We’re in the midst of an information revolution, and monitoring is at the center of it. Businesses are moving from asking, “What happened?” to predicting what’s coming, solving problems before they start and using data to unlock opportunities. At LogicMonitor, we’re committed to expanding what’s possible for businesses by advancing their technology. After all, monitoring shouldn’t just help businesses see what’s in front of them—it should create new ways for them to grow.

Founded in 2004, NetBrain is the market leader for network automation. Its technology platform provides network engineers with end-to-end visibility across their hybrid environments while automating their tasks across IT workflows. Today, more than 2,400 of the world’s largest enterprises and managed services providers use NetBrain to automate network documentation, accelerate troubleshooting, and strengthen network security—while integrating with a rich ecosystem of partners. With over 400 employees, NetBrain is headquartered in Burlington, Massachusetts, with offices in California; Germany; the UK; Canada and China.I have partnered with the business leaders to rapidly recruit, build, coach and mentor a high performing EMEA organisation, providing the full scope of HR support. Communication, Recognition and Well-Being has been the big part of our people strategy during the global pandemic with a culture built around trust and drive to succeed together as a team.

Following CA’s acquisition of Veracode, I helped to hire and support a team of eight in Prague as well as employees in France, Spain and Italy. I still supported Veracode as a business unit within CA and as part of their EMEA leadership team, I acted as an EMEA representative to the Global Executive team as well as support other business units within CA.

Veracode’s powerful cloud-based platform delivers application security solutions to hundreds of customers worldwide. I reported into the EVP of HR in the US as well as the EVP of EMEA, supporting 60 employees across the UK, Germany and the Netherlands. I helped to hire and develop a senior management team, creating a matrix structure with a focus on hiring, developing, retaining and engaging employees. I sat on the EMEA leadership team, actively participating in business issues. I had a generalist role covering many of the duties I described in my previous jobs as well as working on global HR projects such as employee surveys, performance management and learning and development. I redesigned our EMEA benefits and I worked closely with our external payroll agency. In addition, I managed the design and relocation of our London office as well as acted as Office Manager. Veracode were acquired and I successfully ensured all employees were happy to transfer their employment to CA.

Provide support and advice to GBS Managers

Unica is a leading marketing software solution based in the US. When I joined Unica, there was no HR presence in Europe, so I was recruited to support around 80 employees who were based in the UK, France, Belgium, the Netherlands, Spain and Germany, reporting directly to the senior VP of HR in the US. I had a generalist role, working alongside the EMEA Management team to provide support and advice on recruitment, development and employee relation issues in order to ensure there was a top performing team in place. I also supported the countries in APAC for one year. Some of the key projects I worked on included:• Reviewing, recommending and implementing new benefits across EMEA• Sourcing and organising management training• Assisting to develop/ implement a talent management and career levelling program• Supporting managers during the performance management & salary review process• Writing and implementing local Employee handbooks across EMEA• Reducing the workforce across EMEA for cost and performance reasons• Assisting to resolve several legal disputes in France, including one that went to court which Unica won IBM acquired Unica in October 2010 and I worked alongside the IBM HR team to help ensure a smooth transfer of business that took place in May 2011. This included consulting with employees on transferring their employment to IBM, banding employees, matching Unica benefits to IBM benefits, hiring new employees into IBM and relocating into IBM offices.

M.Y Healthcare manufactures folding cartons, patient information leaflets and self-adhesive labels for the Pharmaceutical and Healthcare industries, across 11 manufacturing sites in Europe (UK, Ireland, Germany, France and Italy) employing 750 employees.When I joined the division there had been previously no HR and my role entailed introducing and amalgamating policies, terms and conditions and benefits across the sites. A cultural change was required to assist senior managers to effectively lead their teams whilst following procedures and remaining inside employment law. In particular my knowledge of employment law across Europe vastly improved, especially in France where with my ability to speak to French I regularly visited.Key projects that I was involved included:• Changing from weekly to monthly pay for factory staff• Introducing terms and conditions for all employees• Working with management to change shift patterns and negotiating with unions• Negotiating agencies rates across Europe• Advising on redundancies, compromise agreements and dismissals• Representing the company at two tribunals• Collecting and analysing statistical data on areas such as absenteeism, salaries etc• Delivering management training on subjects such as disciplinaries, interviews etcI regrettably left after the head quarters was burnt down and moved up North

Skanska at the time were the third largest international Construction Contractor with 3,500 employees. I was employed to work on site on the company’s largest PFI Hospital project. I attended weekly management meetings, created a monthly HR report for the Directors and proposed solutions for key issues such as resourcing needs for the large growth of this project, absenteeism, turnover, training needs, salary reviews/ bonuses and strong/ poor performers.My time was split between implementing company polices/ procedures such as appraisals, recruitment, inductions and disciplinaries and leading strategic projects such as job descriptions/ job titles, succession planning, recruiting local labour as part of the 106 contract and increasing the interest/opportunities for school leavers. In addition, I was proactive in looking at risk management and retaining/ motivating employees by assisting to resolve one of their key concerns on the project – Communication. This included:• Developing a project Newsletter• Improving the suitable selection of employees• Implementing evaluation forms and employee surveys• Benchmarking/ Networking with the Construction Group of Personnel Managers• Becoming a Mentor and a member of the Sustainability champion groupDue to the changes in structure, I took voluntary redundancy

SSA Global was an IT company with over 3,000 employees worldwide. I looked after the 350 employees in the UK and 60 in the Nordic countries and worked with other HR Managers across EMEA in a fast changing environment. I managed two employees and as well as carrying out an operational role I also project managed:• TUPE/ Harmonising terms & conditions/ benefits with new mergers/ acquisitions• Redundancies, compromise agreements and tribunals• Global strategic projects such as talent Management/ performance management• The analysis of employee surveys• Management Training I regrettably left as my role changed to focusing just on Talent Management

Haley Somerset was a consultancy to the construction industry, with 5 regional offices, 3 offices overseas and a 150 employees. I set up the HR department and implemented new polices & procedures to enable the company to improve on their employee retention and recruitment strategy. In addition I worked closely with the Directors on issues such as marketing and acquisitions in the UK and overseas. I had these main responsibilities:Duties: Employee Recruitment -Wrote Recruitment and Selection Procedure -Wrote Job Descriptions -Designed adverts -Conducted presentations to graduates selling the benefits of joining HSC -Wrote sponsorship contracts for trainees -Interviewed candidates and conducted psychometric and ability tests Employee Development-Wrote and updated HSC’s employee manual -Conducted inductions for new employees -Obtained Investors In People status -Organised & publicised training events -Prepared & presented training seminars -Conducted management training -Chaired Training Committee -Set and monitor training budget & wrote objectives for training in the business plan Employee Relations -Advised on employment law issues -Advised and update the Company’s employment terms and conditions -Investigated grievances -Assisted in the dismissal and redundancies of employees where appropriate -Attended, investigated and advised on disciplinary hearing -Advised Directors on new benefits to introduce (for example the increase of holiday leave each year) -Offered advise to employees -Designed, updated and monitored the performance review procedure -Designed HSC’s Computerise Personnel database -Member of the Health and Safety Committee -Conducted Exit interviews -Managed two HR Administrators -Set and monitored the HR budget & wrote the HR objectives in the business plan -Conducted employee surveys -Applied for work permits and training visas