Responsible for supporting the business in relation to the recruitment development of the management population and succession planning . Major achievements Introduced enhanced selection methodology including use of web based psychometric testing supported by process improvements and role out of management selection workshops Introduced web based direct to market recruitment solutions and put in place PSL for recruitment agenciesEstablishment of successful internal head hunting service making full use of social media Re-engineered management training programme incorporating e-learning and integration of learning into the workplaceDesign and implementation of a development framework for the business aligned to company succession plans

Supporting integration activity following merger. Led the redesign of the TUPE process and HR delivery model. Responsibility for supporting Strategic Accounts Operations Director in delivering business performance as well as MD for Events business. Providing support to operational managers in full range of HR activities with emphasis on TUPE transfer activity and business restructuring as well as systems design and implementation. Responsible for managing Union relationship and negotiation. Case managing Employment Tribunal claims and representing company at Tribunals. Establishment of Talent Management model Major achievementsImplementation of Succession Planning in order to reduce business riskProject Management of restructure of control centre operation, resulting in dramatic improvement in performance as measured by KPI'sDelivered HR requirements in acquisition of businesses - From due diligence through to full integration Establishment of new HR delivery model ensuring ownership from line management and earlier support for business initiatives, reducing costs and improving management of staffDesign and delivery of employment law workshops to managers, resulting in a 28% reduction in appeals and ET cases Design and delivery of union relations, management selection and attendance management workshops in order to underpin HR delivery model

Southern region - A Customer Relationship Management (CRM) outsourcing provider. Reporting to the Divisional HR Director, responsibilities included supporting a call centre and outsourcing contracts as part of a generalist role. Held direct HR responsibility for three sites encompassing Local Government, Central Government, and the power industry. Worked with Account Managers and Senior Operational Managers to develop business strategies and HR initiatives .Dealt with TUPE related transfer projects. Managed 4 HR advisers.Major Achievements:Consistently delivered KPI's within six months of appointment (in contrast to four years of prior failure) after designing, negotiating, and implementing performance related pay for a Local Government contract.Cut recruitment costs 60%, the attrition rate from 23% to less than 10%, and improved the quality of recruits after introducing new competency based recruitment processes.Generated profits through cost reductions after establishing manpower planning systems.Ensured an adequate supply of well-trained staff and resolved costly resourcing issues after designing and implementing a Training School.Improved the employee relations climate after establishing a Staff Council.

iRevolution, West London - SME software services company. Reporting to the Finance Director, responsibilities included providing a full range of HR services and support to Directors and Staff with a special focus upon the introduction of best practice across the business. Designed organisational structure and implemented contracts of employment. Also coached and supported Directors and Line Managers.Major Achievements: Introduced training and development by establishing a framework, designing an induction course and a staff manual, and implementing a performance management system.Facilitated ET case resolutions by negotiating compromise agreements with solicitors following case preparation and presentation. Also represented the company at hearings.Promoted cost cutting by implementing a cost saving reward scheme.Improved staff incentives by designing and implementing a reward strategy including commission schemes and also a stakeholder pension scheme.Enhanced personnel operations by introducing a recruitment methodology, which included psychometrics and developing a redundancy programme with outplacement support.

Regional OfficeReporting to the Regional General Manager, responsibilities included delivering succession planning, organising and implementing recruitment campaigns, and managing and motivating a professional HR team. Line responsibility for 3 HR officers, HR administration team and recruitment team. Provided advice and guidance regarding employment law issues for numerous divisions within the company's London operations. Also designed and implemented management development programmes including management training.Major Achievements:Closed a supply gap by designing and delivering a management succession planning scheme for the London Retail Bank which was later replicated nationwide.Reduced by 76% the number of individuals not hitting business targets after developing performance management workshops for management personnel.Secured a year-on-year 27% staff turnover reduction after negotiating a regional pay initiative scheme as part of the company's staff retention strategy.Established a back office service centre serving central London branches.

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