People Leadership - Created and led a HR BP and Operations team structure of 9, offering coaching and mentoring to ensure a confident and high performing team; Built an effective working relationship with Trade UnionsLead HR Technical Specialist - Provided legally compliant HR pragmatic solutions and recommendations with robust MI data analysis to C Suite and Senior Management on all aspects of the employee lifecycle including TUPE and talent managementPeople Strategy - Led the creation of performance management, wellbeing and change processes; Influenced the overall HR strategy linked to business priorities and market demands to enhance employer brandCulture, Engagement and Wellbeing - Responsible for implementing the Company wide culture and engagement programme including leading the creation of the company employee voice charter, cross-site collaboration and employee voice opportunities; Created and implemented a Health and Wellbeing strategyChange and Transformation - Strategic partnership with Directors to develop people plans and cross functional projects to create high performing directorates that achieve long term commercial, financial and regulatory commitments, including £100mil cost savingsTalent Management - Propelled the Talent agenda to ensure cost effective, high performing organisation that is focused on identifying talent to develop/engage/retain; Advised on creation of role packs that detail professional and technical competencies, training plans, reward and recruitment for each role in the organisation; Led in depth analysis of Senior Management performance and capability to enable succession planningHR Analytics - Created and delivered a monthly and ad-hoc dashboard and MI reports for the Board, CEO and Directors with insight commentary that support and accelerate the HR and business strategy in the ST and LT ER Escalations Policy Development

Implementing New HR Operating Model - Led the HR Business Partnering approach across two recent legal entity acquisitions and ensuring the Centres of Excellence are utilised effectively. Facilitating these entities to drive efficiencies using economies of scale, and focus on development of strategic people plansStrategic Workforce Planning - Partnered with CDO to create a department fit for the future and aligned to commercial and Data strategies through role clarification, defining the capability requirements across levels into role profiles, re-assessing and defining new salary banding appropriate to market, and implementing roles through re-organisation, re-skill, and acquisition - preventing outsourcing spend of £100k, 80% of newly created vacancies filled internally, good/excellent performance ratings increased by 15% compared to previous quarterDeveloping an Agile Culture across Digital - Defined role requirements to deliver products using the Agile methodology and developing role profiles to support Senior Managers leading a change in ways of working, leadership behaviours and implementing a project focused flexible culture Talent Management - Developed a clear concise talent management review for Senior Leaders, provided analytical insight and opportunities to enhance team performance, and engaged with high potential employees to drive long term successes Diversity and Inclusion - Strategic realignment of the Women in Tech group to into the Women in Business group enabling greater leverage of budget to deliver appropriate STEM initiatives across a wider employee group to enhance employee engagement and their development Remuneration - Worked closely with Reward to review to Data Science salary bands and benchmarking to take into account a fluid market and skill availability to enable increased retention of high potential talent

Key Achievements:• Absence reduction of 60% through a number of wellbeing initiatives, policy creation and management training• Currently relocation transitioning to new site c.120 employees - Recruitment, Onboarding, Working culture, environment and experience• Currently closing site of c.150 employees - Contact Centre consultations, Financial Modelling and support for the closure strategy and communication plans• Leading Organisational Design and Development sessions with senior leaders to create structures and employee experiences that have resulted in attrition reduction of 50% to 22% in one client group• Developing and coaching People Coordinators who have successfully moved into a HR Advisor roleRole includes: • Coaching and Consultancy– Building strong and consultative relationships within business areas and develop management capability, in particular employee relations and people related issues, policies & procedures, disciplinary, grievance, performance, redundancy and organisational design to drive a high performance culture and get the most from their teams. • Contributing and supporting the delivery of the People strategy in line with business objectives• Working in collaboration with other members of the People team and client areas to provide insight and contribution to strategies on remuneration, learning and development and resourcing.• Driving engagement to make it a great place to work. Areas include; performance management; talent management; employee engagement; management development; change management; remuneration and reward• Policy Development • Reporting and Insights - Understanding and analysing key people metrics for designated business areas and working with business leaders • Industrial Relations/Unions - Develop and maintain positive relationships with the trade union.

Amadeus provides the technology which keeps the travel sector moving - initial search to making a booking, pricing to ticketing, managing reservations to managing check-in and departure processes. Role included working with managers across the world who had employees based in the UK. • Employee Relations - Advised managers on all ER in compliance with UK legislation; interpreted Gallop engage results and developed action plans; Provide insight to management through MI reporting; Reviewed policies• Restructures & TUPE – Lead TUPE as Transferee for UK in a global acquisition and as Transferor whilst maintaining an out of scope contractual relationship with TUPE’d employees; provided advice and preparation of redundancy calculations, consultation documents and liaising with non-UK management to ensure compliance with UK legislation• Recruitment – Implemented Employer Brand initiatives; engaged in direct recruitment, agency, head hunters when appropriate. Developed intern and graduate assessment centres; Management of Tier 2 visas• Global Mobility• Remuneration and Benefits - Responsible for benchmarking and cost of living analysis; Supported bonus and salary review and, key contact for benefits providers; Basic understanding of payroll• L&D - Monitored training budget (£250k), implemented new training courses from local feedback; Reported and analysed evaluation and attendance numbers• Talent Management – Held succession planning events; Monitored PDR completion rates and offered training• Internal Communication - Developed and managed regular global and local HR and business updates (using SharePoint and HTML coding)• Internal/External Event Coordination - Co-ordinated business and HR update events for all employees including evening celebrations (budgets up to £50k)• SAP Database Management • Employee Lifecycle - new starters process, induction days, contract variations, Exit Interviews and leavers process

• Management - Two direct reports assisting with HR and H&S administration.• ER Delivery and Review - Supported management and employees across multiple sites through disciplinary, grievance and capability issues; LEAN analysis and root cause analysis of ER processes to identify areas of improvement, enhance processes and promote the changes within the business;• Restructures and TUPE - Assisted with several large scale re-structures providing advice and preparation of redundancy calculations and consultation documents. Produced employee liability and due diligence data for numerous TUPE transfers and assisted with meetings• Recruitment - Managed full recruitment process for graduates and apprentices;• Salary Benchmarking - Comprehensive benchmarking through use of comparable roles, XpertHR and Hays Salary Review data to ensure a competitive salary is offered to future and current employees;• Policy Development - Developed and reviewed all policies on upcoming legislation to ensure best practice;• Internal and External HR Event Coordination - Co-ordinated HR events such as graduate fairs, and benefit roadshows to exhibit external providers;• L&D - Designed and delivered the HR induction for new starters across the business. Identified and reviewed the training/induction requirements within the Central Services department;• Communication - Co-ordinated HR/H&S communication strategy throughout business;• Employee Lifecycle Admin

• Monitored and reported on attendance and performance, and developed engagement strategies;• Implemented disciplinary and performance management action where necessary;• Developed and implemented training programmes to enhance quality and efficiency;• Advised on equality and disability factors that affect attendance, engagement and performance;• Researched, developed and implemented induction material to enhance programme;• Created reports based on recruitment and induction, and absenteeism for senior management; • Managed the finance system including invoicing, attributing payments, and implementing policies;• Maintaining sensitive stakeholder and organisation records, and ensuring confidentiality of such• Providing tailored advice and recommendations to all stakeholders to build trusting relationships;• Ensured compliance to personal data legislation and the Home Office Tier 4 Sponsorship duties;• OSH Co-ordinator, Fire Warden, and primary First Aider.