Responsible for the delivery of a comprehensive Reward / Compensation service for a population of circa 15,000 across various EMEA countries including delivery of the annual Salary Review, Variable Compensation Planning and design and associated governance

Responsible for developing the strategic reward agenda for the Insurance businesses, working with key HR and business stakeholders to analyse needs and develop appropriate solutions with the central reward team.Responsible for programme management and project governance of reward projects ensuring effective development and implementation into the business.Working with other Lead Consultants to promote HR as a value adding function and to achieve a consistent approach in working practices by developing professional working relationships and alliances. Manage the performance, development and delivery of three HR Consultants. Key achievements Successfully developed and implemented a common pay framework for Sales and Service Consultants across a number of RBS Insurance brands, including Direct Line, Privilege, Churchill and UKI Partnerships (4,500 employees), in order to drive harmonisation and consistency, whilst reducing complexity across brand and reducing business costs. Designed, developed and implemented a points based incentive scheme for a population of almost 5,000 staff in order to drive business performance, for which I received a Managing Directors Award for "Winning Relationships". The scheme is generating £1m+ additional Gross Written Premium per month. Responsible for managing the delivery of the 2008 & 2009 Pay Reviews for all RBS Insurance staff.

Management of the Payroll, Payroll Systems and HR Policy departments covering 17,000 employees with an annual paybill of £200m pa. Managing 19 staff and direct budget management of £700K pa.Responsible for strategic direction of the HR & Payroll system (Oracle HR) & corporate HR Policies in order to provide the infrastructure to support the changing requirements of the business.Reporting to the HR Director, contributed to the strategic direction of 5 year HR plan.Responsible for development & implementation of HR Policies and Corporate Procedures and Processes within the context of both the legal framework and the company culture.Key achievements Developed a new employee handbook for the Homebase population to reinforce the company culture.Negotiated a reduction in third party supplier support, following a review of Oracle HR expenditure.

Develop and deliver a comprehensive HR Information consultancy service to an internal and external client group, reviewing and monitoring Key Performance Indicators in order to drive business productivity. Management of the company grading structure, responsible for the evaluation of all jobs across Homebase.Responsible for corporate pay benchmarking, using job evaluation and external tools to monitor pay trends.Production of monthly HR Board Reports, providing analysis, commentary on HR activity and trends. Advise Senior Management on organisational design & structures in order to meet changing business needs.Procure reliable market pay data in order to assist in determining corporate reward policy (16k Budget) Management and development of three Information AnalystsKey achievementsDeveloped a system to allow analysis of Sales Consultant hourly rates by geographic location, in order to determine / assesses market competitiveness.Co-ordinated provision of employee-related due diligence information as part of the pre-purchase activity.Key project role in harmonization of Homebase and Argos terms & conditions of employment following purchase of Homebase by GUS plc.

Responsible for delivery of HR projects, in order to drive operational efficiency of the Homebase business.Key achievements Implementation of a new Homebase Store Structure affecting 17,000 employees, to drive sales and profit.Responsible for review of corporate reward and compensation, recommending relevant strategies in order assist in determining the pay strategy for the 2002/03 Pay Review.

Provision of an organisation design consultancy service to Senior Management to support business strategy. Supported the Reward Manager in the pay strategy through provision of pay benchmarking and analysis.Provision of job evaluation expertise to the corporate Job Evaluation Committee.Contributed to development & implementation of a generic Competency Framework across company.Implemented the 2001/02 Salary Review and management of the 2000/01 Bonus payments.Key achievements Restructure of the Marketing function in order to refocus on value adding activity.Streamlined the job evaluation process, improving efficiency and reducing Management time from 3 to 1 hour a month.

Produce & analysis workforce information including development of the annual Trust Workforce Plan.Management of the HR system (2,200 staff), co-coordinating the development budget of £60k per annum. Management of two Workforce Planning Assistants.Key achievements Implemented an Absence Monitoring process, resulting in a 2% reduction in Trust sick absence levels, equating to a £300k per annum cost saving.Designed, developed and delivered a University Management accredited course on Workforce Planning.

Produce workforce and budgeting information for Senior Management, making recommendations in areas such as recruitment strategy, absence monitoring and labour turnover.

Provision of a generalist HR service to the organisation including recruitment and selection, grievance and disciplinary, induction and advising the company Executive on remuneration strategy.