Buyk is a tech start-up in the grocery delivery market using proprietary technology to order, pick and deliver groceries in 15 minutes. Reporting directly into the founders, I joined the company as the first HR hire and third overall; scaling up the company from 0 to 1200 in 11 months and leading a team of 35 HR professionals.• Building the HR capability from scratch: talent acquisition to support the ambitious business growth, hiring the CEO and C-suite, developing framework for payroll & benefits, HR core, L&D, and Culture• Being a trusted partner and coach to Buyk leaders on the most strategic, and ambiguous people questions, including organisational design, scaling, retention, leadership development, performance, engagement.• Developing and implementing HR Strategy to support business growth in the US and across other markets• Leading, developing and expanding the HR team to support the business.• Implementing several HR platforms to support the business, optimize the costs, and “digitalize” HR.• Partnering with a leading consultancy to design a global framework, including organisational design and roles and responsibilities that would support future growth in existing and future markets worldwide.

The largest British logistics firm, providing supply chain solutions to the world’s most admired brands.• Collaborating across the business to develop and align long-term and short-term plans that will ensure a strong talent pipeline, and skilled workforce.• Designing and implementing accountability tools for continuous performance management embedding a culture of development that strongly links talent management and succession planning processes• Building out career pathways for key positions to provide colleagues with career management tools and understanding of wider opportunities in the Company.

• Designing, delivering and managing a full-cycle online HR technology transformation programme, for 78,000 employees in 9 countries, across talent development, succession planning and performance management.• Developing detailed implementation road-maps, risk mitigation plans and governance plans, and managing project planning and reporting.• Partnering with other HR leaders to identify deliverables and timelines for the deployment of the platform in each country, and with org and change teams to facilitate positive cultural change across the company.• Aligning talent strategy with business processes and wider strategy, and managing both internal and external stakeholders and resources.

• Developed and executed talent strategy for 3,000 employees to optimise talent pipeline (succession planning, talent assessment and development) and employee lifecycle (onboarding, performance management, learning).• Led the redesign of L&D tech platform and introduced ‘bite-size’ learning experience, using a mix of learning solutions – face-to-face training, experiential learning, e-learning, coaching and mentoring.• Planned, managed and allocated L&D budget of £250k per annum.• Analysed L&D data and used findings to enhance future learning experiences and amend talent and performance strategy and priorities.• Took ownership of value-driven company-wide culture change by introducing 2 new strategies: continuous performance management and customer care culture.

• Led digital transformation programme for L&D function for 20,000 employees. Designed and developed a new LMS and e-learning platform from scratch, aligning business, HR and HR technology strategies.• Collated L&D needs across all functions. Created and curated the development of new online content for training purposes, including TED talks, webinars, videos and coaching.• Led the change programme to create a culture of performance, and developed a new approach to talent development, including succession planning, talent reporting and analytics, as well as competency reviews.• Hired, trained and coached a team of 18 L&D professionals.

• Provided operational HRBP support to 11,000 employees, implementing fair and consistent HR policies and procedures in line with the overall business strategy.• Drove functional, cyclical people processes and initiatives, including talent mapping and pipeline management, performance and compensation review, and employee engagement.• Supported talent reviews and implemented L&D programmes to ensure diversity, retention and progression of talent, reaching 98% recruitment fill rates across all functions.• Managed complex and high-level employee relation cases in line with the company’s values and procedures.• Introduced corporate graduate schemes and facilitated the hiring of 50 graduates a year by partnering with universities across Russia.• Managed employer branding campaigns (10 prime-time TV ads), which significantly increased brand awareness and helped to attract talent for hard-to-fill roles.• Hired and mentored a team of 30 HR professionals.