global HR Submission to gain RJC accreditation and meet NAPG CSR Objective.- Identified a number of flaws in administration processes and delivered a HR Operations Manual ensuring consistency across the UK team.- Restructured the HR Operations Team from 5 to 4 heads whilst maintaining a focus on providing comprehensive administration support to the wider HR Team, as well as giving team direction, supporting development and ensuring a gold star service to the business.- Delivered process improvements across the HR and Payroll Teams by replacing third party Reference Check and Occupational Health Suppliers. Submitted successful business proposals, managed tender process, and implemented and launched new providers. - In partnership with L&D, updated the Global Annual Review process, and took a key role in the Project Team to launch the Talent Manager toolkit to Managers across the business. - Represent HR in business forums, such as Business Continuity, Information Security and Staff Discount Management.- Monitor immigration information and highlight risks, to ensure the Company is within the bounds of the law.

Whistles had 80 branches throughout the UK and employed 600 staff. In 2008 I joined the HR team when Jane Shepherdson bought out the business. My initial role was HR Officer and in October 2010 I was promoted to Senior HR Officer. ACHIEVEMENTS- With buy in from the Area Management Team, designed, developed and launched a new retail recruitment process for internal and external candidates, providing toolkits for 1:1 interviews, Assessment Centres, New Store Openings and Store Expansions.- Introduced the Peoplebank ATS to the Whistles Website.- Designed and developed a new Whistles Benefits package and Tactical Awards Scheme on an extremely limited budget; including Days off for Charity, Private Cinema viewings and Car Fleet Management. - Successfully launched the Payroll project in May 2011 and ensured the transition went smoothly so that all 600 employees were paid accurately and on time. - Passed 3 payroll audits with HMRC and KPMG.- Supported the development and launch of Store and Job Grades (HO and Retail) - Successfully recruited a team for Whistles first staffed overseas concession in Printemps, Paris. Sourced and worked with international recruitment agencies, lawyers and payroll providers, and based on this team’s success I was asked to manage the same project for 4 new concessions in Germany, including Berlin, Hamburg, Munich and Dusseldorf.

The Topshop/Topman HR team was 40 strong and located throughout the UK. I was responsible for administering any HR/Payroll related issues for the Senior Executive and HR Team.RESPONSIBILITIES- Administration of the Board/Senior Executive and HR payroll, including writing formal offers of employment, calculating all yearly Pay Review and Bonus payments, organising inductions to the business and processing Flexible Reward applications/changes.- Budget management including preparation of spread sheets, raising purchase orders, tracking invoices and personal expense reporting.- Coordinating the National TSTM HR and Training Teams holidays, attendance and weekly movements as well coordinating travel arrangements for the Head Office Team.- Coordinating Board and Senior Executive Management Away Days- Coordinating assessment, training and special team away days for the national TSTM HR Team.