Leading the People team in a hands-on, strategy to operations role, and striving to ensure SailGP achieve its massive potential by developing and implementing a world class international human resources strategy and operation, with a focus on delivering on the growth objectives of the organisation whilst fostering an inclusive and engaged working environment and creating a truly distinctive company culture.

As part of the LTA Leadership team, I was responsible for shaping and leading the LTA’s resourcing and talent strategy and framework, enabling the LTA to deliver against current and future capability requirements. I delivered expert advice and insights in relation to all aspects of best practice and contemporary resourcing, including talent acquisition, succession planning, talent management, employer branding and recruitment systems/processes.Partnering with the Executive and Leadership team I am responsible for ensuring that the right talent processes are in place to plan for, attract, develop and recruit new colleagues effectively in order for the LTA to achieve our 5 year strategic plan of ‘Opening Tennis Up’ by being people ready.

My role works across the organisation ensuring that the RFU operates in a strategic manner with robust insight, processes and controls that contribute to an effective decision making process. My key areas of focus are:Strategy -Providing strategic consultancy, advice and expertise within the organisation to deliver the organisation’s strategic decision making and four year planning process-The creation and management of a ‘strategic scorecard’ to measure and report on strategic KPIs-Support the executive team with the development of strategy presentations and papers as required to communicate and secure endorsement for any key approvals and investments as requiredDecision Making-Design, implement and coordinate Strategic Committee, the highest form of approval and decision making within the RFU before the Board-Preparation of materials for Strategic Committee to lead effective debate which results in value creating outcomes-Supporting the Executive team with the development of strategy presentations and papers as required to communicate and secure endorsement for any key approvals and investments as requiredBusiness Operations & PMO -Establishing and leading the organisation wide PMO processes and will playing a strategic role in the delivery of project targets and the continuous improvement of delivery. -Delivery of Project Management tools, training, project audits, project sequencing reviews and post project benefits realisation through a Strategic PMO -Creation and implementation of enterprise wide approach to Risk Management, and the embedding of good Risk practice into the RFUs reporting mechanisms and forums, including the delivery of regular updates to Board and Audit Committee.-Delivery of a robust and pragmatic approach to Contract Management, delivering financial and operational efficiency opportunities across the organisation.-Providing in-house management consulting expertise for special projects as assigned by the Executive team.

As Recruitment Project Manager I was responsible for defining and implementing the recruitment strategy for the RFU. Working closely with senior leadership teams across the business and the wider HR Team I had responsibility for reviewing the current recruitment processes and redefining them to enable the RFU to attract and select the best talent for the organisation in the most cost efficient way.This involved: • Developing, gaining sign off on and implementing an attraction strategy to focus on direct recruitment methods but will also include the use of agencies and advertising boards• Leading the design and implementation of a cutting edge Applicant Tracking System (ATS) to enable a higher rate of direct recruitment; • Formulation of Social Media strategy to enable Recruitment to capitalise on extensive interest in Rugby.• Partnering with the Business and HR Business partners, reviewing and defining the immediate and future resourcing needs of the various functions.• Design and implement recruitment MI reporting to enable strategic decisions moving forward.• Integration of the importance of diversity into each stage of the recruitment process to ensure talent is not being blocked from entering the organisation.• Creation of a toolkit of materials for managers and HR to use throughout the recruitment process, including assessment and selection, best practice, skills advice and practical tips.• Communication and education of new strategy and processes to business.

England Rugby 2015 was the tournament organiser for the Rugby World Cup 2015 - the third largest global sporting event - which was hosted in England from September 18 to October 31, 2015. World Rugby Chairman Bernard Lapasset said: "Rugby World Cup 2015 will be remembered as the biggest tournament to date, but I also believe that it will be remembered as the best."As Recruitment Manager at England Rugby 2015 I was responsible for the overall recruitment of all paid staff for ER2015, including the design and implementation of recruitment processes and the overall recruitment strategy ensuring that all key appointments were made on plan, to budget and to schedule.Areas of responsibility included: introducing and managing direct routes to market, including leveraging social media recruitment techniques to both deliver talent and to raise the organisation's profile; championing the England Rugby 2015 Ltd brand externally; providing regular MI reporting on budget, activity and risks; provide recruitment expertise to rest of workforce team; plan and lead Tournament time staffing requirements; and build and manage a recruitment team to deliver a successful tournament.Tournament Time Role: Workforce Operations ManagerAt Tournament Time I was the Workforce Operations Manager for Twickenham. I was responsible for the welfare of England 2015’s workforce during the Tournament and in addition, supporting line managers in the management and deployment of their teams. Workforce Operations has a physical presence at match venues, in city centres (for those working on spectator walking routes between transport hubs, Fanzones and the match venues), and at the London headquarters.

I was selected to represent the UK as a Subject Matter Expert for a global transformation initiative led by the Information Management department from it's headquarters in Zurich, Switzerland. The transformation programme affects 100+ Adecco brands across over 60 global markets and I was assigned to a core project team focused on Candidate Management, and the candidate experience from cradle to grave.Achievements:-Creation of extensive functional and non-functional analysis documentation for new initiative based on business and technical requirements gathered from Adecco's global regions, ensuring the candidate experience is always paramount.-Responsible for aligning functional requirements with various global departments including security, architecture, legal and regional business leaders.-Working within a global team to tight time constraints.

In my role as Recruitment Operations & Project Manager I was a key member of the senior leadership team and responsible for the delivery of all operational processes and procedures for the front office recruitment team to deliver a consistent, professional service, as well as managing the delivery of all project requirements including technology, management information and financial.Key achievements:• Process design and development for onsite Onboarding Management Team• Recruitment system phased update management, technical specification gathering and release management• Designed, developed and delivered induction processes for the successful induction and identity checking solution for 4,000 Games Time hires• Delivered innovative recruitment Management Information on a regular basis to board level• Timely and accurate delivery of forecasting and billing information between LOCOG and Adecco Finance teams, including providing innovative solutions to complex billing requirements.• Management and development of team of operational administrators and MI Analysts.• Delivery of onsite Pre Employment Screening mechanisms in order to achieve full legal compliance• Key driver of onsite team to deliver ground breaking Diversity & Inclusion initiatives in order to achieve challenging targets set by LOCOG to be the most diverse and inclusive Games ever.

As Senior Recruitment Business Partner I was a key member of the senior management team and managed a small team of Recruitment Business Partners responsible for ensuring the delivery of a complete, robust and adaptable recruitment service to meet the needs of LOCOG. My main areas of responsibility included: managing and developing a small team of Recruitment Business Partners; being a key part of day to day strategic decisions made for the backend recruitment delivery processes and procedures; the operational and technical specification of the onsite recruitment systems; responsible for various back office, and client reports; developing and managing relationships at all levels; understanding and defining recruitment requirements; designing and implementing sourcing and selection strategies; and project managing recruitment campaigns including full recruitment lifecycle process reviews and specialist recruitment events. Line management of a team of Recruitment Business Partners Fulfil recruitment requirements across a number of departments in the business including technology, legal, security, transport and logistics – averaging 40 live requirements at any time. Ensured strategic projects are maintained and progressed within project timelines Built immediate positive relationships with internal hiring managers, HR colleagues and external suppliers to maintain a consistent level of service through a period of significant change. Train, guide and coach business managers on hiring trends and recruitment tools including the running of assessment centres and the interpretation of psychometric evaluations. Coach and support business managers on key priorities impacting selection including employment legislation, business drivers, and diversity. Introduced direct sourcing methods to onsite recruitment team and initiated numerous advertising strategies

Computer People deliver a market leading customer service to both their clients and candidates alike. Since 1972 they have supplied IT recruitment services to every part of the UK. This includes all areas of industry, commerce and government, large and small – and involves placing the best people available across all skill types and disciplines.I progressed through the ranks from Resourcing Consultant through to Team Leader of the Permanent Recruitment delivery in Computer People’s City of London office. Responsibilities included:Instigating and developing high level recruitment partnerships/alliances with large multi-national companies; building long term and increasingly profitable relationships with clients; providing the highest levels of professionalism and integrity in the provision of resourcing solutions to senior management; managed open / assessment days; training and ongoing development of members of staff including technical training to all new starters; headhunting senior candidates; creation of innovative marketing solutions to appeal to clients of all levels; budget and forecast management of sales figures on a weekly and monthly basis; member of southern regions managers group and participate in creating recruitment strategies and processes for the Southern region.

-Working individually and as a member of a testing team to ensure all products were released without error.-Full manual testing experience, noting and reporting of faults.-Liaising with software developers to explain errors then re-testing when the bug was potentially fixed.-Constant communications with all levels of the organisation to ensure all sections of the product were completed to a certain standard and to a tight timeline.