Responsible for Global Banking and MarketsCommercial BankingGlobal FunctionsTech

Highly challenging role heading up the recruitment function for Coller Capital. My responsibilities includeSetting the recruitment strategy for the year. Setting and managing the recruitment budgetRedesign and roll out of new process to allow for greater scalability. Ownership of end to end recruitment at all levels from Administrator to Partner, including Talent and Performance Reviews Promotion panels to identify annual promotionsSupport the HR Director in identifying and delivering development training.Salary benchmarking.

Delivery of Internal and External Hiring at executive level, partnering with C-suite executives to deliver needs.Employment of search and selection methodology. Knowledge or legislation and regulation impacting hiring at this level e.g.SMCRReviewed and supported redesign of experienced hire model.Workforce planning in conjunction with the business, HR snd OD Management on executive hiring.

Partnering on strategic recruitment goals with the Digital team at Lloyds Banking Group

Management of a team of 20 and resource planning. Ownership of recruitment strategy and delivery across Group up to executive hiring across the Group.Design and implementation of a direct sourcing and research model. Personally delivered senior strategic hires.Management of relationship with MSP including performance reviews. Management of Recruitment Budget. Workforce planning in conjunction with business COO teams and Group OD management.

Since January 2013 I have operated as the Delivery Lead for Specialist Recruitment as part of the Lloyds Banking Group Recruitment Transformation Program.The role has required end to end design of a specialist recruitment process focussing on professional hiring. This has involved engaging with various stakeholders on how to meet the needs of the business whilst also achieving the project goals of centralisation. In addition to this I have carried out the following actions:Detailed capacity planning to understand the numbers of FTE needed in the team to deliver the projected recruitment across 12 months. Build a model that is easily scaleableDesign the user processes and ensure that the guides are readily accessible in a process library.Deliver a group wide hiring approvals process. Previously this has functioned in a silo'd manner and very disparate, this now has an overarching umbrella that brings everything together. Training of the team in the new model. The model went live in August 2013.

Currently own the end to end recruitment process and strategy across all professional services hiring. Management of a team of 4.The role includes direct hire search and selection, development of employer proposition and divisional employer brands. In addition to this my role involves workforce planning and budget management.

Manage end to end recruitment for the central functions division - Risk, Finance, HR, Audit, LegalDirectly face off to HR, Audit and Risk Leadership teams as front of ResourcingManagement of 2 staff members. Ownership of executive level recruitmentSupport internal talent team to source the next wave of Directors - support succession planningDivisional delivery of new CMS (advorto), temporary resourcing model Divisional Implementation Partner for Resourcing Change ProgrammeDelivery of retained search projects consisting of multiple vacancies at Director plus level.Work closely with HR to develop manpower plans, identifying suitable attraction strategies in line with requirements. Support with management of manpower planning and revised forecasting.

End to End resourcing Management of resourcing strategy