My remit is to:• Set-up a new Talent Acquisition and Resourcing Centre of Excellence.• Build in-house direct sourcing and talent acquisition capabilities to meet workforce demand / plans and drive down cost per hire.• Develop a stronger employer brand and define our EVP to enable attraction of candidates across the Council, focusing on hard-to-fill (including Social Workers, Property, Building Control, Surveyors, HR and Finance), volume campaigns and senior (SLMG) appointments.• Review candidate journey and improve overall candidate experience.• Maximise the potential of the new HRIS and ATS - ORC by Oracle Fusion.• Work in partnership with Matrix SCM (existing neutral vendor model), to identify and deliver more efficient management and usage of contingent workers.

• Engaged to undertake a strategic review of recruitment and resourcing across the University – c3,500 employees across 2 campuses (Loughborough and London)• Review of both academic (RTE) and professional services hiring – including specialist areas of HR, Finance, Marketing, Change & OD, and high volume such as Estate & Facilities Management.• Developing resourcing strategies and practice that enable the University to attract talented and diverse candidates across the UK and internationally, through innovative candidate attraction and advertising strategies. For example:o Implementing direct sourcing strategies – LinkedIn Recruiter.o Developing and leading on delivery of volume hiring campaigns.o Maximising potential of the Alumni network globally.o Promoting the power of advocacy.• Leading the transition to a more proactive and consultative recruitment and resourcing service.• Reviewing and improving our Recruitment systems, processes, candidate journeys and experience.• Implementing KPIs (including NPS) for future measurement of candidate, hiring manager and new starter experiences. • Partnering with Marketing to ensure our employer brand is clear, consistent and compelling in the marketplace. • Lead on development and promotion of the University’s EVP.• Ensuring that future recruitment and resourcing processes have equity, diversity and inclusion embedded in them – included successfully trialling the sharing of interview questions in advance of interview for candidates in support of neurodiversity.• As a member of the HR Senior Leadership Team, supporting the delivery of the ongoing HR transformation project.• Supporting the Director of HR in shaping the University’s strategic approach to all aspects of recruitment and resourcing.

Reporting to the Founders and as a member of the Exec Team, responsible for delivering HR, recruitment, onboarding, and payroll initially for c40 employees and ultimately growing the business to c200 employees within 18 months. In line with the growth, set-up and led a People & Culture team to support our people, all working remotely across the UK. Achievements:• Developed a fluid people and internal comms strategy to create and maintain a high performing, engaging and inclusive workplace, that enabled our people to thrive and continually deliver the best outcomes for customers.• Introduced a highly successful in-house direct sourcing model for our Talent Acquisition - successfully hiring Full Stack , Front End , and Back End Engineers ; Technical Leads ; Engineering Managers ; Product Owners and Product Managers ; Business Analysts ; Customer Support Teams; Customer Executive Teams ; Internal and Field Sales Teams ; Marketing , HR and Finance Professionals. • Implemented a Personio HR System and ATS• Developed and launched our 'House Rules' (HR Policies & Guidance)• Implemented an annual People & Culture Engagement Survey• Launched a Culture Club• Developed a business partnering model to support our fast-moving tech scale-up environment

Reporting to the CEO, was responsible for leading the HR, Recruitment and Training functions – a national team of 17 people. Together, we supported c500 HQ employees and c600 field-based sales force to deliver an efficient and effective operating model, ultimately ensuring our customers received the best possible service.Achievements:• Business Partnering - Built a high-performing HR function, transitioning to a business partnering model.• Recruitment - Insourced recruitment through the design and implementation of an in-house talent acquisition function. Increasing quality of candidates, reduce cost and time to hire.• Engagement – Understanding employee sentiment through company-wide surveys to identify priority areas to increase engagement, motivation, and retention of talent.• Culture - Worked in close collaboration with Internal Comms to realise full potential of the Team GB partnership to embody a culture of high-performance, wellbeing and engagement.• Leadership development - Utilising Insights Discovery with a new UK Executive Team to increase collaboration and effectiveness as a leadership team.• Strategy – Commenced developing a People Strategy to enable delivery of the Corporate Strategy.

Reporting into the HR Director and responsible for managing highly experienced in-house resourcing and talent teams - 16 staff nationally across London, Manchester, Birmingham and Bristol offices. Responsible for workforce planning and identifying and delivering internal and external talent & resourcing strategies to meet the organisation’s tactical and strategic workforce needs. Developed attraction strategies and built pipelines of talent for both permanent and contractor hires. Managed the delivery of the hiring and onboarding processes for inspection and operational support staff including HR, finance, IT, legal, comms, digital and research at all levels nationally. Worked closely with HR Business Partners and the wider leadership team to identify and realise potential of internal talent through the 9 Box Grid tool.Achievements:• Successful implementation of LinkedIn Recruiter delivering direct sourcing capability and hires• Set-up LinkedIn company page. Now with c150,000+ followers• Established robust candidate pipelines for operational and inspection roles nationally• Implementation of psychometric testing (OPQ32, Hogan Development Survey and Watson Glaser) • Launched work experience pilot, intern and apprentice schemes• Increased candidate reach through utilising social media such as LinkedIn, Twitter and YouTube• Board and Trade Union sign-off on talent development and diversity programmes • Successful launch of employee referral scheme• Moved in-house previously externally delivered assessment centre, deriving up to c£1m savings• Utilised RPO service from 3rd party provider to deal with short-term spike in recruitment activity• Set-up candidate attraction sites specifically targeting hard-to-fill posts• Responsible for an apprenticeship programme that specifically targeted low socioeconomic groups, in order to improve social mobility, was short-listed as a finalist for both the CIPD and Civil Service awards in 2017

This new post recognises the importance of recruitment in corporate organisational development and therefore combines previously separate jobs in a single role to provide leadership on recruitment and OD management across the County Council. A key aim is to ensure recruitment operates as an improvement tool across the authority, strengthening the quality of our workforce and improving performance, as outlined in the Our People HR Strategy. The post is also accountable for leading the development of a stronger focus on HR commercial activities across the HR and OD Service, seeking to improve our delivery of value for money, by both enhancing internal and external customer relationships and increasing income to WCC.Implementation of LinkedIn as recruitment tool to identify and engage with future talent and enable direct sourcing strategy.Implementation of recruitment and talent pipelines to meet future resourcing needs in volume recruitment areas of business.Current responsibility for leading delivery of DMA (Decision Making & Accountability) programme across organisation in order to:Reduce costs and improve organisational design and performanceDesign simpler management structures to speed up decisionsTo clarify individual management accountabilitiesDeliver c.£3M+ of savingsDevelop competency framework to enable improved recruitment and selection processes; introduction of new management/leadership development and talent management programmes

Responsible for setting up centralised recruitment function and managing permanent and temporary recruitment teamsDesign and implementation of organisational recruitment strategies including: candidate attraction, retention of hard-to-fill/skill shortage areas, succession planning and talent management projectsDesign and management of specialist & senior level recruitment campaigns including management and delivery of external search assignments and advertising agency creative support/campaignsDiverse range of jobs recruited including: Finance, Legal, IT, Marketing, Engineering, Programme & Change Management, HR & Social Work. Salaries ranging from £15,000 to £175,000Strategic contract & relationship management of recruitment advertising (Euro RSCG Riley, previously TMP Worldwide) & neutral vendor temp agency (Matrix SCM) contracts worth c£5m p.a.Design and coordination of the organisation’s work experience and apprenticeship programmes involving building and maintaining relationships with schools, colleges and universitiesDesign and delivery of organisational outplacement strategy (including Trade Union consultation)Representative on regional recruitment & retention working group. Focusing on regional collaboration to address issues such as demographics of workforce and need to attract younger applicants, graduate and internship recruitment, work experience and hard-to-fill/skill shortage areas across the public sector such as social careAchievementsDelivery of c£3 million savings from successful delivery of recruitment strategies - including centralisation of recruitment teams, drive to digital media, implementation of eRecruitment (ATS) and implementation of MSP for temp agency recruitment.2008 - 2010 Chair of the West Midlands Regional Project Boards for recruitment portal (www.wmjobs.co.uk) and eRecruitment system partnering iGrasp/Talent Link (Lumesse)