HR lead for the international scale up of a US headquartered business. Established the International HR strategy & plans, and enabled the growth of the team to c.50 across 6 countries before supporting the wind down of international operations in late 2022 when funding was no longer available.

Interim role to review HR practices and provide recommendations for future strategy; as well as the completion of a number of projects related to the integration of a recent acquisition.

1st member of the UK-based corporate team for this European start-up of a US headquartered business. Responsible for leading the set up a corporate office, building a team and creating an HR infrastructure and plans to support the growth of an internationally mobile workforce.

As the 6th employee of this European start-up of a US headquartered business, accountable for creating a European HR infrastructure and building a team. Established the European HR strategy and implemented plans to support Greystar's ambitious growth targets.

Interim role to support the new Global Head of HR on a number of projects. Reviewing and recommending changes to current practices as well as supporting the Sales & Marketing division with organisational development activities.

Reporting to the VP of HR, Europe, partnered with senior managers following a business acquisition to ensure that all strategic and operational HR needs were met for employees within the European Groups Travel Operations, Finance & Legal teams.

Reporting to the CEO as a member of the Operational board, this newly created position was responsible for the development of group-wide HR strategy and its delivery, managing a team of c20 in HR, Learning & Development & Office Management.

Reporting to the Managing Director, responsible for developing and implementing the overall business strategy as well as defining and ensuring delivery of the HR strategy, including: employee relations and engagement (including management of trade union relationships), resourcing, organisational development, learning and development, reward and recognition, occupational health and internal communications.

The role supported the International HR Director in setting up a European HR function and creating scalable processes for the growth of the company. Following a period of growth through acquisition the final year was spent re-organising and downsizing during an industry downturn.

This role within an internet start-up that auctioned art, antiques and collectables was responsible for creating a UK HR function to support planned growth of the business.