Working as a consultant to support in Leadership development. From Training needs analysis through design and delivery to evaluation and embedding of development.Coaching Managers to develop core competence in order to move into more senior positionsFacilitating development events to better equip legal executives to understand client needs in order to drive more cross functional businessDesigning leadership development programme to embed company values and define… Show more Working as a consultant to support in Leadership development. From Training needs analysis through design and delivery to evaluation and embedding of development.Coaching Managers to develop core competence in order to move into more senior positionsFacilitating development events to better equip legal executives to understand client needs in order to drive more cross functional businessDesigning leadership development programme to embed company values and define leadership accountability Show less

Supporting the delivery of talent management strategy, succession planning and talent development diagnosis, in order to create a visible credible approach to talent management.• Working with HRBP’s and the Board of Directors to create a process for identifying talent that is robust and respected/trusted within the organization.• Managing the talent process: assessing, monitoring and reviewing all elements to ensure delivery of measures• Designing and implementing the… Show more Supporting the delivery of talent management strategy, succession planning and talent development diagnosis, in order to create a visible credible approach to talent management.• Working with HRBP’s and the Board of Directors to create a process for identifying talent that is robust and respected/trusted within the organization.• Managing the talent process: assessing, monitoring and reviewing all elements to ensure delivery of measures• Designing and implementing the talent development programme ensuring that the Executive Committee are involved in the development of individuals and developing the group as a whole• Coaching the identified individuals to create clear development plans including deployment of appropriate interventions. Show less

Leading a team of 4 field based Learning and Development Advisors and a co-ordinator, with accountability for providing development opportunities for office, field based and shop based colleagues.• Worked with function heads and HRBP’s to identify, influence and design development solutions and set the development agenda in line with key business priorities• Managed the training infrastructure to ensure that the team works effectively and to ensure that all interventions are… Show more Leading a team of 4 field based Learning and Development Advisors and a co-ordinator, with accountability for providing development opportunities for office, field based and shop based colleagues.• Worked with function heads and HRBP’s to identify, influence and design development solutions and set the development agenda in line with key business priorities• Managed the training infrastructure to ensure that the team works effectively and to ensure that all interventions are evaluated using qualitative and quantitative measures to demonstrate ROI where possible• Facilitated, challenged and coached the senior leadership population in order to support them in driving the “Vision, Values and Ways” cultural change programme. Delivered through bespoke workshops, action learning groups and 1-1 coaching• Liaised with the Resourcing Director to create, design and embed new retail shop based assessment tools, the “Get Set” induction and “Career Pathways” progression programme• Designed the “ Aspire” (retail talent management programme) including creation of competencies and assessment processes in order to drive the strategic employee engagement agenda• Quality managed internal and external suppliers to ensure that development interventions realise business objectives and support a culture of development Show less

Management Development Manager 2004 – March 2008• Created a management programme to deliver new “Divisional Executives” for the business; scoping of the project, bidding for funding, influencing stakeholders, training needs analysis, the creation of individual training plans and coaching for delegates• Designed new induction and familiarisation programme for all new Somerfield store employees; reducing off job training, saving the business in excess of £2million in new starter… Show more Management Development Manager 2004 – March 2008• Created a management programme to deliver new “Divisional Executives” for the business; scoping of the project, bidding for funding, influencing stakeholders, training needs analysis, the creation of individual training plans and coaching for delegates• Designed new induction and familiarisation programme for all new Somerfield store employees; reducing off job training, saving the business in excess of £2million in new starter training hours. The intervention received “Highly commended” at the Retail Industry awards 2004• Designed a Divisional Executive Familiarisation programme in conjunction with existing managers. Aimed to get new Executives fully trained in their first 12 weeks to enable assessment within their probationary period – saving time and money by not incurring notice charges Show less