Like water to a goldfish, our environments shape us. Our purpose at Grofish is to cultivate limitless environments. We're dedicated to creating learning and growth solutions that nurture potential, innovation and enable everyone to flourish.

As interim Head of Talent Development, the aim of this contract was to step in to grow some key elements of Matches development offering as well as support the People Experience function as part of its leadership team.Key deliverables were:1. Define, create and activate a new set of values for Matches.2. Embed these new values throughout each step of the employee experience cycle.3. Create a development programme for managers and leaders.4. Source and activate a mass volume, self-self, digital content partner.

Having a solid learning team in place is vital to the success of any business. Responsible for technical, onboarding and career skills across the organisation; this role created Acamar's first Academy team and strategy.Key achievements:1. Delivery of the Producer development programme; enhancing production capability, operational efficiency improvement and increased development engagement indices.2. Transformation of the Acamar onboarding programme, uplifting content and transitioning to a blended learning approach; resulting in improved knowledge retention and decreased attrition within the first 90 days.3. Creation of the Acamar manager development programme; resulting in increased manager confidence and self-sufficiency, a reduction in HR queries and an improvement in employee-manager engagement indices.

To deliver an awesome learner experience you need a world class digital learning ecosystem. Responsible for the digital learning strategy and tech stack; this role led the digital learning team to design tech, platforms and content that helped support organisational goals and capabilities.Key achievements:1. Creation of the digital learning strategy and learning design model; resulting in quicker design delivery, better quality solutions and more efficient ways of working.2. External content provider review; resulting in cost efficiencies, a better user experience and an uplift in employee engagement metrics.3. Selection and implementation of ASOS' first learning experience platform & LinkedIn Learning; resulting in increased platform tNPS, better utilisation and an uplift in employee engagement metrics.

Leading a team to make a real impact on business strategy is what makes learning and development great. Accountable for emerging talent, leadership development, learning operations and experience as well as partnering tech, retail and customer care functions; this role worked with the senior leadership team to find out how learning could be best used to achieve their objectives and create functional development strategies. Key achievements:1. Creation and deployment of the first global onboarding programme for ASOS; resulting in an uplift in employee engagement metrics, a reduction in attrition and increased performance within the first three months.2. Creation of the Leaning Operations team and establishing the learning operating model, processes and procedures for learning at ASOS; providing an improvement in team and internal customer engagement metrics and operational efficiencies.4. Redefining the ASOS approach to professional development by linking qualifications to apprenticeship programmes; reducing OpEx and improving the development engagement indices.5. Creation and deployment of the senior leadership model and development programme; resulting in the ability to identify and develop talent.6. Development of the emerging talent ecosystem including graduate, intern, returnship and apprentice attraction, selection and development programmes; using pipelines to target knowledge and skills needed for the future success of the business. 7. Establishment of pre-early career pipelines through through partnerships with social and educational enterprises; providing feeds for grad, apprentice and intern programmes. 8. Building emerging talent diversity feeds by partnering with specialist agencies to recruit from alternative talent pools; resulting in a positive impact on gender, BAME, age and disability mixes.9. Delivering strategic programmes on diversity, equality and inclusion, OKRs and management capability; fuelling operational change and capability.

A future focused organisation needs to deliver an awesome people plan that helps support business strategy. This role was responsible for leading and making this plan happen for the UK retail bank. Delivering globally on multiple fronts including: engagement, people analytics, organisational design, reward, recruitment, and leadership development.Key achievements:1. Formulation and communication of the UK Retail Bank people plan, providing clear links to HR and the bank's overall strategy and priorities.2. Creation and deployment of a global senior leadership development programme, resulting in an uplift in leadership engagement indices, increased talent mobilisation and increased generation of innovative prototypes.

Having the right technical learning is a key ingredient to any team's success. Partnering digital, analytics, marketing and customer experience teams, this role worked with business unit heads to find out how learning could be best used to achieve their objectives.Key achievements:1. Leading multiple teams to create and deploy of the first Barclays technical induction to be tied to a professional apprenticeship; providing a better learning experience, a faster route to competency and access to government levy funds.2. Leading a project team to create and deploy of an internal learning experience platform; allowing Barclays to author and distribute content at pace and reducing the reliance and cost associated with external vendors.

Great learning needs to be engaging, impactful, and do the job it was commission to do. This role lead a team to use internal design tools and external vendors to create high quality solutions globally across the bank including: instructor led training, webinars, and digital learning.Key achievements:1. Creation and deployment of the first global induction for the whole Barclays group; resulting in an uplift in employee engagement indices, a reduction in attrition and increased performance within the first three months.2. Creation of a unified compliance passport that consolidated and improved all regulated learning into a business wide deployed plan; reducing duplication, freeing up resources and turning around low learning engagement metrics.

Making sure quality was at the top of the agenda was the main focus of this role. Supporting global retail operations through strong quality and training frameworks which provided great experiences for clients and customers.Key achievements:1. Creation and deployment of the quality and control framework for UK Retail Operations; resulting in an increase in quality, a reduction in negative audit findings and an increase in operational efficiency.

Any quality framework should support, not contradict, induction training. This role established both these elements for a new startup, making sure the relationship between the two helped the business to grow.