Nigel Morton Email & Phone Number

London, United Kingdom

An experienced senior international HR executive with a demonstrable track record across a number of business sectors including FMCG, manufacturing, telecommunications, and financial services as HRD and HR business partner with responsibility on both a national and global basis. - Providing support to Corporate, SME’s & Start-Up companies fulfilling interim HR transformation and change management, mentoring, coaching and advisory roles. - Proven record of organisational change leading to increased profitability in highly competitive environments- Effective management of change during mergers, acquisitions and restructures- An HR ‘Trouble-shooter’ with a proven ability to revitalise businesses performance- Excellent people, team building and relationship management skillsInterim assignments :- HR Consultant - IPC Information Systems - January 2016 - April 2016HR Project Manager - Thomson Reuters - October 2013 - April 2015Global Head of HR - Lumata - August 2012 - April 2013Transformation & Change Consultant - Lloyd's Register - October/November 2012Global HRD - FrontierMEDEX - October 2011 - May 2012HR Director - Avanta Enterprises Ltd - February 2010– June 2011HR Director - International SOS/Travel Security Services - July 2008– January 2010 Head of HR - Abbey/Santander - June 2007– June 2008 Head of HR - Natixis - February 2007– June 2007 HR Programme Manager - Barclays Bank Ltd - August 2006– December 2006 (5 months)Skills/SpecialismsInterim, HR transformation, turnaround , start up and change management, M&A, integration and OD, mentoring, coaching and advisory roles. Extensive USA, Asia, Japan and European experience

London, United Kingdom

Key responsibilities :-• Development of a project plan to integrate the Etrali business of some 500 employees worldwide within the IPC organization

Hatton Garden, London

Responsible for project management and delivery of major OD, change and efficiency projects for the global IP & Science division. Key achievements included. :-• Responsible for HR M&A activity including due diligence and organisation integration of various global acquisitions with turnover of US$150m and employee headcount of 300+• Led the divisional talent and development agenda for 6 mons following the resignation of the VP Talent & Development• Delivery of salesforce capability project for 400 globally based quota carrying sales reps,and ramp up time improvement for inside sales, Account Managers and SAM’s increasing sales effectiveness by 10%• Employee restructuring project successful in removing US $1.6m of cost.• OD and design project to create a new Global Customer Service function

Gloucestershire

Interim HR Director responsible for organisation design changes to build and resource a new international structure

• Developed a cultural change programme and associated HR development and policy initiatives to turn Avanta into an employer of choice - achieving Sunday Times Best Company 'one to watch' status in 2011• Developed Senior Executive leadership and management programme to improve teamwork and performance• Designed and implemented a 'first line management' assessment and development centre to transform capability over 24 month timeframe• Introduction of new Performance Improvement Process to manage and drive improved levels of performance• Development of new recruitment model and process to reduce the average cost per hire, improve the quality of hire and reduce the time taken to recruit• Benchmarking and made changes to existing salary, bonus and benefits at executive and staff levels to drive improved performance and market competitiveness

• Design of new organisation structure and appointment of a senior leadership team from the joint venture partners• Establishment of performance management system, reward strategy and talent plans to attract, retain and engage the human resources necessary to deliver the current business plan• Creation of a new employment framework, policies and procedures, contracts for the UK division and global teams• Development of succession and talent plans for senior leadership team and key positions with ongoing coaching

• Delivery of new organisation design, restructuring and negotiation with Trade Unions and employee representatives on reductions and TUPE outsourcing of non core processes and teams• Implementing annual performance targets and metrics to drive performance improvements• Coaching and support to senior managers to develop personal competence and skills• Programme management of bank wide retention initiative • Management, motivation and development of a team of HR business partners

Interim HR Manager for the Investment Bank and Commodity Broking House teams. Key achievements include : -• Recruitment and selection of front and back office staff to Commodity Markets and Investment Banking teams• Development of plans to integrate two London based investment banking businesses• Review and implementation of a new market competitive benefits package to retain and motivate staff• Management of HR team

Interim assignment responsible for reviewing and making recommendations on the change management, training and resourcing proposals for the new organisation design of Medium Business & Agriculture division of Barclays

Reporting to the CEO and responsible for the development and implementation of a new business modelKey achievements :• Developed and implemented organisation development plans to create a new European organisation for the business and FMCG divisions• Established a talent management programme to identify and accelerate the development of talent across the business and fast track ‘high potential’ employees• Introduced coaching and development programmes to build increased leadership capability• Implemented a new Performance Management system for all employees to measure and drive improved performance with clear links to reward and incentives• Restructured the HR service reducing costs through standardisation of key processes, removal of duplication and focus on key business requirements• Introduction of an Employee Commitment survey to drive culture change, and increase levels of engagement enabling Canon to become the recognised employer of choice in its sector

Responsible for providing a complete HR service for Service Providers employees in Europe, Japan and USAKey achievements included :• Development and delivery of an HR strategy which contributed to the achievement of record sales and margin results in 2001 and 2002• Design and facilitation of a variety of quarterly team and business strategy events for senior management feedback from which stated these events had resolved some key business problems and behavioural issues between team members• Development and implementation of a resource strategy resulting in the rapid external recruitment and transfer of experienced senior staff to support the establishment of a global organization• Creation and implementation of a talent management programme to ensure the existence of succession plans for all management and key roles• Leadership, coaching and development of a team of HR professionals operating in a global business partner model.

Responsible for designing employee policies and procedures to attract, retain and motivate employees Key achievements included :• Development and implementation of a new compensation and benefits framework for all employees in a newly quoted plc• Managed annual performance review, salary review, and bonus schemes • Successful design, implementation and collective consultation with a newly created Employee Consultative forum• Seconded to Cable & Wireless, USA for six months to assist the integration of the MCI Internet division

Reporting to the Group HR Director and responsible for the development of employment policies, reward and incentive schemes to support a rapidly growing, flexible, and high performing organisation.Key achievements included :• Design and implementation of pay for performance and flexible benefits schemes enabling the company to attract, retain and motivate employees in a highly competitive labour market with turnover 3% below industry average• Design, development and evaluation of an incentive scheme for the national sales organisation• Design and management of the company's first major redundancy programme

Responsible for the design and development of a strategic HR consultancy service to the business and acting as a senior consultant to the Sales Division Key achievements included :• Implementation of a new national sales model to create a ‘solution selling’ capability for major accounts• Development of new compensation packages to drive performance and change behaviour in the new sales environment. • Development and management of the annual performance based pay review process• Strategic business review of the Customer Premises Equipment (CPE) business resulting in its successful sale to Siemens

Dagenham, Essex

Masters, Human Resource Management

Activities and Societies: Drama societyPost Graduate degree in Human Resources

Bsc (Hons), Accountancy, Economics, Finance

Activities and Societies: Drama society Telford Hall student repGraduate degree in Banking and Finance