James Blake Email & Phone Number

Auckland, Nz

Auckland, New Zealand

Auckland, New Zealand

Digital and Technology is the central team to lead all transformation and infrastructure projects. Working alongside the GM Operations and delivery, my role was to provide a central resource for the digital workforce. As a central point for all D&T resource management requirements including going to market, onboarding/off boarding, forecasting FTE, skill matrixes, NZ market insights and commercial management.Provide detailed reports and analysis across D&T Worked with GM Delivery to identify and manage talent development. Reviewed market trends and provide key insights to GMs and key stakeholders Work closely with HR and Recruitment and provide key insights on talentKey achievements include: Built out D&T Squad view with accurate costings and insights. Worked on key cost saving initiatives to achieve budget targets.Acted as a central resource for recruitment projects Centralisation and management of hiring needs and ensuring they were on plan with growth. Vendor onboarding – Reduced time to onboard, saving time and money.

Auckland, New Zealand

Responsible for all recruitment within Digital and Technology: I was the point of contact for all technology recruitment within Kiwibank during an extremely busy time for the bank. Working closely with GM HR and later a HR Business Partner I was responsible for all hires across D&T, as well as managing agency relationships. In my time within the role I oversaw several GM hires as well as a new CISO. Success stories include Hiring new management team Setting up automated reference system, reducing time to hire and saving time for managers. Automated reporting and data insights for leadership team Set up of employer accreditation with Immigration NZ

Auckland, New Zealand

Initially hired on a six-week contract, I was extended twice and then hired on a permanent basis. During my time at EROAD the business grew at a rapid rate, and I was responsible for ensuring our new hires were able to assist in our continued growth. This was a stand-alone role, with some occasional support from contract resources. Key achievements Helped grow the business from 192 to 305 FTE globally. Helped grow R&D team to support demand and growth.Set up and managed international hiring campaign to meet demands. Implemented new testing process for all technical roles. Managed Graduate campaign on an annual basis. Increased referrals (Currently at 28%) Reviewed and streamlined recruitment process. Hired key members of the North American executive team.

Auckland, New Zealand

Short term contract providing 360 Recruitment solutions for LPS and their clients.

Auckland, New Zealand

Auckland, New Zealand

After almost a decade in the Recruitment industry I decided to take a change of direction in my career and move into a more Digital/Marketing focused role. At Adcorp I work with a number of Innovative New Zealand businesses and am on hand to provide advice and assistance with Social Media, Recruitment Strategy, Employer Branding, Google Adwords and Display, Digital projects and much much more.

Auckland, New Zealand

After spending my entire working career in the UK, I decided to take a big leap and move to New Zealand. I was fortunate enough to be given the opportunity to work with one of New Zealand's largest companies in two different positions in their Recruitment team. Responsible for recruitment within the corporate division at Fletcher Building I managed the IT and supply chain recruitment. My main responsibility was within the IT portfolio where Fletcher's were experiencing unrivaled growth. I was also involved with additional projects whilst the business adapted to changes to become more efficient and lean in its recruitment process.

Northampton, United Kingdom

99p Stores is a massive success story. Set up in 2001 with just one store it has grown into one of the countries most loved retailers with close to 300 stores and growing. In this newly created role I was tasked with a full recruitment audit of this growing retail firm and setting up their recruitment policies and systems from scratch. Managing one member of staff and also indirectly managing 16 area managers with their recruitment strategy. Initially I was working closely with the HR Manager and as the role grew I also reported directly to both the MD and COO of Operations. I was targeted to deliver a number of challenging projects and tasked with making the department self sustainable through revenue generating projects to cover the cost of my team. Partnering with a National agency I provided this by generating over £300,000 in my first year with the business. This was a national strategy where by we placed individuals who have been out of work for 6 months or more and got them back into work. When they were re-introduced we provided on going training and development. During my time with the business I was also responsible for attending weekly forecast meetings with the Marketing, Sales and operational departments to map out new stores and plans. In these meetings I was reponsible for ensuring that the recruitment strategy was mapped out for every new store we were opening. (Average of one new store every 10 days). *Channel effectiveness*Induction and on boarding of all new staff*Managing the recruitment process for all new store openings*Senior leadership recruitment *Recruitment policies *Advertising and negotiations*Interviews*Selection process*Review of all job descriptions*Social strategy *Agency and third party relationships

Northampton, United Kingdom

In this newly created team I was responsible, along with the Recruitment Manager and HR Director for implementing a new recruitment process and strategy. Working closely with both Hiring Managers and internal business we offered a full 360 solution. Focusing on roles across three sites in the UK with unique requirements required strategic search and targeting across the UK and Europe with occasional need to target people further a field. During my time with the business we grew the internal function and developed a key number of areas that were previously outsourced. *Competency based interviews*PSL Management and reduction *ATS implementation *Volume recruitment for increased demand in business*Hiring Manager interview training *Selection process*Time to offer*Reference checks *Talent mapping and identifying talent shortages in the business globally. *Graduate programme development