Helping EY's clients across the public and private sector solve some of their biggest challenges in the learning and development of their most important asset, their people. For example:- Learning transformation and large scale learning deployment to over 100,000 employees to develop new critical knowledge, skills and behaviours to prepare for changes as a result of Brexit.- Learning transformation to prepare an organisation for significant regulatory changes to how they train their employees and advise them on a new approach to consider alternative entry routes into the profession, utilising the apprenticeship levy.- Training lead on a large scale SAP implementation, managing the training strategy and training project team and senior Partner stakeholder engagement.

Designed the EMEAI talent development strategy and implemented sustainable, flexible and culturally appropriate learning to develop the regional talent pipeline.Talent review and succession planning that increased mobility of talent across the business globally, including organisation review, succession planning and performance management activity.Developed onboarding programmes that reduced time to competency and maximised new hire engagement, including bespoke onboarding programmes for critical senior new hires.Provided L&D consultancy support to HR Directors and business leaders.Led the regional L&D network, creating alignment and execution of the talent and development strategy. Responsible for the development of the L&D team's capability through training, coaching and mentoring.Managed external supplier relationships with budget holder responsibility.

Responsible for the learning and development initiatives for the Global Supply Chain division in Europe, supporting 11 facilities across 5 countries. Key achievements included:• Completion of a robust learning needs analysis to identify development priorities.• Developed strong relationships with key stakeholders to understand their needs and influence them on suitable courses of action in a very complex matrix organisation.• Established an L&D network (both internal and external) to execute the delivery of the L&D strategy across Europe (including the management of key external supplier relationships).• Development, delivery and evaluation of a suite of learning materials available in multiple formats, translated and localised to suit the learner’s needs.• Implementation of companywide core development programmes into the EMEA region.• Implemented a “high velocity trainee” programme to fast track the development of high potential employees into senior leadership roles.• Provision of ‘bespoke leadership solutions’ as required to support the business, including facilitation of leadership team events using behavioural profiling, ad hoc development programmes on project management and change management, facilitation of European team / leadership meetings, coaching business leaders and building individual development plans for emerging talent.• Implementation of a standardised onboarding programme for key leadership positions.• Worked with the Regional HR Director on the wider people agenda, including activities related to performance management, employee engagement, recruitment, communication and employee relations (ER).

I had responsibility for the content design, delivery and evaluation of key L&D initiatives. • Working as part of a wider team to develop and implement high standard, robust L&D initiatives to support the business in the most relevant and cost effective ways available through TNA and stakeholder consultation.• Managing the day to day development and implementation of a number of learning initiatives to a variety of people from support services to qualified fee earners.

Promoted to this position having previously been the firm’s Graduate Recruitment Adviser. Responsibility for the firm’s trainee solicitor life cycle and supported learning and development activities.Involved in a number of learning interventions such as induction, regulatory legal training, supervisor training, interview and assessment centre training, commercial awareness skills sessions and presentation skills.

I worked as part of a regional team providing a HR and Graduate Recruitment service. This included providing HR advice to key stakeholders within the business, including senior managers and partners on a range of issues to help manage risk and ensure best practice. I was responsible for managing HR administration (SAP) and was a first line of support for HR procedures including paternity, promotion/review processes as well as disciplinary procedures. I co-ordinated the inductions for new joiners including experienced and graduate recruits (including the central induction for circa 1000 graduates).I was also managed the process for the annual recruitment of over 70 graduates and undergraduates into two North West offices and later four northern offices. This included preselection, psychometric testing, interviews and final assessment days. I coordinated the summer placement and industrial placement schemes to ensure undergraduates enjoyed a positive experience of the firm. I delivered all the relevant HR inductions/team building activities and was the point of contact for all their HR queries. In addition, as part of a campus management team, I managed relationships with key university careers services and arranged and attended a number of campus events.

This role involved research and business development to expand the client database and maintain relationships. Duties also consisted of searching and selecting, screening and interviewing candidates for jobs to ensure clients received the best service. I was also heavily involved in coaching candidates on interview techniques, sector/industry knowledge, psychometric testing and assessment centres and attended various graduate fairs, forums and presentations.