• Performance Management and Appraisal: Implemented a new performance management system with a score assessment matrix, significantly improving employee engagement. Managed performance processes for key roles, enhancing team performance.• HR Business Partnering: Rebuilt trust with senior stakeholders through regular meetings and proactive issue resolution, ensuring alignment with business priorities.• HRIS Implementation: MS Dynamics 365 HRIS implementation for 600 employees, integrating with payroll, ATS, and finance functions. Improved data reporting with PowerBI and streamlined budgetary control.• Absence Management: Revamped the absence management policy and delivered training, reducing long-term and short-term absences and improving overall attendance.• Strategic People Planning: Developed and executed strategic people plans aligned with business objectives. Directed succession planning to build a robust talent pipeline.• Organisational Design and Change Management: Coached on organisational design and change management, assisting managers with effective strategies and improving employee motivation.• Innovative Work Processes: Advocated and implemented innovative work processes and organisational design improvements, leading to measurable performance enhancements.• Complex Employee Relations: Managed complex employee relations issues, including formal appeals and grievances. Coached managers on best practices, promoting a high-performance culture.• Leadership Development: Coached senior leaders to improve organisational culture and achieve strategic commitments. Developed and communicated a compelling Employer Value Proposition (EVP), enhancing employee retention and engagement through leadership development programmes.

• Strategic People Management: Partnered with senior leaders, including the Chief Product and Supply Chain Officer, Chief Marketing Officer, and Vice Presidents, to develop and implement People strategies. Guided the People Agenda across various functions, enhancing organisational effectiveness and alignment with company values.• Organisational Design and Development: Led organisational design initiatives, including role mapping, resourcing models, and transitioning to a Target Operating Model for a FTSE 100 business. Embedded value and leadership frameworks to align employee actions with company values.• Employee Engagement and Diversity & Inclusion (D&I): Implemented Employee Engagement programmes and Talent and Succession Reviews, resulting in a 25% reduction in staff turnover. Advanced D&I strategies by improving hiring processes and increasing minority representation in senior roles.• Leadership Coaching and Support: Provided coaching to International Commercial Leadership teams, offering insights on team development and organisational scaling. Enhanced leadership effectiveness and team dynamics, increasing employee engagement and retention.• Collaboration and Service Excellence: Collaborated with Centres of Excellence to deliver training, recruitment, reward, and recognition programmes. Maintained high service standards through regular performance reviews, engagement scores, and absence levels.• Project Team Involvement: Contributed to a project team on organisational development, focusing on role mapping, resourcing models, and talent pipeline development. Supported the transition to a Target Operating Model, aligning with strategic business goals.

Reporting to: Project Manager | Reason for leaving: Contract Role• Project Team Member: Contributed to a project focused on redesigning organisational structures in a regulated company with over 4,000 employees across multiple UK sites.• Resource Alignment: Matched existing resources and identified unplaced employees to optimise staffing.• Role and Capability Review: Conducted role profile reviews and skills/capabilities gap analysis to address discrepancies and improve efficiency.• Efficiency Considerations: Incorporated interdependencies with other functions to enhance overall operational efficiency.• Cost-Benefit Analysis: Established cases for change by reviewing cost benefits of proposed structural adjustments, supporting the Executive team and Senior management.

.Reporting to: HR Director | Reason for leaving: Six-month fixed term contract Cultural Transformation and Development• Steered Positive Cultural Change: Led initiatives to integrate company values such as 'greatness,' respect, results-driven performance, and teamwork into everyday behaviours, enhancing the work environment.• Established Cultural and Engagement Baselines: Assessed current culture and communication through engagement surveys, colleague interactions, and exit interviews.• Identified Development Needs and Implemented Strategy: Used appraisals and coaching records to identify key areas for improvement; developed and executed a strategy with focus groups and leadership, resulting in a more effective learning and high-performance culture.Leadership and Communication Enhancement• Shaped Culture & Engagement Council: Created a central council to drive key employee-related initiatives and foster cultural improvements.• Improved Communication Channels: Reviewed and recommended enhancements for site communication, leading to increased effectiveness.• Led Introduction of Communications App: Managed a team of four plus myself to launch a site-wide Communications App, improving engagement and communication delivery.Employee Engagement Initiatives• Re-engineered Engagement Forum: Overhauled the Engagement Forum to better support evolving culture and ways of working, enhancing employee feedback and involvement.

Global organisation of over 80,000 people inc. 10 UK companies circa 1000 employees in engineering, aerospace, food service logistics and varied sectors with turnover of £300 million.Reporting to: Group HR Director | Direct reports: Four in total, one at each of the four sites |Reason for leaving: Role relocated to Head Office and the hours reduced to part-time • Spearheaded GDPR Compliance: Led the rollout and training for GDPR across four businesses in the Group (JING, AJT, AMFIN, ACS&T), impacting over 1,500 managers and employees.• Developed Online GDPR Module: Created and communicated an online GDPR training module for existing employees and new hires, ensuring comprehensive compliance.• Enhanced Performance Management Process: Overhauled the performance management process and policy, leading to a 15% increase in productivity.• Authored Employee Handbook: Developed and implemented a new Employee Handbook, resulting in a 20% reduction in HR-related queries, improving policy adherence.

Operating as a commercial partner delivering value added activity across the business. Accountable for the delivery of all HR facets translating the business strategy into clearly defined people plans. Responsible for the robust delivery of counsel and case management to senior / middle management leaders.

• Strategic Issue Diagnosis and Policy Development: Addressed absenteeism and call quality issues globally. Implemented a new absence management policy with a 12-week roll-out, improving attendance. Developed training programmes and digitalised records, enhancing call quality and Trust Pilot ratings. Revised policies to reduce ER cases and HR queries.• Company Culture: Enhanced company culture through workshops, branded merchandise, and internal competitions.• Management and Employee Coaching: Coached 22 managers via ILM and 7 senior managers through Dale Carnegie training. Managed 3 ER cases weekly, including performance and misconduct issues. Provided coaching on performance management, terminations, and employee engagement, using ACAS mediation for resolutions.• Learning and Development Workshop Design: Designed and delivered workshops using the 70:20:10 approach, improving skills in employee relations, operational effectiveness, and performance management.• TUPE Process Management: Managed TUPE processes for transitions to UK and overseas outsourcers, overseeing 15 team members and implementing data verification procedures, ensuring high retention rates.• Data Analysis and HR Metrics Reporting: Analysed data on employee relations, absence, and call quality. Created HR metrics and action plans, and delivered targeted training sessions.• Relationship Building and Forum Participation: Built relationships through operational meetings, global HR summits, and employee forums. Led the intranet revamp and contributed to discussions on working patterns and rewards.• HR Tactical Counsel and Health & Well-being Programme: Provided HR counsel on performance and compensation, reducing ER cases. Developed a Health and Well-being Programme, improving engagement and productivity.