Founder and lead coach at the UK School of Coaching & Self-Mastery. A transformational 12-month experience for heart-led coaches who want to expand their business through mastering "self"The school provides the how to of the prosperous coach approach, supporting coaches to grow a sustainable and prosperous business through service as a way of being. It de-mystifies the client creation process and invites you to step into the agency you have within you to CREATE!

I work 1:1 with any individual who is committed and ready for change.

• • Coached and supported managers on all people scorecard metrics; attendance management, supporting performance improvement, employee engagement, succession planning, diversity• Worked with the business to identify learning requirements and plug development gaps through use of competency assessments, personal development plans, be-spoke training interventions• Challenged lack of accountability from managers on people plan activities, implementing processes to drive compliance and utilising networks to gain buy operational buy inKey achievements• Worked with business leaders on an organisational re-design of our Fleet function, highlighting potential savings from people costs of £633,500 per annum• Designed, communicated and embedded a large scale training schedule to address culture and behavioural change, identifying cost saving efficiencies of £6000• Decreased sick absence levels week on week• Increased management capability to support improved performance whilst working towards embedding a culture of regular 121’s, and constructive 360 degree feedback • Implemented a number of diversity initiatives and challenged non-compliance to help drive culture change, boosting female presence at assessment centres by 200% for STEM roles

• HR Talent & Engagement ManagerRoyal Mail, London Oct ’15 – Sep’16 • Driving a talent agenda aimed at identifying, recognising and developing high potential employees, and improving diversity and cross functional mobility within multiple talent streams• Facilitating end of year performance review calibration sessions with senior stakeholders and coaching managers in delivering feedback to their people• Implementing continuous improvement initiatives for Royal Mail Graduate Programmes including; onboarding, offboarding, mentoring, networking events, structured learning plans, better support for line managers and process improvements• Improve recruitment and talent attraction campaigns for graduate and apprentice talent pools, collaboratively working with Shared Services, internal functions and external agencies to boost RMG’s EVP and brand awarenessKey achievements• Project managed a regional talent event aimed at improving diversity within senior operational roles in line with the companies’ strategic objective. Resulting in a number of successful female hires into senior positions. Managed conflicting senior stakeholders’ viewpoints under tight timescales and budgets. Working with multiple internal and external agencies to ensure all elements of the project were delivered on schedule• Tripled the volume of apprentice applications from 762 (engineering) and 661 (fleet) to 2035 and 1947 respectively• Doubled the number of female apprentice applications in both engineering and fleet functions from 4% to 8%. • Shortlisted as finalists in the All About School Leavers “Best use of School and College Engagement” awards

• Develop and drive an implementation plan for Royal Mail’s values through numerous channels, including role-modelling the values, thank you cards, networking sessions, lanyard refresh, HR Recognition Programme and monthly e-newsletter• Drive sustainable change within an organisation of 140,000 colleagues, commencing with the planning of a number of culture workshops and activities with senior leaders, producing and working to a project plan, creating support tools to meet project goals and facilitating conversations with over 23,000 colleagues to gather input across the organisation• Promote engagement through identifying, and sharing best practice• Influence financial decisions through the use of data, highlighting the planned project spending on stakeholder groups versus the impact on the business

• Partnering with Delivery Office Managers to improve engagement within high impact units• Providing advice and support to Managers on HR related queries• Addressing bullying and harassment through a number of activities including; 121’s and focus groups with managers, union representatives and colleagues• Developing and retaining our Operational talent; designing and hosting bi-monthly development sessions and bi-monthly 121’s with the Operations Graduates• Creating a succession plan for the West of Scotland Delivery Directorate and partnering with Learning and Development to ensure any identified development needs are addressed• Driving all HR related activities at a local level in line with business needs

Played a pivotal role in the Volunteer journey, particularly the recruitment, scheduling and rostering of the Games Workforce; with up to 16,000 constituents (mostly Volunteers) across more than 16 venues (competition and non-competition) with over 1000 different job roles. Key Responsibilities:• Sift and sort 50,000 Volunteer applications based on skill, experience and preference, whilst ensuring diversity and inclusion as outlined in the bid aspirations of the Organising Committee, Host City, and Commonwealth Games Federation (CGF).• Design, create and manage an interview schedule, to accommodate circa 25,000 interviews, and fill 15,000 volunteer positions• Develop policies and guidelines for the scheduling and rostering of Volunteers and Paid Staff to Games Time roles• Design and deliver tools, training, support and advice to Functional Areas to assist in managing the scheduling and rostering of Volunteers and Paid Staff to Games Time roles, ensuring the right people are in the right place at the right time• Write IT test scripts for the Games Management System, working with our Games partners, ATOS to ensure the system met the business needs• Quality control, test, and maintain the information in the scheduling and rostering system, ensuring all rosters were compliant with work time regulations• Lead, coach, support and manage a team of Games Workforce Assistant Co-coordinators

• Interrogate, create, update and maintain electronic Force databases to meet statutory and mandatory requirements laid down by the Force, Scottish Executive and the Home Office• Undertake clerical and administrative tasks associated with database management and maintenance.• Complete speculative searches of datasets and records and identify and associate data as directed.• Apply geographical referencing to records using a variety of software packages including GIS and postcode mapping