HR rewired is an innovative and award-winning HR advisory firm that provides support for anti-racism and racial equity assurance to public, private, and leading nonprofit organisations across various sectors and geographies including the UK, US, France, Namibia, Botswana, Brazil, South Africa, India and Australia. We work closely and quietly with executive boards, encompassing corporate affairs, investor relations, HR, DEI, communications, marketing, and risk departments, to help address social issues that are the least quantified, least understood and most uncomfortable. The intersection of equity, social, and workforce risks with Environmental Social and Governance (ESG) frameworks, sustainability regulations and evolving stakeholder expectations presents a transformative opportunity. Few advisory firms can navigate this as effectively as HR rewired. Based on how we have supported other organisations, we can help to:1. Assess your culture and operations and determine what may be causing disparities in experience, opportunities, and outcomes for different employee groups.2. Review your current initiatives and programs to assess progress, identify practices that may undermine effectiveness, and highlight opportunities for maximising impact and meeting your desired outcomes. 3. Operationalise your plan, engaging key stakeholders with the right messages at the right time with practical strategies to engage even the most reluctant among your managers and employees.4. Develop robust change management and accountability frameworks to avoid fragmented implementation and inconsistent results.5. Incorporate racial equity into your broader workforce HR and DEI strategies and reporting with suggested metrics and approaches that comply with sustainability regulations, future tender requirements and ESG disclosures. If you think we can help, do get in touch via www.hr-rewired.com or email us directly at hello@hr-rewired.com

The African Diaspora Economic Inclusion Foundation (ADEIF) was registered as a charity on 29th November, founded by bestselling author and Managing Director of HR rewired, Shereen Daniels. Our ground-breaking charity works to specifically address issues of economic inequality for members of the African Diaspora, in particular supporting and uplifting African heritage female entrepreneurs and business-owners. Through providing grants and hosting events, we provide both financial and non-financial support to help viable African Diasporic businesses to thrive. Lack of access to finance, funding and network are consistent challenges affecting women business owners. These issues are exacerbated for Black women who face exclusion because of both gender and race and ADEIF exists to help remove those barriers.

Accelerated programme for select candidates with potential to be future MPs. Programme includes insight and training into: How Parliament works including the role of Ministers Media awareness  Exploring the practicalities of political leadership

An events networking company privately owned valued at £2.2m. Appointed by the Founder/CEO on an interim basis to prepare for next phase of international growth. Advised on competitive analysis, market opportunities, business model options and realigned team structure.

Reporting to the Global HR Director, setting and delivering the UK HR strategy to support a coffee business that’s the UKs 3rd biggest coffee chain and 4th biggest on the European Coffee Market. £277.3m turnover with a headcount of 5,134 employees (81 nationalities) within 625 stores across the UK and Head Office. Responsible for a team of 14 at Caffè Nero; Head of HR (Stores), 7 Regional Business Partners, Head of Resourcing, 2 Resourcing Advisors, ER & Welfare Manager, HR & Benefits Advisor and HR Assistant. Key deliverables: Performed job analysis, including evaluation, an internal comparison and external survey (Towers Watson) to identify Caffè Nero strategic market pay position and submit Board recommendations for annual salary reviews, ad hoc salary reviews, gender pay rationalisation and new hire salary bands. Increased unique visitors by 2,000 on average per month and applicant to interview conversion by 40% by developing the Caffè Nero employer brand, partnering with Brand and Marketing to create online collateral and targeted job adverts.  Rationalised the recruitment spend of £200,000 at Caffè Nero, reviewing analytics to inform on performance of different recruitment channels. Resulted in reducing cost per applicant by 30% and cost per offer by 26% and a £50,000 annualised saving on head office agency fees. Kept abreast of market trends and competitor activity to inform on strategic people plan for FY16/17 and FY17/18. Resulted in improving pay position for 1,250 London based employees that led to a cumulative decrease in turnover by 18%. Tendering and commercial renegotiation of non-salary cost lines within the HR budget at Caffè Nero to produce a net saving of £206,000 (via a new life insurance, health insurance and employee benefits platform) in Y1 and subsequent flat budget for Y2 and Y3.

Personal development/coaching cards to to turn creative aspirations into realistic goals. www.achibe.com

A subsidiary of Greene King PLC, created with the buyout of two independent private equity backed businesses; Capital Pub Co. and RealPubs to create Metropolitan Pub Co. 71 premium food led London businesses, headcount of 1,500 and £84m in turnover. Reporting to the Group HR Director (Greene King).Responsible for team a team of 5: HR Business Partner, Recruitment Manager, x 2 L&D Managers and Events and Office Manager.Key deliverables: Harmonised remuneration terms and conditions for Capital Pub Co and RealPubs as part of a Greene King acquisition (the two private equity backed independent pubs merged to become Metropolitan Pub Co.). To support capex proposals for new site bids, produced workforce plans to identity risks, build what-if scenarios and cost models. Successful with winning 70% of our bid submissions. Tasked with delivering blended 20% returns by Year 3 - 50% of new openings showed positive returns in Years 1 and 2. Introduced revised performance related pay scheme for General Managers and Senior Operations Managers to ensure greater alignment with objectives (versus behaviours driven to maximise incentives).  Increased direct hire ratio by 40% (saving £260,000 in agency fees) and increased number of direct applications by 20%. Spearheaded the senior leadership development in collaboration with the Greene King Talent Director, of x 11 Operations Managers, x1 Director of Food and x 4 Executive Chefs at Metropolitan Pub Co. Resulted in the promotion of one Operations Manager to Operations Director and led to an 80% retention rate for remaining 10 Operations Managers and 100% retention for Exec Chefs over a two-year period. Successfully embedded of an online behavioural assessment tool that was used in recruitment process to assess candidates. Enabled consistent hiring in senior roles which decreased general management turnover in the first 12-16 weeks by 20%.