Michelle Fox Email and Phone Number

Working within the Talent COE, I was responsible for transforming how M&S manages talent and succession. Working collaboratively with other areas of the Talent COE, HR Directors/Business Partners and the Business, to ensure the M&S talent plan was fit for purpose and supported the individual business units to execute their strategy. Ensuring M&S had diverse talent pipelines coming through the organisation, was also a major focus of this role. I was also responsible for Executive Coaching within M&S.

In this role, I was the talent manager for three growing new sectors for JM including Battery Materials, Fuel Cells and Green Hydrogen. Each 3 sectors were at different stages and therefore had different talent needs. Battery Materials had just entered the business growth stage, Fuel Cells was still in the business start up phase and Green Hydrogen was still at business seed stage. I was responsible for ensuring each sector has their own relevant talent strategy and I was continually looking for talent who had both technical and leadership capabilities.

In this newly created role, I was responsible for establishing the talent processes and best practice across EMEA region within the very established Clear Air business. I was responsible for developing EMEA’s 3-year talent strategy, ensuring as a region we are attracting, identifying, developing and realising talent. I introduced Careers Week globally, this was the first time JM has proactively talked to employees about their careers.

As a result of an organisational restructure, I continued in my International Talent Manager role but was also responsible for Tesco's approach to D&I. This included Developing Tesco Group (UK, Central Europe & Asia) 3-year strategy for D&I and providing local teams guidance to ensure its successful execution from both an employee and customer perspective. Reviewing our colleague lifecycle to ensure all our HR process are inclusive and that everyone feels included and welcome. Partnering with the Tesco Executive team on D&I initiatives to ensure Tesco was taking a market leading stance on D&I.

In this role, I was responsible for creating Tesco's International Talent Strategy, focussing on developing talent over the mid and long term within Tesco's International businesses (8 countries). The other core focus of this role was to provide guidance and support to our International business in the identification and development of senior level talent. I was also accountable for determining how the Tesco Group Inclusion Strategy aligned the needs of each of the markets in which we operate. My achievements including rolling out YSC JDI model of potential, internationally focused career framework and by working in partnership with local People Directors ensuring we have robust succession plans in place for our most senior positions.

Operating in both a strategic and operational capacity, I support the business with Organisational Design blueprint, tools and templates across Tesco internationally. This includes reviewing Tesco’s Work Levels framework, understanding the impacts this framework has on the broader HR community, cultural impacts and looking at future proofing the organisation including career paths and identifying skills and capabilities.

Leading a global strategic review of the organisations HR systems footprint and developing a group wide business case for the implementation of an enterprise wide HRIS (Workday). This was conducted whilst managing day to day HR Systems operations, improving HR processes and delivery within both the UK and Europe.

I operate as the specialist on organisational design within the NAB NextGen project. This involves working with key groups within the organisation to identify organisational structures and job design that align with the new NextGen ways of working.The NextGen project is an organisational wide transformation project, upgrading banking systems for future ways of working.

Engagement with key HR and Business stakeholders, identifying business needs relating to all NAB HR Systems (except SAP). This role includes responsibility for work flow management for a team of 12, ensuring the team provide high service levels to the organisation and management of HR Systems enhancement budget. This role has also included a strong focus on process improvement and metrics reporting.

Worked on a number of HR initiatives including the development of a new consulting model for the team. This role also saw me accountable for the creation of a skills matrix to identify skill strengths and gaps resulting in the development and implementation of individual development plans for all roles within the team.This role was also responsible for managing a number of key HR systems projects, including business integration activity and implementation of online individual development plans.

Created new content testing standards with the aim of improving consistency and user experience for NAB online learning programs. Governance of content testing standards ensuring programs aligned to both NAB standards and usability standards.Engagement with internal HR stakeholders and external suppliers, to ensure HR objectives were achieved to standard and within timeframes.

Responsible for working on a number of HR related projects including implementation of SAP training and events, staff relocation program and streamlining of internal processes.

Leading a team of six employees responsible for the generation of employee contracts across all Coles Myer brands. Involved in contract automation project, reducing resource volumes required and improving service levels for organisation.

Responsible for the generation of employee contracts for all levels of management within the Coles Myer organisation. This required an understanding of Employee Relations requirements and HR policies.

Payroll position responsible for the processing of payroll for management employees across the Coles Myer organisation. This included reporting on payroll discrepancies and contract generation.

Provided coordination support across recruitment, training & development, payroll, management of contract employees, sick leave management.

HR generalist support role, providing administration and coordination support across recruitment, training and development, payroll and other HR functions.