Prior to downsizing and privatisation in 2021, DMGT managed a diverse, multinational portfolio of companies, including Mail Newspapers and Mail Online, employing over 6,000 permanent employees with total revenues of around £1.4bn, that provided businesses and consumers with compelling information, analysis, insight, events, news and entertainment.Responsibility for all aspects of main board, head office and operating company reward, reporting to the CFO – 6 direct reports (4 in UK, 2 in US). • Introduction of new Remuneration Policy, including replacement LTIPs, for DMGT Main Board.• Responsible for preparation and presentation of reward papers and materials at all DMGT Remuneration & Nominations Committee meetings, as well as the drafting of Directors Remuneration Report for the annual report & accounts. • Developed and introduced new LTIPs for 6 DMGT operating companies all requiring approval from the Remuneration & Nominations Committee.• Introduction of global grading structure and job family catalogue as part of Workday implementation across DMGT and OPCOs.• Share plan adjustments and communications to participants further to Euromoney distributions and special dividends to DMGT shareholders in March 2019. • Supported and advised the CEO on termination packages and new contractual terms, conditions and pay arrangements for Editorial restructuring at dmg media. • Development of incentives and benefits policy for DMGT Head Office employees; Introduction of MyBenefits portal for all UK DMGT and OPCO employees.• Integration of DMGT US medical, dental and risk plans into US OPCOs; integration of DMGT pension and medical plans into UK OPCOs. • Key role in the downsizing and privatisation of DMGT in 2021, which involved the sale of two major US businesses, the flotation of Cazoo on the US stock exchange, and negotiation with UK pension trustees, Responsible for closure of all DMGT share plans, including participant communication, seminars and payments.

A leading global independent oil exploration and production company headquartered in London but operating mainly in Africa – at the time FTSE 100/250 employing over 1,000 permanent employees in 16 countries.Responsible for all aspects of company reward and global mobility, as well as HR Systems and Services (including UK Payroll), Reporting to the VP – Organisation Strategy & Effectiveness – 4 direct reports. • Revamped the annual global reward processes (salary, bonus and share awards) including the introduction of budgets for salary and bonus review.• Lead the Group project, including legal due diligence, payroll and tax implications and employee communications, for the first and ongoing vesting of share awards to all employees in Tullow (including African countries).• Re-write and re-launch of all global mobility policies and processes, ensuring their consistent application across the Company.• Worked with the Executive Team and Remuneration Committee to draft the Company’s remuneration policy, which was approved by shareholders at the May 2017 AGM. This included revisions to the Company’s annual and long-term incentive arrangements for all employees to take into account current market conditions in the Oil & Gas sector, as well as practice in the FTSE mid-250.• Lead the project to evaluate, implement and communicate Job Levels (grades) for all employees in Tullow, in order to drive consistent and transparent incentives and benefits policies, as well as a better understanding of career paths across the Company.• Designed, implemented and communicated new pension practice for UK senior executives impacted by the reductions in Lifetime Allowance and Annual Allowance which came into effect from tax year 2016/17.• Development of long-term plans for HR systems and payrolls – included the ongoing transition to a single HR database and the movement of the (three) UK, inpatriate and expatriate payrolls to PwC.

One of the world’s leading gaming companies, providing betting and gambling services internationally and across multiple channels (retail, internet, mobile) - at the time FTSE 100/250 employing c. 16,000 people in 9 countries.Responsible for executive compensation, all aspects of reward and employee engagement, reporting to the Group HR Director – 2 direct reports. • Responsible for designing and delivering an integrated reward strategy aligned to business goals which motivated and engaged a diverse employee profile.• Managed the annual global remuneration cycle including pay reviews, annual bonus plans, incentive arrangements, share plans, benefits renewals and statutory reporting. • Worked with Board, Executive Management and Remuneration Committee to draft the Company’s remuneration policy, which was approved by shareholders at the May 2014 AGM. Included proposing, designing and implementing annual and long-term incentive arrangements for the PLC Executive Directors and the Executive Committee.• Drafted Directors’ Remuneration Reports for the annual report & accounts, incorporating BIS and the latest corporate governance, and according to ‘best’ practice. • Secretary to the Remuneration Committee, setting meeting agenda in conjunction with the Chair and Group HR Director, compiling papers, taking the minutes at the meeting and taking actions as requested by the Committee. • Lead base salary benchmarking projects (and design of salary ranges in Bulgaria, Gibraltar and the Philippines. Re-design of all bonus plans in Bulgaria and Gibraltar.• Responsible for re-basing and re- communication of incentive plan performance conditions, as a result of a 2013 rights issue. • Designed and communicated retention plan for Online senior management. Review and proposal of (non-standard) benefits for the online business in Gibraltar. • Lead the annual employee engagement survey, reporting the results directly to the Executive Team and Board.

Misys was a FTSE 250 company until June 2012 when acquired by Vista Equity Partners, providing leading edge application software and services to the financial services industry. Responsible for all aspects of Company remuneration for 5,000 employees across 50 countries, reporting to the EVP - HR and managing a multinational Team of 5 staff.Responsible for reviewing, designing and implementing compensation, incentives, pensions and benefits solutions and processes globally, which lead to improved performance, attraction and retention.Responsible for all company reward processes including performance management process, salary review, bonus review, long-term incentive /share awards and benefits renewals.Advised the Company and Remuneration Committee on all executive compensation matters to ensure that the group’s payment philosophies are implemented effectively, are legally compliant and meet all standards of corporate governance and shareholder approval – includes preparation of RemCo papers / materials. Led benefits and terms and conditions harmonisation program between Misys, Sophis (acquired in 2011) and Turaz (merger in 2012) including the introduction of flexible benefits arrangements in the UK and a consistent grading structure across the three companies.Review of all incentives and sales compensation arrangements across the Company to ensure that practices improve performance and incentivise, whilst avoiding overpayment or too costly a solution. Played a key part, from a Reward perspective, in recent merger and acquisition activity, ensuring effective due diligence, legal compliance and minimising employee disruption,Re-build’ of compensation & benefits personnel into single global reward centre of excellence, including international mobility expertise, and played a key role in the development of the HR function as a member of the HR Senior Leadership Team.

Christie's is the world's leading art business employing over 2,000 people in 32 countries. Reported to the Chief Human Resources Officer and Chief Financial Officer and had a Team of 7 people (3 UK based, 4 US based). Set up compensation & benefits function within the Company and had full responsibility for all aspects of remuneration (including PLC Board remuneration, global salary & bonus review, long-term incentives, sales commission schemes, benefits & pensions, job evaluation & grading) across the Christie's auction, art and diversified (including financial services) businesses globally. Responsible for the HR database, PeopleSoft and for the provision of HR management information to the shareholder, PLC Board and senior management.

Monks Partnership was acquired by PwC in July 2001. The Monks business, within PwC's HR provided UK and worldwide remuneration advice to companies of all sizes across all business sectors on all aspects of main board, senior executive and management remuneration. This covered the provision of market information and policy advice in respect of base salary, annual bonus, long-term incentives, pension and benefits. As a Senior Manager I was the client facing principal fully responsible for the selling and project management of consultancy assignments, meeting client requirements and deadlines. I advised remuneration committees and board members of major companies on all aspects of main board remuneration (including corporate governance issues). I worked with HR directors and heads of reward in multinational companies on the pay benchmarking of all employees worldwide. I designed and implemented annual bonus and long-term incentive plans for clients. Other areas of work included job evaluation and advising on benefits structures. Selected consultancy clients were Adnams, Balfour Beatty, Blockbuster, BT Cellnet, Bunzl, Cambridge University, Cargill, Colt Telecom, Gallup, Glenmorangie, GMAC RFC, Greggs, Law Debenture, Kier Group, Lafarge, Marks & Spencer, ScottishPower, Silentnight, Pennon, Pernod Ricard, Rio Tinto, Smith & Nephew, Smiths, Standard Chartered, Tarmac, Telewest, Thresher, United Utilities, Veiridean, Wellcome Trust & Yule Catto

Monks Partnership was a specialist remuneration consultancy providing advice to companies of all sizes and sectors on all aspects of international remuneration, predominantly at main board and senior executive level.Gained promotions from Consultant to Associate Director, reporting to the CEO - Monks.Advised clients across all business sectors, ranging from blue chip international companies to start-up companies to public sector organisations.

Managed a Team of five people producing UK pay and benefits surveys for internal & external clients in the government, health, manufacturing, utilities and IT sectors. Project manager of the Hay Compensation Report, produced quarterly as well as 'all sector' pay surveys on engineering, IT and clerical staff.Assisted external clients in job matching and pay benchmarking, ran workshops and developed future business.

Trained clients in the use of Hay job evaluation software and resolving customer enquiries through a helpline. Project work converting Hay systems from Ms-Dos to Windows.

Produced tailored pay surveys according to client requirements. Project managed the first Hay Insurance Club survey which was set up on behalf of, and according to the requirements of, the major Insurance companies.

Provided statistical computing support for the Cancer Trials Office in Cambridge during all holidays from my degree course. Produced charts and analyses which were used in a published book on Survival Analysis (1995) and also worked on papers published in the British Medical Journal.

Managed a team of three people at Parcelforce HQ responsible for the main quality of service sampling schemes carried out at all Post Office deliver offices in the UK.Produced analyses and reports for the Post Office Board and senior mangement, and worked on the calculation of incomes to the three Post Office businesses, after the separation programme, with the auditors Ernst & Young. In August 1991, I took voluntary redundancy to start a degree course at Manchester University.

Handled all written and telephone enquiries for the parcels business in Southampton.