As Head of Human Resources for the Design Museum I am responsible for delivery of the full range of HR service including policies on staff terms and conditions, pay and reward, recruitment and selection, training and development and equal opportunities and diversity. I was responsible for the HR elements of a change management project which saw the museum relocate to a new premises in Kensington in 2016 involving organisational growth and restructuring. I am currently supporting the museum with a HR strategy to support its post-pandemic five-year growth and recovery plan.

As Head of Human Resources I managed the full range of HR services for the Commission from pay and reward policy, resourcing and training and development strategy. I also managed and developed relationships with key stakeholders to ensure a business focused approach to the provision of HR Services to customers. I worked with the NLC Directors to develop their teams and address organisational problems that impacted upon performance and delivery of their targets. Achievements:• Managed and led the HR elements of a relocation, redudancy and organisational restructing project which resutled in the successful relocation of the NLC to Birmingham.• Developed and implemented revised set of policies on staff terms and conditions tailored to reflect and underpin the NLC’s business needs and objectives. Set up and led a Staff Consultative Group to discuss staffing matters with employees. • Produced annual Corporate Training Plan to enable the organisation to meet its strategic and business objectives. Designed and developed various training programmes targetted at different levels within the organisation, e,g for first line managers, administrators and managers.• Produced and implemented a Disability Equality Scheme and a Single Equality Scheme consulting as appropriate with relevant stakeholders. Set up appropriate training and communication channels to ensure our legal obligations were met.• Implemented a diversity strategy comprising of a new equal opportunities policy, appropriate training and diversity awareness events.• Refreshed and relaunched the NLC Values and implemented a programme to integrate them into all aspects of working life at the NLC.• Delivered a Health & Well Being initiative that encompassed health checks, workshops on back care and work station safety and a “Mind, Body and Soul” Day covering nutrition, exercise classes and alternative therapies. • Achieved re-recognition of Investors in People in May 2009.

• Provided HR consultancy service to several business areas in the OGC on matters such as re-organisations, resourcing, employee disputes and employee relations matters.• Designed and implemented a new appraisal system and introduced a behavioural competency framework across the whole organisation.• Worked on Change Project Team to deliver a new structure for the OGC to better meet its business needs involving developing new job roles and facilitating transfers to the new roles. Managing voluntary and compulsory redundancies and retirements, redeployments, an office closure and a pool of “unallocated” staff. I developed protocols for these situations and advised on employment law and contractual issues in respect of individuals affected.• Successfully developed and negotiated a new set of staff terms and conditions for 3 organisations that merged into one. Set up and led a Staff Terms and Conditions Working Group with employee and trade union representatives to negotiate new terms.• Developed partnership agreements with a number of trade unions to facilitate better working relationships between employer and employee.

• Managed a team of six providing a HR Service to HQ staff and HR staff across England and Wales on staff terms and conditions issues.• Acted as liaison between the CPS and legal advisors on litigation cases, such as personal injury, discrimination, unfair dismissals etc.