• Led on the data analysis and interrogation of monthly HR Dashboards, providing HRBPs and respective managers with actionable insights on; headcount, organisation effectiveness, Diversity & Inclusion, talent & capability planning, to drive and influence HR Strategy (population c.3,500+)• Collaborated on a project to improve employee engagement, which was identified as a key focus area in a recent pulse survey. Facilitated career development sessions, increased internal visibility of BAU and projects and provided regular progress updates to key stakeholders • Championed on the annual companywide Value Survey (c.24,000 employees globally).Led on comms, back-end data integrity, survey analysis and reporting visualisations • Change Lead supporting an HR Transformation project focused on recruitment and onboarding. Delivered briefing sessions to line managers, coached them on the change, their role, and gathered their feedback to ensure alignment and a level of consistency across business areas, enabling a positive candidate experience. Also advised and mapped the anticipated impact on workload for the recruitment team, revisiting once the project was in motion to establish actuals and suggest process improvements• Further support to HRBP’s included note taking at grievance meetings, populating workforce planning spreadsheets, creating, evaluating and updating job descriptions

• Requirements management and carried out feasibility studies on alternative HR systems. Ensuring current systems and processes were risk assessed and strengthened to enable the continuation of critical day to day processes, until a new system could be implemented• Project managed Disaster Recovery and Business Continuity initiative to support existing HR Systems. Carried out system risk assessments and scenario planning workshops and designed a Business Continuity Runbook to underpin all critical HR Service Operations, stored for future disaster recovery needs

HR Business Process Analyst on a Pan European HR Transformation Programme impacting 35,000 employees across 5 countries supporting the design, delivery and implementation of a new Operating Model across Sky's international footprint as well as a new cloud based HR system (Oracle Fusion HCM).The role sat within the Service Design and Transition Team to ensure the delivery of key programme deliverables whilst also playing a large role in Service and Process Design for the HR Operations workstream, collaborating with stakeholders across territories to design and implement collaborative pan-European processes that satisfied local legislative and contractual requirements.

HR Service & Process Improvement Lead within HR Planning and Change Function.• Led process workstreams to design and update processes and implement changes into the HR People system and Applicant Tracking System• Facilitated workshops to process owners and super users, analysing HR processes and creating business cases to take to Change Board. Optimising for lean processes and promoting continuous improvement• Owned and maintained HR Process Framework to ensure processes and accompanying documentation were up to date and stored in a central Process Library• Created UAT Testing Scripts on changes to HR systems, co-ordinating and conducting end to end testing in a sandbox environment • Managed business readiness and comms of projects, creating and updating training and guidance documents through to comms and briefing sessions spanning from senior stakeholders through to the end users

Recruitment Researcher at Sky supporting the Technology Team sourcing the top talent. During this period I continuously aimed to drive candidate engagement via social media, improving the candidate experience, sharing market insights with our business areas and taking the direct hire model to the next level.

Project Management support across the project team; some responsibilities included:• Attendance at Stakeholder Engagement meetings capturing business requirements for HR processes, technical enhancements and improvements• Establishing strong customer relationships and on-going Stakeholder Management• Analysing and challenging the ‘As-Is’ state of current systems, processes, working practices and company policies whilst also working to develop and challenge the ‘To-Be’ proposals• Creating and updating process maps using Visio in line with the proposals and agreed future processes/way of working• Led the design of new interactive forms on Oracle PeopleSoft to improve position management and governance for all permanent and non-permanent employees across the business

Single HR point of contact across the business for Sky's On-screen Talent, Senior Managers and Directors. Some responsibilities included:• Providing an end-to-end service of the employee life-cycle for this defined population ensuring data protection and confidentiality was met in every instance• Use of Taleo when On-boarding as well as extensive day-to-day use of PeopleSoft in the continued management of the employee life-cycle• Calculating redundancy figures and processing Settlement Agreements, Legal Settlements, and payment of solicitor invoices• TUPE projects and assisting with salary review and the bonus scheme for the Executive Directors and Senior Managers from an administrative perspective• Updating VIP HR Processes in line with policy change and department updates and improving/designing process maps in Microsoft Visio to align with those changes

Worked within the Temporary Recruitment Team, some responsibilities included:• Administration of documentation, contracts and contacting referees• Processing payroll for employees• Building relationships with each business area & stakeholder management• Prioritisation between the on-boarding of new starters, consistently meeting the agreed SLA and time-sheet deadlines for the payment of freelance employees• Training new colleagues in line with team restructure• Mentoring and managing work experience students• Extensive use of PeopleSoft for the management of the non-permanent population• Consultation and testing of newly designed/personalised Taleo applicant tracking system that was to be implemented for the on-boarding process for all non-permanent employees• Created process maps and How to Guides in line with the new process and rolled out training to my colleagues as well as ongoing support and review of any bugs or improvements required during the early stages of implementation