Erusi M. Email & Phone Number

London Area, United Kingdom

Professional coach for Ezra Coaching programs for Enterprise clients. I coach on programs supporting clients to successfully navigate change, enhance their resilience, optimizing performance in their roles and to effectively manage their careers.

Greater London, England, United Kingdom

I empower women at the mid-career level who are feeling uninspired, demotivated, and unhappy with their careers to transform their mindset and leave our coaching experience feeling truly inspired, motivated, and confident about themselves and their careers.My coaching style is confident, conversational, and always keeps my clients' desired outcomes in focus. With care, I challenge my clients' mindsets, beliefs, and assumptions, when necessary, and I partner with my clients to unlock insights, gain clarity, and illuminate the hidden perspectives needed for their next step. As a Coach, I believe in my client's intelligence, with the right mindset, support, and tools, everyone can achieve greatly. I am always pleased to celebrate the successful outcomes I have achieved with my clients from previously challenging situations.• I partner with mid-career professionals at a transitional point in their careers to achieve clearer focus and direction on their career change. • My strengths are in leading my clients to achieve clarity, ownership, and responsibility for the outcomes in their personal and professional lives. • I work with my clients to devise actions and enable them to make key decisions that move their lives and careers forward. • I’ve coached several mid-level clients who have secured career progression opportunities or successfully transitioning into different careers or sectors.

United Kingdom

In this role, I had ownership for;• Contributing to the development and delivery of the People Plan and delivering projects identified as key enablers of the organisational strategy.• Providing mentorship and support for the People Partnering & Development team, ensuring they achieve their personal goals and career growth and develop their knowledge across people services and the employee lifecycle.• Leading on complex employee relations matters that are escalated beyond our People Business Partners team, supporting a resolution that leads to the best outcomes for all. • Leading and delivering initiatives centred around enhancing employee experience and employer brand.• Supported the design and delivery of custom career development approaches, Learning & Development (L&D) programmes, and engagement action planning activities. • Used a range of employee KPIs, metrics and qualitative data proactively to improve our organisational performance and encourage business-focused decisions. Supporting our People Business Partners to promote a culture of evidence-based decision making and data awareness. • Kept up to date with Government policy, legislation, and the best practice of relevant organisations, ensuring that the charity complied with legislation and adopted prevailing best practice wherever feasible.• Worked with Affinity Group Chairs to ensure that Equity, Diversity & Inclusion (EDI) was at the core and embedded into all our people processes.• Chaired the Employee Engagement Forum (EEF) and ensuring employee feedback informed organisational decision making and direction.

London, England, United Kingdom

• Managed projects: partnering with business leaders and HR colleagues to develop recommendations and strategies for a positive employee journey. • Embodied EZRA Values and provided valuable HR insights, leading change initiatives, and impacting various workstreams across our People Pillars (People Strategy)• Identify opportunities to innovate HR processes/systems and introduce technology that integrates with existing platforms that enhance the employee experience• Analysed and translated engagement survey results into actionable, measurable activities that bring focus to DEI efforts, growth, and remote/hybrid enhancements.• Review, recommend, and led changes in HR policies, resource libraries, and content management to ensure alignment with business growth and other external factors• An ambassador for employee wellness and partner closely with the Chief of Staff to execute global initiatives that help new and existing EZRAnauts.Role Highlights; • I co-led the development and successful rollout of the EZRA for EZRA (E4E), friends and family program, which allowed all EZRA employees to nominate a friend or family member to receive coaching. I devised the policy, process documentation, and summary of benefits guidance for this program.• I developed and rolled out a successful mentoring program for high-potential and high-performing colleagues, to address career development needs. At the end of the program, 100% of mentees stated mentoring sessions met their expectations and the program achieved a 4.55/5 rating on program quality and mentee experience.• I led and project-managed the implementation of a new global performance management (OKR) approach, following training and upskilling the organisation, we were able to achieve an 80% benchmark adoption rate in the first quarter.

London Area, United Kingdom

• Partnering with Executive Directors and Senior management on People and structure plans for their directorates / functional areas.• Leading the effective handling of complex employee relations cases as needed, within my directorates / functional areas.• Driving performance and engagement across my directorates by using people-related data to inform discussions, plans and decision-making.• Use of knowledge of my directorates / functional areas to anticipate risks or the need for change and lead on managing these with Directors and Senior managers• Identifying talent and critical roles within my directorates and succession planning, alongside business leaders.• Lead and supporting projects within the Business partnering team and D & I initiatives across the organisation, in my role HR liaison for the Neurodiversity affinity group. • Support and delivers value in the implementation of HR activities that align with business requirements.• Responsible for a HR Advisor who works across the same Directorates with a particular focus on family-leave, flexible working, performance, absence management, well-being and employee relations casework.

• Being the first point of contact for HR advice for line managers and employees across your stakeholder group, including clear advice and encouraging self-service in a way that is appropriate to the limited resources available in HR.• Ensuring HR matters are handled fairly and consistently in line with legal and charity requirements.• Providing coaching for line managers in relation to, but not limited to HR activities such as flexible working requests, shared parental leave, paternity leave, maternity leave, adoption leave, parental leave, probation & performance management, absence management, disciplinaries and grievances.• Partnering with designated stakeholders in your stakeholder groups to identify interventions and solutions to people and organisation-related challenges and opportunities to improve the charity’s efficiency and performance.• Taking ownership of employee relations case load, with proactive and pragmatic approach• Managing a complex employee relations case load under the supervision of the HR Business Partner.• Responding promptly to HR Advisor queries and managing expectations across employee body.• Supporting the HR Business Partner in the implementation and adoption of significant ad-hoc projects that affect our structure, ways of working and how we manage our employees.• Acting as a subject matter expert and champion for defined areas of HR and HR initiatives, including employee affinity groups.• Working collaboratively with HR colleagues to ensure HR processes are managed effectively and to provide a consistent HR service across the organisation.• Maintaining, reviewing and influencing HR policies, procedures and templates to reflect organisational, legal or practical changes.

London, United Kingdom

• Determine the aims & objectives of the department, as well as produce annual departmental development plans, ensuring compatibility with the overall whole school priorities.• The creation and review of Schemes of Work and other curriculum related documents for my subject area.• The planning and delivery of lessons at KS4 & 5 ensuring that lessons stretch and challenge all students, both in and outside of the classroom.• Monitoring the teaching standards within the department via lesson observations and book reviews and effective performance management.• Monitoring the work and assessment of students across KS4 & 5• Carrying out regular formative and summative assessments of students’ work, in order to track progress against student targets.• Provide advice and guidance to parents and students, in terms of student’s performance or choice of my subject and career options.• Provide opportunities for students to broaden their interest and participation in Business and Enterprise via Enterprise projects such as Young Enterprise or Teenage Market• Mentoring and the development of Newly Qualified Teachers and Colleagues, within the department via a structured NQT programme and focused targets/objectives.• Pastoral responsibility for all students to ensure they have a positive mental, spiritual, and emotional experience, whilst in education.• Maintain an understanding of new thinking and developments in Pedagogy, where possible implement and build into my teaching practice.• Maintain an awareness of curriculum developments in general as well as a focus on the developments in the Business and Enterprise arena.

London, United Kingdom

Human Resources /ER AdvisorYo! Sushi is a restaurant chain with over 65 restaurants across the UK, with franchises in Ireland and the Middle East. Yo! Sushi employs over 1,500 staff across its branches and head office.As HR/ER Advisor I was the primary contact for all people related matters at restaurant level such as performance and absence management, performance improvement plans and probation management.Duties & Responsibilities-Monitoring, reviewing and updating HR policies and ensuring these are in line with current legislation.-Providing an advisory service to all colleagues ensuring that they are fully aware of their contractual terms and conditions and the company’s HR policies & procedures-Provided practical advice and direction for line managers so that they complied with policy and employment legislation, in their management of staff.-Advised and provided support to managers to ensure the correct procedures are followed in carrying out grievance / disciplinary / performance improvement investigations, hearings and attendance.-Coordinated the delivery of the company induction programme and other ad-hoc training in conjunction with Line and Area managers. -Used relevant HRIS information to identify trends and create reporting information e.g. sickness absence or maternity leave. -Assisting with and advising on recruitment campaigns.-Driving the business performance in relation to the organisation’s objectives- Advising Operations Managers and General Managers on how to effectively manage staff probation periods for new or promoted employees-managing Long term absence processes such as obtaining medical reports, make referrals to occupational health and implementing phased return to work programmes.-Line management responsibility for HR Administrator, which included performance appraisals and overall performance management.- generating ad-hoc reports on a quarterly basis- induction training for new managers

London, United Kingdom

I was employed as a HR Adviser for Jane Norman Ltd, an established High Street Fashion retailer with an employee base of 1,500. I was part of a core team of 7 HR professionals that support the Company’s HR needs across Retail and the Distribution functions throughout the UK and Ireland.- Providing professional support and advice to Area Managers and Line Managers on Performance management and absence management issues.- Conducting disciplinary, grievance and appeal hearing- Conducting mediated meetings as part of the grievance process- Assisting with the people management aspects of site closures i.e. redeployment.- Primary HR contact for all maternity queries for all Retail staff- Co-managed the review and the implementation of effective maternity process to improve better communication with all employees on maternity leave.- Chairing flexible working meetings with Retail Managers returning to work after maternity.- The development of an effective performance appraisal system for Retail Managers.- Created and implemented staff induction manual for Retail and the Distribution Centre employees- Ongoing review and update of staff induction manuals- Advising retail managers on Company Absence procedures and ensuring that all staff absence concerns are addressed in a timely manner- Managing short term absence in line with Company procedures- Monitor long term sickness absence and instigating long term sickness procedures as appropriate such as obtaining medical consent to contact medical practitioners, drafting correspondence letters to Doctors and referring and booking Occupational Health referrals via External agent where necessary.- Conducting Telephone interviews- Carrying out assessment days with the HR Manager for lower level Head Office positions- Dealing with basic payroll queries such as holiday pay and leaver’s pay calculations or resolving ad-hoc payslip queries.

Pgce, Business And Economics

Ba, Business And Human Resource Management

Ma, Human Resources Management

Activities and Societies: Associate CIPD Member