Lead the People Operations & Reward functions, providing a wide array of Employee Experience related services, including: First line Employee support, Payroll & Benefit administration, Employee Relations case management, People Systems & Data management, Reward, Policy governance & Global Mobility.

I lead the Global People Operations function responsible for providing a number of Employee related services across 30+ countries. These included; Payroll & Benefits administration, Employee support, HR Systems & Data, Workforce insights, Global Mobility, as well as all global policies and procedures.

Following a return to the UK at the start of 2018 I joined MotorK. My role was responsible for all global services provided by the HR department (including: Payroll, Reward, Benefits, HR administration, Global Mobility, HR Systems, Workforce insight & Performance). My direct team was based in Italy so my role required me to split my time between London and Milan.

Being both strategic and hands on, my role takes responsibility for global services provided by the HR Services department (including: Payroll, Reward, Benefits, HR administration, Global Mobility, HR Systems, Contingent workforce management & Workforce insight)Responsibilities include:• Building, maintaining and leading the HR Services team through effective recruiting, training, coaching and succession planning• The strategic direction and formulation of company wide global HR policies, procedures, systems and initiatives• Driving the implementation of HR system enhancements from design to implementation• implementing a global HR Data Management strategy ensuring HR data is appropriately entered, stored, structured, secured, accessible, accurate and compliant (with all local regulations)• Building and maintaining strong internal relationships with key HR and business leaders• Managing external vendor relationships, ensuring effective levels of service is provided at all times• Overall ownership for Global mobility services across all Klarna locations• Reviewing and improving the management of Contingent Workforce• Partnering with Compliance, Legal, GPO, Internal Audit and Finance teams to ensure compliance responsibilities and support internal process controls• Managing the various HR related audits, both internal/external (e.g. Remuneration, payroll, etc)• Effective forecasting and ongoing management of the HR Services cost center/budget

Passionate about sport. Innovative in our approach. Ready to be amazed. Betfair is a different sort of betting business.There are many parts to the Betfair story; market-changing products, technological innovation, a continual understanding of the potential needs of customers, but overall it is a story of success. In a short space of time, it has grown from an idea to highly successful Global brand with over 1800 employees.As a key member of the HR Leadership team, reporting to the Global HR Director, my role is focused on delivering the overall HR Operations strategy, along with overseeing key global HR projects.Responsibilities include: • Ownership for the strategic direction of our global HR policies, procedures and systems• Driving best practises across the whole function to support continuous improvement• Overseeing all HR Data & reporting, presented across both HR and the senior leadership• Owning relationships with all our key external partners• Overall programme management for key HR projects• Owning the overall HR budget (circa £3,500,000)• Representing HR on a number of key company wide committees (including Risk, Fraud, Staff Betting and Health & Safety)

Following a large restructure within HR, my role was accountable for 2 key areas within the HR Division (HR Systems & Talent Acquisition)As the Head of Talent Acquisition I was responsible for: • Owning the global Talent Acquisition strategy and operational delivery across the business. • Management of the contingent recruitment Managed Service Provider• Building strong relationships with key senior stakeholders, up to the Executive board level• People management & development of the internal TA team• Delivering Executive search recruitment, working with both the internal team and 3rd parties• Championing the “Every candidate is a customer” mentality

I took over management of the Talent Sourcing department at the beginning of 2012, while retaining my role managing all Temporary recruitment across the business. My responsibilities included:• People managing a team of 8 recruitment specialists, delivering permanent hires globally• Acted as the Relationship manager with our 3rd party Master Vendor (Temporary recruitment)• Managed the sourcing strategy for Talent attraction, with an emphasis on proactive sourcing• Delivered effective talent pipelining & competitor mapping strategies• Ensured their was a clear focus on "The Candidate experience"• Built and maintained strong relationships with key stakeholders across the business• Defined and managed the recruitment advertising strategy (including budget ownership)• Managed relationships with all 3rd party recruitment partners (Agencies & Job boards)• Worked closely with HR management to improve processes and policies across the function• Produced regular Management Information reporting

I was brought on board to focus on 2 key areas; the first was to conduct an audit, assessing the current recruitment and management of Temporary workers across the business. The second was then to take full ownership for the recruitment of all Temporary worker needs. Responsibilities included:• Evaluation of the Temporary recruitment strategy & processes in place.• Made strategic improvement recommendations and implemented them across the business• Built strong relationships with senior stakeholders across all areas of the business• Managed the recruitment and management for all Temporary workers• Management of all 3rd party recruitment suppliers (both Permanent and Contract)• Helped define and implement a new end-to-end recruitment process for both permanent and temporary recruitment.

Deutsche Bank are one of the leading global investment banks with over 100,000 employees across 74 different countries.My role involved working as a Recruitment specialist responsible for owning the recruitment strategy across 2 key areas of the Technology function in London (Equity Derivatives & Risk)Responsibilities included:• Building and maintaining strong relationships with hiring managers and HR Business partners• Providing recruitment strategy advice and implement appropriate solutions• Managing full recruitment life cycle in a high volume environment• Organising and leading recruitment events, assessment centres and agency briefings• Utilising direct recruitment to source candidates (from Analyst to Senior VP level)• Conducting HR Interviews• Managing all 3rd party IT recruitment agency vendors• Organising quarterly vendor reviews• Maintain market intelligence and business knowledge

Elan Computing was established and recognised as one of the leading IT recruitment companies with 49 offices across Europe. I was brought on board to help build and develop a flagship Permanent division within the London Head office. I then moved across to Head up the London Permanent Key Accounts Team

Spring Technology is established and recognised as one of the largest IT recruitment companies in the country.My role within the organisation was as a full lifecycle Recruitment Executive placing both permanent and contract IT candidates into companies based within London and surrounding counties. I worked on the New Business Team, dealing in vertical markets. My specialised area was within Infrastructure and support, due to my extensive previous experience.

I worked as a self employed Futures Bond Trader, working out of Marex Trading offices. During this period I developed a thorough understanding of the financial industry and traded competently in a number of different financial markets.

I joined I.T. Incorporated as a 1st and 2nd Line Support Analyst. As a company they supply complete I.T. and Telecoms solutions to the UK construction industry. My role involved supporting approximately 1500 users nation wide. The support included P.C. hardware/software, networking and telecoms issues.I was promoted 10 months later to an Installation Engineer. This role mainly involved visiting construction sites to setup I.T. and Telecoms networks. As the role progressed I was promoted to Customer Technical Engineer. This role meant I was the technical liaison and account manager for specific customers. My main role was to project manage all I.T. projects that my customers requested – taking them from planning to implementation and support. The role also involved training & support to customers on new technologies that our company supplied such as wireless data cards, PDA’s and smart phones.In February 2005, I was further promoted to Configuration Manager. I maintained my previous responsibilities and adopted the management of the configuration team. This involved managing the setup and delivery of all new hardware as well as supervising the timely repairs of all hardware and software related issues.