Responsible for establishing and leading the Talent & Development team for the newly created Europe Region, which emerged after significant re-structure. Reporting into the Europe VP of HR and the Global VP of Talent, I lead the delivery of talent solutions for the region and agile project teams for specific global practices. Navigating matrixed relationships at all levels and ambiguity with a win-win mind-set are essential to succeed in this role.

Responsible for building the Talent Management function for Wells Fargo's International business, which comprises revenue-generating businesses across 40+ countries as well as Wells Fargo's off-shoring business in India and the Philippines, impacting 30,000+ employees. This includes defining the strategy, shaping a global operating model and setting up an international team to deliver an integrated Talent Management framework: an elementary Talent Infrastructure, globally aligned Talent Processes and targeted Top Talent Development and Mobility solutions to ensure Wells Fargo International has the right capabilities now and in the future to win in the Market.

Led the design and deployment of business-focused Talent, Learning, Culture, Diversity & Inclusion initiatives, impacting a population of 120,000 employees globally. This included working with senior business stakeholders, Group HR and 26 Operating Companies globally to determine the capabilities and talent required to achieve Vodafone's strategic objectives, designing solutions to meet these needs and deploying these across Vodafone's global footprint. Key achievements: designed global leadership development framework and academy; defined Vodafone’s team effectiveness methodology and grew into an expert facilitator; shaped global coaching framework and blended training programmes; developed global talent assessment methodology and talent plans for senior marketing leaders; facilitated culture analysis to determine approach in building more inclusive behaviours; designed and embedded global returner program for female career breakers to address the leaky talent pipeline of women senior leaders; developed and conducted global capability analysis to prioritise learning solution design on capabilities that will drive Vodafone's strategy; established global operating model for learning, including organisation design and governance framework for deployment of global programmes.

Designed, delivered and managed Early Talent and Informal Learning programmes with focus on performance-driven learning to support business growth. Innovative, blended learning methodologies were based on the 70/20/10 principle, which fostered sustainable human capital and strong talent pipelines for managerial positions. Worked closely with business leaders to understand skills requirements for business growth, ensuring that the programmes’ content guaranteed speedy up-skilling (short-term) whilst supporting the long-term development of commercial capabilities. Operational delivery through team leadership and a budget of £1.5 million.

Led an international team to deliver high-end graduate and internship recruitment and development programmes for up to 200 graduates and 100 interns annually. Key achievements include: increased The Times Top 100 Graduate Employers ranking and won three awards by transforming the graduate recruitment and development function into a high-performing team within six months of arrival; led the implementation of a new employer branding campaign; increased applications by 7.3% by delivering an innovative attraction strategy.

Delivered an end-to-end graduate proposition from attraction to selection and completion of development programmes. Key achievements include: managed and further enhanced award-winning graduate development programme; reduced attraction costs by 25% with a targeted marketing schedule focusing on on-line / social media and direct sourcing channels; enhanced selection process by implementing new assessment centre methodologies.

After completing my Master's degree in Personnel and Development, I decided to fulfill one of my aspirations: to travel across South America, New Zealand, Australia, South East Asia and China.

During my time within the RWE Group I enjoyed a varied career, which has seen me progress horizontally, vertically and internationally. I started my career as a sponsored student - the five-year programme included a fully paid degree in International Business Management and various placement opportunities worldwide during non-lecture periods (I worked in the UK, USA and Germany). After completing the programme, I took on Resourcing / Learning & Development roles across RWE operating companies in the UK. Achievements include the design and implementation of an inter-group resourcing model to transfer engineering talent from Germany to the UK ( this was featured at the BBC Breakfast show) and the design and implementation of an overarching graduate development programme for RWE npower, linking several functional programmes and building a talent pipeline for future senior manager.