An experienced Organisational Development professional dedicated to enhancing organisational effectiveness by aligning strategic business goals with people focussed initiatives. I lead with a human-centred approach to work, whilst remaining a results-orientated professional with a desire to help people and organisations realise their potential. With expertise in talent and succession planning, coaching, and people development, I collaborate with clients to build bespoke solutions for their needs. Keeping up-to-date with industry trends, a healthy curiosity ensures I regularly develop my skills in order to share insights and future direction for the benefit of organisations.

Appointed to deliver services to participants of Randstad RiseSmart as a freelance career coach. I coach participants as they move through career transitions within their current organisation or to their next opportunity, whether that is a new job, career change or creative retirement. Leveraging my knowledge of the local job market, I help participants discover their focus, plan their transition strategy and execute it. I am a key member of a career mobility team partnered with other Randstad RiseSmart service providers, including branding experts and job concierges.

Interim Talent Director role with global scope. Key areas of responsibility included designing, delivering and evaluating a pilot to implement Talent Management within a new HRIS, including HR capability build.

Responsibility for leading Talent, Succession, Early Careers and Personal Development at SBS

Responsibility for Succession and Early Careers

Responsible for leading end-to-end Talent and Succession Management within the organisation, working with colleagues to deliver challenge and support to the entire business. Key activities include:* Managing the Graduate Development Programme* Developing the strategic direction of Coaching both as a resource and a mind-set* Drive the Talent agenda through specific initiatives and organisational approach

Working with senior stakeholders across a global organisation to drive effective talent and succession management. Design and deliver manager capability solutions, leadership development and coaching initiatives.

Working closely with senior Executives across the business and the HR Business Partner to develop the people development strategy, aligned to business priorities. Key aspects of the role include managing the performance process across the Domestic business, identify, develop and support high potential individuals and groups through traditional avenues or more bespoke offerings. Develop senior leaders through coaching as required.

Leading the team responsible for creating and implementing the communications plan for the HR function within a newly formed area. Other key accountabilities include driving the talent and succession agenda with peers and senior colleagues, embedding the organisational values throughout all activities and managing the transformation of the HR intranet and knowledge based system (Transversal) into a new digital world in line with the strategic Digital for Our People programme.

Responsible for the organisation and management of the Executive Office, and associated projects within Group Functions, including ensuring compliance with Group HR and Reward governance. Regular insight and interaction with senior RBS Group Executives and their associated offices; building strategic awareness and understanding of key business priorities and challenges.

Working in a variety of business facing and Centre of Expertise roles/departments.