The HR Reward and Analytics team provides the organisation with a readily accessible, high quality source of HR analytics. This enables informed and effective organisational decision making. My responsibilities and achievements include:- Accountable for HR metrics presented in the DWS annual report. I am also required to provide key employee data points ahead of AGMs- I am the lead on compensation reporting at year end. I produce reports which detail variable compensation spend, fixed pay adjustments, and employee performance. I am also accountable for presenting the outputs to senior management- Monthly production of the Bonus Build which is required for planning annual compensation costs- Managing the Group's restructuring reporting and data management - Producing HR metrics that are shared externally with clients and ratings agencies- Working as part of the DWS IPO project team with accountability for HR data used in the prospectus and investor events- Extensive experience and knowledge of Workday and Oracle products such as PeopleSoft and Essbase- Delegating tasks to junior colleagues as appropriate, measuring their performance and providing feedback on their work. I am also responsible for coaching junior colleagues on best practice

My responsibilities and achievements included:- Leading Deutsche Bank’s diversity reporting and analytics. This includes formulating diversity targets for the organisation and providing diversity progress reports to internal and external stakeholders to ensure compliance withrelevant regulatory and legal requirements- Acting as a ‘PMO Champion’ for the team. This involves producing process models to outline the team’s key processes and coaching team members to eradicate inefficienciesWorking with senior stakeholders to understand priorities and data requirements- Analysing data to reveal trends, patterns and anomalies- Presenting insights to senior stakeholders and stimulating discussion and decision

The Inclusion team is responsible for implementing an organisation-wide strategy for recruiting and developing diverse talent to achieve a balanced workforce profile. This has positioned RBS as an employer and service provider of choice. My responsibilities and achievements include:• Working with senior stakeholders to understand priorities and data requirements• Analysing inclusion data to reveal trends, patterns and anomalies• Presenting insights to senior stakeholders and stimulating discussion and decision • Building relationships internally to ensure alignment on priorities and to leverage capability • Building relationships externally to gain further insight and represent RBS at industry bodies• Forecasting and managing the Inclusion team's budget • Leading the organisation’s inclusion benchmarking strategy which has positioned RBS as an organisation that embraces diversity• Management of the global RBS Inclusion Policy which entails monitoring compliance, understanding risk appetite and reviewing policy content to ensure its relevance and legality

The People Strategy and Insight team work across all the organisation’s businesses to drive employee engagement, leadership & talent effectiveness, employee research and employee listening. My responsibilities and achievements included:- Leading the implementation of the quarterly employee “Pulse” survey- Analysing employee survey data to reveal trends, patterns and anomalies - Presenting insights to senior stakeholders and stimulating discussions- Supporting the planning and implementation of RBS's 2012 “360 Feedback” project- Collaborating in strategy setting for future RBS 360 Feedback and employee opinion survey projects- Leading research assignments in support of Group colleagues on subjects including corporate awards, strategic workforce planning and employee listening strategies- Representing RBS in projects with London Business School and leading HR expert Lynda Gratton regarding the ‘Future of Work'