Experts In Nuclear Talent Solutions For Net ZeroProvision of workforce, planning, process and projects solutions to the nuclear industry and other highly complex regulated industries on a journey to net zero.

Morson International is a leading provider of human capital solutions. As an Account Director and member of the Senior Management Team, held responsibility for a key account encompassing talent acquisition, 360 recruitment and employee management, in tandem with progressing innovation and best practices in employee lifecycle service delivery. Has a reputation for steering people, human resources, and talent management excellence. Delivered successful talent acquisition strategies through a combination of forging long-term senior client relationships and via strategic people bid proposalsSuccessfully developed and project managed the implementation of a Contractor Migration that encompassed collective/individual consultations, pay negotiations and the TUPE of 250 staff Rapidly implemented the Furlough Scheme for 270 employees at the onset of Covid-19, and developed a virtual redundancy programme for 152 employees that reflected demand changes in the Covid-19 climate Critical to the introduction of policy changes following changes to Working Time Directive, Agency Workers Regulations, Equality Act 2010 and IR35 Off-Payroll workingManages the people plan behind employed and temporary worker workforce distributed across satellite sites in challenging, unionised environments Mentors, develops, and engages the team who deliver HR, recruitment, payroll, and Security Clearance services Uses metrics to understand the value of investment in recruitment operations to enable future talent strategic improvement and to work with leaders on improving talent acquisition and management plans Strategic project management of recruitment campaigns, largely in the digital space, while overseeing the success of the Recruitment Team, tools, and systemsEnsures that attraction strategies are diverse and inclusion, instrumental in shaping new ideas and approaches in a candidate short market, enjoying the challenges of niche recruitment campaigns

Partnered with the Managing Director to create and execute a technical engineering recruitment strategy for a key global account, ownership of talent acquisition, P&L, client relationships and growth Successfully implemented talent attraction strategies embedding new best practices towards eRecruitment and digital-social recruitmentIntroduced new data-driven approaches to recruitment increasing the focus on resourcing and retention, worked with senior stakeholders to improve recruitment alignment enabling short-term and long-term resourcing goals to be achieved Developed a brand-new suite of job descriptions that aided talent attraction, branded recruitment advertisements that improved the positioning of clients as ‘employers of choice’ Introduced a 24/7 CV sourcing programme designed to build up a contractor database, key in retaining clients against competitors Owned the talent acquisition, training, and management of Recruitment Teams, steered learning and development initiatives that improved their effectiveness in managing talentPerformance coached multiple teams across geographically dispersed sites to ensure that recruitment, human resources, and client resourcing requirements were captured and delivered to meet business needs.Key achievements:• Employing a Customer Relationship Management programme (CRM) process using data analysis to improve business relationships focusing on key areas of resourcing and retention of critical skills. Networking and following key client stakeholder’s careers to increase growth through new areas and new clients.• Sourcing and management of a 24 hours CV sourcing programme to increase contractor database and speed up recruitment KPI’s against competitors.• Designing a partnership with an organisation in Poland to supply Stress Engineers and work packages to meet client demands and reduce costs• Recruitment, developing and training of onsite recruitment co-ordinators to match client expansions through acquisitions

Partnered with the Head of Engineering to manage the strategic resourcing needs and drive global recruitment programmes to enable a rapid business growth in 15 counties that serve 90% of all aircraft and engine manufacturers – key to the development of HR policies that reflected changing business needs Successfully introduced a new suite of HR performance metrics that compiled data on headcount size, absence, costs, time-to-hire, retention, and succession that supported workforce plans Delivered major recruitment programmes, guided globally dispersed recruitment teams to ensure that monthly hire goals were achieved, and a positive talent pipeline sustainedExpertly consulted with hiring managers at all levels to create job descriptions, essential and desirable criterial for niche and mission-critical jobs across GKN Aerospace Managed the Graduate Scheme, with ownership of psychometric testing, group exercises, visa applications and university outreach services that created a positive early career talent pipeline Designed and implemented a new recruitment and selection process for HR and recruitment teams that defined a new gold standard for social media, digital, headhunting and network-based recruitment Consulted on a range of talent acquisition and management initiatives across GKN divisions