Supporting the growth and continuous development of the Business School's degree programs to ensure industry relevance and alignment. Examples of support offered to date:- Attending Business School events as a guest speaker- 1-2-1 student coaching/mentoring

Leading an international team of high performers to ensure a quality learning experience for all.Key focus areas:- Leadership of 4 direct and 3 indirect high performers through a period of continuous growth, change, and alignment- Building and nurturing productive collaborative relationships with stakeholders across the Learning/Talent, Brand, and Commercial organisations at all levels to drive results and team member engagement- Supporting global learning programs to support Hilton's commercial recovery post-COVID- Building processes and procedures to align and build the Learning Experience team

Responsible for leading learning delivery for APAC & EMEA, and ensuring the Regional Learning Managers deliver high-quality instructor-led training (ILT) and virtual instructor-led training (VILT) programs for corporate, owned/managed and franchise audiences.Key focus areas:- Leadership of 5 direct reports – four Regional Learning Managers and an intern- Launching and growth of an ‘Extended Learning Network’ across the region- Ensuring a continuous focus on best-in-class delivery skills and excellent client partnerships. - Working closely with the Senior Director of Learning Delivery and Director of Learning for the Americas on measurement strategy, VILT logistics and innovation. - Liaise and consult with key regional brand stakeholders to understand and verify learning needs across the region- Leading and managing continuous change

Supporting Hilton’s expansion through collaboration with senior Management company representatives and Hilton stakeholders.Focus areas:- Facilitation of development of Leadership and Talent programmes to corporate and hotel audiences up to Senior Director level (including The Leadership Challenge, 5 Choices to Extraordinary Productivity, Situational Leadership, Coaching, and Retaining Talent)- Planning and management of immersion training for property leaders from full and focused service properties across EMEA- Direct and regular support for up to 15 pre-opening full service hotels at any one time, guiding General Managers through the brand training conversion/opening process, requiring patience and adaptability- Regular collaboration with the Talent Management team to ensure activity alignment - Ownership of global pilot of Franklin Covey’s 5 Choices training via the ‘LiveClicks’ platform (virtual delivery)- Facilitation of brand and culture Train The Trainer to support enhanced guest satisfaction and TripAdvisor metrics- Selection and development of Hilton talent to facilitate an ‘Extended Learning Network’ – HODs delivering on behalf of the brand- Supporting Hilton’s corporate responsibility initiatives through engagement with head office events

Supporting my local community in the fight against the COVID-19 pandemic by administering vaccines with care and compassion, in line with NHS and St. John Ambulance guidelines.

Management and coaching of the UK Training Team to deliver high standards of talent, leadership and technical training programmes. Redesign of Caffé Nero’s learning & development strategy to offer a range of blended interventions whilst embedding a culture of self-owned personal development.Key focus:- Design and launch of a 3-tier Centre of Excellence Store Manager development programme. Identification, and engagement of 100 ‘top talent’ store managers to create a talent pool for area management opportunities.- Collaboration with the Recruitment Manager and Regional Operations Manager to design and rollout a bespoke recruitment training programme, introducing and upskilling Store Managers in competency based interviewing techniques.- Collaboration with external vendors to design, launch, and rollout Caffé Nero’s first online Learning Management System. - Use of Articulate Storyline to create bespoke online learning content for an improved customer journey and payroll efficiencies. Regular updating up to CEO level.

Learning & talent development of the UK’s highest revenue-generating cluster. Strong influence, senior stakeholder management skills, and alignment of activities with strategic priorities were key to build relationships, demonstrated through collaboration with the Global Culture Director to design, pilot and evaluate a now live global empowerment and problem resolution programme.Key focus:- Identification, development, and succession planning of Hilton ‘Top Talent’- Successful cluster launch and support of the Hilton Apprenticeship Programme - Design and delivery of a bespoke London Olympics Cultural training workshop- Testing of the new Hilton Learning Management System (Success Factors)

A patient, resilient approach to create and launch the learning and development function in the clusterKey focus:- Engagement of General Managers to build long term trust in Learning & Development- Design and delivery of talent and management development programmes for team members, supervisors, and HODs- Collaboration with internal partners and 3rd party suppliers to drive legal and Hilton compliance from nil to 100% within 18 months- Creation and implementation of a bespoke Problem Resolution Masterclass to drive UK-wide behavioural change. Results included notable uplift in customer satisfaction metrics: 30% in team member ‘Attitude’, and 2% in ‘Overall Experience’, winning the European Culture Award, 2011

Planning, installation, bespoke configuration, and in person classroom training of Opera Sales & Catering across luxury UK hotels. Critical to this role was the ability to engage a group at varying levels in the step by step training process of Opera.

Management of the Food & Beverage team to achieve 4* hotel status.

Training need analysis and the implementation of the SAP R/3 system across the plant. Supported end-user training from a logistics perspective to ensure successful learning and adoption.

Silver service waiter and barman

Pastoral care of up to 40 children during the summer seasons on 2001, 2002, 2003.