Lead on people strategy across the seven northern offices in England, Scotland and NIInclusion and Diversity HC lead for AuditCo Chair of Parents and Carers' networkOther responsibilities: talent management, performance, culture and behaviours, team and individual development, team management and coaching

Working on culture and behaviour change, focussing on Partner and leadership behaviours

Maternity leave - May 2016 - May 2017, April 2018-February 2019

Acting as an internal consultant to senior HC stakeholders providing support, coaching and guidance to help them define and deliver in line with the People Strategy. Navigating teams through ambiguity and providing objective challenge and a business focus to internal HC projects. Experience includes:• Open Mind 3 – Project managing the Diversity and Inclusion communications campaign and formal e-learning programme, in line with PwC's People strategy to ‘value difference’• Review of PwC's L&D’s external brand – Researching and presenting to leadership a proactive and strategic approach to the external brand,• Team recruitment and Director Panels • Running project management workshops

- Practical Application of TUPE - Guiding clients on the key elements of a TUPE transfer and designing tools and documentation to support the process. This includes determining the scope, i.e. what and who transfers; preparing and validating employee data (liability information) and planning and delivering consultation, including rep election and training. - Workforce Restructuring and Redundancy - Leading redundancy consultation, writing individual consultation scripts, conducting one to ones, developing and delivering training for managers and employee representatives to cover the technical and soft skills required to consult effectively, strategic management of employee communications, including announcement, designing redeployment processes etc- HR Programme Management - Providing both project management and SME advice to a number of clients on various transactions, preparing detailed project plans and monitoring and resolving the accompanying risks, issues and dependencies.- Communications and Employee Engagement - Planning and executing detailed communications plans for major change programmes, including both deals and restructures(Promotion to Senior Manager July 2014)

- Undertaking Due Diligence – Analysing HR data to extract potential costs, risks and issues. Compiling detailed reports and cost analysis to feed into the financial model. Experience of working within necessary restrictions; for example, non-disclosure agreements, time pressures and the constraints of physical and electronic data rooms. - Employee Engagement – Regularly presenting to large audiences about the company and staff benefits. Writing newsletters for transferring employees which informed on transition and consultation. Responding to employee questions and publishing FAQ documents. - Stakeholder Management – Working closely with the financial modeller to ensure all HR costs were accounted for. Submitting regular progress reports, highlighting risks, assumptions, issues and dependencies. Consulting with trade unions and employee forums ensuring that the consultation activities were meaningful, appropriate and documented, often where time was limited. Liaising with internal stakeholders such as Payroll, Pensions and Tax to ensure they were kept informed throughout. - Legal Focus - Ensuring compliance with the legal requirements of the TUPE regulations. - Data Management - Proficient in the use of Microsoft Excel, used frequently for redundancy calculations, staff list analysis and data manipulation.

Provided generalist HR support to several areas of the business, including fund management, group audit, sales and HR. Responsibilities included managing the recruitment and induction processes and supporting the resolution of employee relations issues.