Part of a senior leadership team, working with the Store Manager to build capability through coaching to improve performance.Understanding culture and utilising forums-morale and surveys to improve communication and conditions in the environment.Leading and delivering business plans by facilitating activities with teams to ensure milestones were on track to land and sustain change.Taking ownership of people routines and driving individual accountabilities to the management population to obtain commitment and compliance on implementing procedures and policies.Leading and supporting the development of others and progressing talent through the programme cycle and promoting cross format moves.Resolving complex grievances on the group as a Lead People Manager and giving counsel to store teams on investigation and disciplinary matters.

Part of the Tesco Now operation, working with the team to launch the fulfilment stream for a new on demand shopping service in London.Working with a third party organisation, Quiqup and other Stakeholders in Tesco to mitigate risks and determine procedures in line with good practices prior to launch.Engaging store teams and other stakeholders to understand the concept and mechanics of the trial.Collaborating with the Customer Engagement Centre to shape routines so that they were equipped to manage a seamless customer experience.

Leading the end to end people stream and managing impacts to successfully deliver the transfer of Euphorium bakeries to Tesco stores.Working with Employee Relations and Company Solicitors to define best practice for leading a Tupe and Redundancy process to be delivered in parallel with each other.Working in collaboration with the Union and other People Business Partners across multiple departments to define processes, identify risks and create documents and communication to support delivery of the change.Managing execution in stores by liaising with Euphorium and the Operation People Teams to land all elements of change.Undertook personal up skilling in Employment Law to confidently advise others on complex matters.

Aligning company policy and incorporating a process for all formats to manage colleagues with health matters following the government review of sickness absence across the UK and the subsequent launch of the Fit for Work service.Working with Occupational Health, the Union and Stakeholders across all formats to gain further insight on physical and mental elements of job activities and writing role responsibilities and tasks involved to aid proposed recommendations.Devising a toolkit including letters, a flowchart and checklist for all formats to manage colleagues through a robust process.Creating a presentation for Group People Business Partners outlining the change work to deliver to their People Partners prior to launch.Working with the Communications function and utilising the appropriate channels for the delivery approach across formats whilst keeping all stakeholders engaged and shaping plans further from feedback obtained.

Leading a structures change plan across stores in 4 locations and undertaking additional responsibilities as a Lead Coach across the large format.Working with store teams to ensure successful candidates were appointed into the creation of new roles and existing roles aligned with broader responsibilities.Building a plan to ensure all candidates appointed in the new roles had the opportunity to attend the on-boarding and training days. Delivering the on-boardings, leadership and operational training using a range of techniques to captivate the audience.Working with Head Office to resolve queries that emerged throughout the business change from other Coaches and responding swiftly with outcomes.

Coaching Managers to conduct quality interviews and select the best candidates to improve retention.Creating fantastic first impressions by delivering a great induction and supporting the candidate care journey ensuring Managers had plans in place to train and review their new starters.Building training plans for the store to ensure colleagues were trained to the right level to deliver their role and legal responsibilities were met.Spotting talent and developing candidates with potential to fulfill their career aspirations through the opportunities cycle.Supporting the group development resourcing plan by being a voice at meetings and delivering leadership and operational workshops to aid candidates progression.Working with the store management team, addressing under performing measures and routines and influencing behavioural change needed to improve performance.