Providing professional coaching, leadership development and facilitation services. Working with one to one clients on career transitions, leadership, confidence and development to support them to get what they want. Working with businesses, providing leadership development, 121 and group coaching for their people across all leadership levels, women, emerging talent and career transition.

Leadership development and coaching - Design and facilitation on 360 degree manager programme, Aspiring Leaders programme and bespoke leadership development interventions.

Professional facilitation of CIPD workshops and programmes including Coaching Skills & Talent Management topics.

HR business partnering to group services divisions and progression of the company wide talent management agenda. Key achievements:• Development and implementation of a new leadership HIPO model to strengthen the talent pipeline.• Review and improvements to the talent and succession planning process.• Managing the annual Talking Talent cycle, including Executive talent reviews.• Coaching and mentoring to support individuals at different talent stages and through career transitions.• Managing the annual performance management process and reviewing opportunities to drive a high-performance culture.• Review and recommendation for new behavioural competency framework aligned to new values and business plan for 2020-2025. • Working with management teams to progress divisional people plans and annual cycle of people management activities.• Design and delivery of HIPO Talent Pool programme.• Development of women’s leadership pipeline and supporting activities.

Leading the development, execution, embedding and evaluation of the talent management strategy for the business. Driving the development of people and leadership capability to successfully deliver the key business priorities. This involved long-term initiative management to deliver a significant part of the overall People Strategy. A member of the HR Leadership Team and Extended Leadership Team. Accountable for a c£3m budget and leading a team of 13 talent and development professionals in the cost effective, timely, customer focussed delivery and implementation of talent management. Key achievements:Winner of Staff Development Award - Talent Management at the Utility Industry Achievement Awards 2011 Developed and implemented a talent management framework across the organisation.Annual delivery and continuous improvement of the performance management and employee engagement framework and processes. Achieved Finalist for the Personnel Today Employee Engagement Award 2010.Development and implementation of ‘Talking Talent’ process across the organisation. Led the development, implementation and embedding of a leadership development approach to drive cultural change and develop leaders confidence and capability across c700 managers.Successful implementation of SAP HR. Developed our early careers Graduate programme to support the overarching talent management strategy.Building a successful talent function and team.

Responsible for effective planning, design, development and delivery of organisational wide initiatives and management development activities, ensuring alignment with development frameworks and strategy. Key Achievements:Designed and delivered management development programmes and a new performance appraisal framework across the organisation.Accountable for the implementation of a new employee engagement framework and annual programme management thereafter.Successfully delivered a Development Needs Analysis (DNA) profiling project across the middle manager population as part of a leadership capability review and launch of a new leadership competency framework. Provided a consultancy service to business units and delivered various interventions, including coaching to support the customer services team improve performance, performance management workshops and teambuilding with the commercial leadership team.Individual development and coaching with managers, including 360 degree feedback, diagnostics and development to enable managers to improve performance or prepare for succession roles.Design and delivery of new managers’ induction programme.Team event design and facilitation.

A field role based in the South region with over 400 stores. Responsible for management and professional (Pharmacy/Optoms) populations. This role focused on bringing together resourcing, development and succession to proactively manage talent, potential and business performance. Key Achievements:Project implementation and launch into business areas of new corporate processes, including resourcing, competencies, induction and performance management.Management, delivery and development of national and regional management development programmes.Design and facilitation of team events, individual development support and coaching. Resourcing and selection for all management populations and continuous improvement of resourcing processes across the region to reduce vacancies and increase efficiency of sourcing quality candidates. Regional lead for managing and launching a new web based recruitment strategy to increase the efficiency of recruitment processes and ensure a quality candidate experience.On the design team of new national succession planning/pipeline process to reduce the impact of unplanned turnover and improve career management across the management populations. Successfully implemented into regional and area business.Management of Pre-Registration/Newly Qualified Pharmacist selection events covering over 1000 applicants.

Development & Succession Manager: Responsible for identifying and developing talent to fulfil succession needs and build business performance.Regional Capability Specialist: Generalist field role delivering the HR and operating plan across 147 stores with an annual turnover of £350m.Training & Resource Advisor: Responsible for 85 stores in all areas of resourcing and development, including graduate and senior pool programmes.Key achievements:Responsible for the development and implementation of career and talent management for the South West region. Design of a manpower planning process and national succession database.Design and facilitation of team events, including Regional Management Team days.Design and delivery of management development across key populations, including graduates and talent pools.Creating and implementing performance review process nationally.Development reviews and coaching high potential managers to support individual/area development plans.

HR Manager: Generalist role as member of the leadership team for a distribution centre. Covering E.R, performance management, recruitment, training, project management and managing an HR/Admin team. Training & Resource Advisor: Accountable for all training and resourcing activity for 400 colleagues.Graduate Programme & Department Manager: Completed the graduate programme and progressed into retail management. All aspects of managing a team and delivering on key result areas.