HR consultancy ranging from GDPR compliance to furlough implementation. Examples include:Advisory to a partnership dispute involving employee relations.Fire & rehire in small businessTermination of independent contractors no longer required by small business.Advice on flexible furlough implementation and resulting employee relations issues.Executive advice on compromise agreement structure.

Responsible for driving and supporting the Group remuneration, reward and benefits strategy and ensuring these are developed and implemented to meet the needs of local operations across the business and in line with the Group’s strategic business objectives.Additionally supporting the CHRO in defining HR strategy as well as operational HR delivery (HRIS, reporting & analytics) and leading relevant projects across the group.

Global transformation project to rapidly realign the structure and operating model of the International business from a global to a regional focus to meet the distinct needs of local customers and markets, enabled by robust central support & coordination. Working with newly formed SLT and HR teams at global and regional level to implement new organisations to support the new model.

Owner of all core HR processes and systems across Europe with particular focus on:- Talent management across Europe including internal and external succession planning- Compensation & Benefits structure & strategy including executive reward and long term incentive design & implementation- Development, implementation & management of KPIs supporting business changes- Organisation and workforce planning including ownership of all local, regional & global HQ reporting- HRISAdditionally providing support to other developing regions in implementing change programs and global systems/processes. Projects include - Led change programme to drive transformation in HR environment and practices that decreased turnover from over 40% to under 15% in European HQ, and to under 10% across Europe from over 20%. Leading to ability to hire previously ‘out of reach’ top talent. This covered the full range of HR from hire to retire and required fundamental cultural, organisations & operational change.- Leader of annual audit & SWOT analysis of individual HR functions (by subsidiary) and delivery of improvement plans to subsidiary & regional senior management. Tracking of actual change in the organisation behaviours and structures, linked to identifying, acquiring, developing & retaining top talent.- Redesign & ongoing management of regional pay review- A major SSC implementation covering Finance, Customer Service and HR across the region.- Consolidation of payroll from 20+ suppliers to single regional provider- Implementation of new T&E system in conjunction with move to a single regional travel provider from 25+ providers

BUSINESS PARTNER/RECRUITMENT• Recruitment for Insurance, Investment and Business Services practices for Europe c60 roles active at anytime one with continuous growth across all areas requiring rapid response and effective planning. • All professional recruitment, from jnr/mid to 'head of' level £200k+• Reduced time to hire by 30% on average• Designed and implemented management reporting for all European, used accurate reporting to drive better manpower planning within the high growth practices• Lead for evaluation for new recruitment system• Lead HR interface for ongoing Oracle HR upgrade programme• Led graduate recruitment for Delhi office BUSINESS PARTNER ROLE• HR for Insurance Practice globally 400 associates across US/Europe/AP linked into corporate HR• Roll out and relevant tailoring of HR policies across European and AP regions • Design of specific programmes for practice High Performers scheme, Manager Essentials training, European Consulting group design• Performance management including exiting underperformers in several countries• Support for setup of Dubai offices for other practices as HR advisers had no experience of the region• Support to International Assignments team around policy, outsourced suppliers and reporting into the business. Drove accurate documentation of IA pay arrangements and related tax efficiencies

HR MANAGER/BUSINESS PARTNERReporting to HR Director EMEA or VP HR corporate• Business Partner role across EMEA supporting approximately 25 countries through whole cycle from recruitment through training and development to termination• Lead for EMEA integration of acquired businesses based in Israel Europe and UK. • Coaching new managers in management style and handling difficult areas including performance management, cultural challenges and managing ex-peers • Creation of new entity set-up process to streamline existing disjointed system. • Completing entity set-up for Russian business with a short deadline and concerned employees.• Delivery of training programmes for new managers and for ongoing skills development • Lead for recruitment plan that doubled headcount in 12 months, whilst maintaining revenue per head and low cost of hire at less than 10% of average OTE• Design and implementation of new employee induction including assignment of mentors

HR MANAGER Reporting to MD• Strategic and operational responsibility for HR within IFS Defence.• Responsible for the HR direction of the business both UK and abroad. • Deliver and develop the HR value plan and develop the skills base of the organisation to deliver the required per annum growth in sales and profitability. • Sit on the management team and provide leadership and support to the other members of the team. A key contact into the parent companies to implement/interpret where possible best practice from these companies as well as review opportunities in IT industry. ACHIEVEMENTS• Worked with Consulting and Development directors to build a new development and support organisation that streamlined headcount and office space whilst providing backup in skills areas that previously were single points of failure• Introduced effective succession planning for a flat organisation incorporating potentiality measurements• Delivered tax efficient methods of employing staff across countries - part of assessing future needs also discovered a historic tax liability and worked with the FD to reduce and settle this with relevant UK and Swedish tax authorities.• Re-designed the existing grade based structure into a job family structure that was transparent to the employees. Developed a pay banding system based on this new structure linked into individual achievement• Developed, refined and communicated three seperate bonus and commission schemes • Worked to support bids that included the HR component of the ERP software, including presenting to several potential customers who wanted specific HR application information.

RECRUITER – EMEA Contract role • Brought in to manage the growth of Juniper across Europe through an extensive recruitment programme. Broad recruitment across the following role: pre and post sales; professional services, technical assistants, Country and Account managers, Marketing, IT and FinanceACHIEVEMENTS:• Kept ahead of recruitment schedule in all areas with costs running at 60% of those budgeted • Saving in excess of $200,000 in recruitment fees in the first quarter via direct sourcing and efficient promotion of internal referral programmes

Building start-up business across all areas from operations to product management