Rowena Cooper Email & Phone Number

Leeds, West Yorkshire, GB

Role purpose: To design and support the implementation of an exemplarily candidate experience from attraction to on-boarding for this purpose lead start-up Bank.

Longbridge, Birmingham, GB

• Role purpose: To design and execute a vision, brand and talent acquisition strategy, underpinned by technology, to give St. Modwen an edge in the highly competitive industry sectors it operates within. The role.
• Hiring CEO and four members of the Executive Committee team, achieving the strategic diversity and inclusion objectives.
• The design and successful implementation of entirely new talent acquisition approach with candidate experience at heart, inclusive of D&I targets and method to achieve the National Equality Standard in 2022. St. Modwen.
• Achieving 62% direct hiring by month two of the new talent acquisition service going live.
• The introduction of workforce planning, allowing the forecast of resource and capability requirements for the next 12-18 months, 3 and 5 years out, addressing retention risks.
• Personally, renegotiating existing partnership contracts saving the business £568,000 in the first four months of my tenure.

Bicester, London, GB

• Role purpose: To design, implement and successfully deliver a new resourcing strategy for The Bicester Village Shopping Collection, Europe. The strategy includes digital sourcing approach, SAP SuccessFactors Recruiting.
• The successful creation and implementation of a Europe wide on-boarding programme, to support new colleagues immerse in the culture, make connections, understand the business andto perform in their role more swiftly.
• The design and successful implementation of entirely new recruitment process with candidate experience at the heart, taking our average time to hire from >100 days to 42.2 days.
• The end to end implementation of technology, SuccessFactors, and associated change initiatives across 7 European jurisdictions.

London, Greater London, GB

• Role purpose: To lead the transition for recruitment from outsourced provider (Omni Resourcing Solutions) to the creation of a completely new in-house resourcing function. I completed the 12 month programme in just 8.
• Achieving 51% direct hiring by month two of the new service going live.
• Cost per hire was £6,966 in 2015, cost per hire was just £2,701 by month three of the new service going live, a percentage decrease of 59%.
• Negotiated a set management fee and implemented this within 6 weeks of joining the business. This resulted in a minimum cost avoidance of for Grant Thornton of £97,509 and a maximum cost avoidance of £413,559 and a.
• The successful transition from iGrasp and the RPO's systems, to the implementation of the recruitment module of Workday (the chosen applicant tracking system), and integration with Broadbean and Appian (enabling a.

UK, Australia, Spain, Chile, Poland, New Zealand, Hong Kong SAR, Türkiye, Brazil, Mexico, The US, Middle East, Ireland, Saudi Arabia And India., GB

• Role purpose: To lead in the delivery of the global talent cycle for the top 500 employee group within UK Market Unit resulting in nationwide, cross functional succession plans up to and including the Executive Board..
• Facilitated succession discussions or 'Talent Boards' with Board, multiple Exec and senior leadership teams, to create a single UK view of the top 500 employees, from emergency cover through to 5 year succession plans.
• Talent analysis, identified talent shortages and high potential employee profiles created and delivered in line with the global talent strategy and timeframe.
• Successfully introduced a new model of potential (YSC – Judgement, Drive, Influence) in line with the global talent strategy and timeframe.

Manchester, England, GB

Role purpose: The design, development and leadership of an integrated strategy for talent development, evaluating current organisation and culture against need, assessing the gaps and creating and directing a plan that addresses gaps identified. This work went on to support the formulation of the Food business strategy in collaboration with the Boston.

Manchester, England, GB

Role purpose: To design, develop and implement a Group wide Resourcing Strategy (The Co-operative Healthcare, Funerals, Online Electricals, Security, Travel, Legal Services and the Corporate Centre) from sourcing to on-boarding (including org design, technology and assessment of team capability) for Store colleague to Exec level recruitment. I completed.

Bradford, West Yorks, GB

Role purpose: Reporting to the Retail HR Director, leading an internal team of 9, supporting all aspects of recruitment for the 430 stores and Head Office functions – salaries from £20k to £150+ Fully responsible for forecasting and managing a budget of £2.3m.Achievements - Supporting the ‘National to Nationwide’ talent agenda through the acquisition of 40.

Leeds, Yorkshire, GB

Role purpose: Duel reporting to the HR Consultancy Director and Northern Foods HR Director in the provision of a dedicated talent acquisition service for all salaried roles and business functions in the UK’s largest Chilled Food Division, consisting of 19 food manufacturing sites - salaries ranging from £30k to £200k+ including all executive, experienced.

Costa Mesa, CA, US

QAS, now part of Experian Plc a FTSE 50 organisation employing over 15,500 people in 38 countries, Experian is a global provider of information, analytical tools and services to businesses and consumers to manage the risk and reward of commercial and financial decisions.

The Science Of Well-Being

Cambridge Institute Of Sustainability Leadership, Sustainability Essentials For Business

Ba (Hons) Human Resource Management, Human Resources Management And Services

(European Equivalent To A’ Levels)