Working in partnership with 4 executives and their leadership teams on an international and global remit within Professional Services, Managed Services, and Customer Success. Leading the people agenda across circa 2000 employees, in order to support the business with their strategic goals, driving talent development, supporting growth, change management, and ensuring consistent deployment of global HR programmes.Play an active part in wider HR projects, including global project lead on a number of acquisitions and service provision transfers.

Partner with organisations to provide HR expertise, training, coaching, change management, project management and consultancy services. Providing expertise from HR projects, change and transformation to business as usual employee life cycle activities.

Managed a team of 4 who supported over 1500 employees across multiple locations and reported to the Divisional MD for UK Services.• Implemented strategies for talent acquisition, workforce planning, talent development, succession planning, engagement, diversity and equality.• Developed and delivered the people plan that resulted in added value and a positive contribution to the company hitting objectives within Service Delivery.• Manage the people related aspect of TUPE activity for service provision transfers.• Supported the sales team with tender and bid submissions and presentations.

This role is accountable for the provision of strategic HR business partnering for corporate functions: Digital, Finance, External Affairs, Communications and Human Resources.A member of the executive leadership team and partnering with senior business leaders to understand business strategies and requirements in order to design and deliver the people strategy.

Led an organisational change for an alliance partnership, circa 2000 employees, across 5 companies. Activities to ensure organisational effectiveness included organisational design, optimisation, management of TUPE, consultations, TU negotiations and project management. New structure went live February 2018.Activity on going for further role redesigns, competency frameworks, career mapping, pay progression etc. and further TUPE transfers. Building and delivering key elements of the people plan for Water Networks business.

Managed a team of 12, directing all aspects of the UK HR function including Employee Relations, Recruiting, Compensation & Benefits, Training & Development, Communications, Organisational Development and Operational Optimisation.Projects delivered: Cross cultural training, built an L&D framework for the UK, reviewed and made recommendations for enhancing the graduate scheme, ensured legal compliance within contracts and policies, revived onboarding, and reviewed legal expenditure whilst setting budgetary targets.

Member of the EMEA Leadership Team, supported the EMEA leadership team in meeting their business objectives, driving talent development and support growth, including Leadership Assessment and Development, Coaching, Workforce Planning and Transformation Management. Actively contribute to formulate, develop, implement and drive results on key organizational issues, including but not limited to: process improvement, effective change leadership, employee relations, conflict resolution, performance management, employee development, succession planning, policy and procedure applications, strategic staffing, recruitment and retention, organizational design and employee motivation.

Managed 3 different areas of the business with their own talent requests and HR business needs in line with their Go to Market strategy, ensuring strategic and consistent deployment of Corporate HR Programmes at an EMEA level.• Channel (Run rate and sell through GTM). Led a people transformation project across EMEA, re skilling the profile of the Partner Sales Managers.• Mid Market• Inside SalesWorking in partnership with 2 VPs and Business Operations Director to understand the business strategy. Developing HR programmes, activities and initiatives to support the business objectives, driving talent development and supporting growth, in conjunction with the business needs and critical asks.

Strategically lead the Global Professional Services HR team who partner with the business providing project, operational and strategic HR Consultancy Services to internal client groups (approx 1000 employees across the engineering, consulting, presales and delivery field). Working closely with these client groups to assist and influence organisational change in line with the direction of the business. Partnering with the Training & Development function to drive the talent agenda, career development and succession planning. Support the EMEA Compensation & Benefits Team in the validation of the compensation and benefits survey data both for input and output. Ensure local implementation of Corporate HR initiatives and processes including employee appraisals, compensation and salary reviews, employee satisfaction survey and goal-setting. Developing workforce and ER solutions and strategies for bids including: TUPE, Change management and relevant requirements for transfer of technical staff.Highlights: • Managed a number of transformation projects across global services functions.• Managed a number of Service Provision Transfers in to the organisation and supported the business in bids for Service business ensuring all legal and financial implications were considered from an employer and employee perspective.• Defined career frameworks which assessed future reqirements, and assessed gaps and needs.

Managed restructure activity and completed a productivity assessment of Talent Acquisition whilst providing interim HR support for Northern European covering 300+ staff in UK, Nordics and South Africa.

Project to assess structure for managing HR. Assessing matrix for efficiency and determining indicators for driving best performance. Preparation for IPO.

Ensure that HRM forms a strategic partnership across all functions of the local operation. International HR, outsourcing, budgetary control, reward management, development plans/initiatives.

Interim role supporting the entire ER agenda for UK&I.

A project based role implementing a competency framework and aligning to Peoplesoft in relation to training and development, skills gap analysis, succession planning and recruitment.