The provision of HR consulting and advisory services to clients across public and private sectors.Led on the the scoping and design of an HR shared service function for a major public sector organisation resulting in the implementation of a model that provided operational HR nationally to three organisations.

Undertook needs analysis and developed tender documentation and process for the provision of Occupational Health and Wellbeing Services for the CollegeConducted a review and made recommendations for the revision of the Estates function remuneration and out of hours payments

Responsible for the development and implementation of a proprietary change methodology and tools to support the accelerated implemenation of the transformation portfolio.Created change capability and capacity within the programme to incorporate the human elements of change into each project. Resulted in the creation of a network of change leads and champions across the operation who drove colleague engagement and involvement at a local level in the planning and implementation of the suite of changes positively impacting implementation.Member of the the HR team responsible for the creation and implementation of the policies, processes and tools to enable leaders to consult and effect the companywide redundancy programme to reduce the paybill by 25% in response to the loss of trade caused by the pandemic. Led the redundancy appeals process which mitigated any employment tribunal claims. Co-created and delivered a suite of learning interventions to build change and personal resilience for colleeagues and leaders.

Responsible for the design, teaching and assessment on a number of modules on the CIPD Advanced Diploma in Human Resource Management (Level 7).Increased the first time pass rate on examined modules from 60% to 90% through the development of a range of experiential learning and teaching methods.

Responsible for Leading and managing the Business Partner, Resourcing, HR Informatiom and Operations teams.Developed and implemented the HR partner model aligned to client areas and working in partnership with the OD team drive delivery of the University strategic plan at a local level.Led on the development of a Career Ladder framework and pay structure for senior academics.Co-led the development and implementation of the University's first people strategy aligned to the University's strategic plan.Led on the development, consultation and implementation of a revised suite of employment policies and process to anticiapte future organisational and culture change.

Responsible for the HR and OD contribution to the development and implementation of a new strategy and operating model for the Faculty of Education. Facilitated strategy development with the Dean of Faculty building commitment and buy-in with the Faculty leadership and co-led the change process to implement the new oepration model.

Member of the Europe PMO responsible for the design and implementation of the Global HR shared service model into 17 markets in the EMEA region. The programme realised a 20% reduction in heacount and operating budget globally.Responsible for building organisational readiness across all stakeholders groups in the region.Formed and led the OR team to develop and execute the european change strategy through the creation, development and coaching of a network of local change agents who build involvement and commitment to implementation in-country.Identified and mitigated key programme risks and issues across the programme.Ensured the effective implementation of language and translation strategy across markets.

Drove the talent management process ensuring talent was identified and development and coaching plans were in place at each organisational level.Drove the annual performance and remueration cycles within client areas to ensure colleagues were rewareded and recognised for their current and futuer contributions.Led and particiipated in a number of organsiational change programmes including M&A activity at a country level to structure and size the business in line with global strategy and local business plans and cost targets.Led a global workstream as part of a global programme to develop and implement new career ladders and remuneration structures for technical and leadership roles in R&D.Participated in local culture change programme to increase innovation and risk taking in R&D to drive up pipeline productivity.

Member of the Management Team responsible for the hospital startup. Led a programme of structural and cultural change to create new service models and ways of working whilst containing cost.In addition, provided the full range of generalist HR support to managers and employees.

Provided the full range of HR business partner services to care group areas. Participated in and lead on multiple service redesign and change programmes to consolidate services, introduce new ways of working and transfer service to the private sector.In addition, was responsible for the recruitment and workforce analytics teams.Member of the implementation team tasked to merge three local acute trusts inot a single entity.