Managing a small HR Analytics and Systems team with sole responsibility for the management and development of HR Systems and the provision of HR Management Information to the business, as well as to other governmental bodies. Of note: - Built team from ground up, designing roles and responsibilities on the basis of workload analysis, career pathing, multi-skilling, resilience, and the elimination of single points of failure. - Established formalised HR Management Information service, defining standard operating procedures, adopting internal service level agreements to assure quality, and articulating offer to business. - Wrote and implemented a version-controlled HR Information Management Framework, combining relevant rules, regulations, laws, and guidelines arising from GDPR, Data Protection, and internal policy into a single actionable ruleset. In short, this defined standard operating procedures and governance in collecting, querying, compiling, and sharing HR data both internally and externally. - Designed and implemented standard procedures for building and managing mastered reporting models in SAP Web Intelligence, ensuring data integrity as well as interoperability across our HRMI suite. - Designed and implemented standardised processes, governance, and documentation necessary for implementing system developments and upgrades, to incorporate proof of concept, user acceptance testing, and stakeholder sign off, drastically reducing risk of business disruption. - Delivered numerous automated and augmented system workflows to support processes across the business as well reducing or eliminating the administrative workload associated with those tasks while delivering added value.

Working with customers to design, implement, and manage Talent Management Software (Saba Cloud) to ensure their aims are met. Providing training, advice (operational and strategic), and technical support. Highlights include:- Working for a Defence client, designed, built, and deployed a self-service reporting framework which enabled their departments to monitor their staff compliance statuses accurately and in real-time.- Supported Brother International Europe to introduce an objective-based continuous performance management process which saw more than 90% engagement within the first month.- Conducted a fast-paced LMS health-check for REED over 4 days, resolving dozens of long-standing issues, as well as guiding them to generate learning data to improve their learning offer and recognise further value.

Acting as a project manager taking specific business issues from across services, investigating how HR&OD policies and procedures contribute to them, and then working with colleagues across the council to recommend and implement improvements. Additionally, supporting the ongoing management of the Saba Cloud Learning and Talent Management System. Highlights include:- Led a team of five people to design and implement an internal skills-share platform which leveraged recognition and gamification as incentives. This quickly became popular, connecting services and upskilling the workforce, as well as becoming recognised as a powerful development tool which other projects would use to support their own work.- Represented the Council with thought leadership at a seminar, speaking about using employee engagement strategy to guide L&D and Performance Management policy.- Transformed performance management at the Council, using organisational feedback and best practice to replace the existing processes with a less onerous, flexible, ongoing process. performance management participation saw an increase of more than 30% within the first year.- Reduced payroll administration by more than 60 hours a month by project managing the implementation of a new employee documentation filing system.

Assisting with or coordinating a wide range of projects within the HR department. Highlights include:- The implementation of Saba Cloud council-wide, involving delivering a considerable amount of training as well as stakeholder engagement sessions.- Reports to all Associate Directors containing an analysis of how well their respective service areas are adhering to the people strategy, ways they could improve, and how this could benefit them.- The implementation of a Microsoft SharePoint site, a collaborative document management system, across the HR department.