Suzy Addley Email & Phone Number

Project Manager in a newly created People Program team. Lead on projects for the People function, such as org change, career development frameworks, Workday, benefits, etc.Setting up PMO framework and processes to enable better oversight and management of projects and resources.Understanding stakeholder requirements and providing consulting and/or tools services.

Home-Based

Engaged with SUSE as Contractor in December 2020 and became permanent employee in November 2021.Leading projects and process improvements in the Global HR Operations team. Collaborated with the Global HR Operations VP on global, regional and country specific strategies and initiatives.Gathering business requirements, creating proposals and working with HRIS team and other stakeholder to implement Workday enhancements. Examples: - Onboarding, job changes, exit interview and termination processes, etc.Supporting policy implementation by setting up project teams, planning communication and implementing related processes. Examples:- Agile Worker Policy, Background Screening, Flexible working, etc.

Providing project and change management to various industries.Please see my contracts and projects listed.

London, United Kingdom

Providing project and change management services on an integration project.Part of the PMO, consulting and advising on integration solutions along with project and change management responsibilities, such as leading workstreams, project documentation and presentations, stakeholder management and communication planning, etc. Interacting with all levels of stakeholders, especially senior stakeholders. Supporting the impacted managers and teams and working closely with the Communication team to ensure regular, clear and consistent communication to the business and impacted teams.Managed the HR, co-location and IT workstreams and worked closely with HR and IT on the TUPE process and related IT transition project.

London, United Kingdom

Providing project management services and consulting on implementing integration in Front Office departments. I was part of the PMO, which consisted of senior stakeholders from each entity. I project managed the HR and Facilities Management workgroups to drive, review and deliver the Client's project requirements. I worked with the PMO on the other workgroups such as Governance and Compliance in providing advice and research as required.I was responsible for the Project Plan for my workgroups; identifying issues and risks and managing them accordingly; engage with senior stakeholders; produce weekly reports and contribute to monthly presentations such as the Project Governance Meeting.

London, United Kingdom

Due to the continued success and growth of the Company, I was engaged to review their current Recruitment and Onboarding processes and establish formal strategies and procedures, which are fit for purpose. This also included the review of the systems used, such as BreatheHR and Pipefy. The contract was extended for a further 3 months as the Company wished to expand the review to cover Termination and CFS Contract Renewal processes. I reviewed the existing processes, engaged with key stakeholders and identified improvements. For Recruitment, I developed a Recruitment Policy and enhanced the current Employee Referral Program Policy. For all processes, I designed the procedure documents and workflows to detail step-by-step process to follow, which could also be used as a training document. Alongside the processes, I reviewed the systems used to utilise the automated function as required.

London, United Kingdom

MUFG Bank, Ltd. introduced enhanced agile working by incorporating bring your own device (BYOD). I was contracted to review the HR Agile Policy and other documentation, such as manager guidelines and frameworks, to incorporate the BYOD element and ensure the policy and guidelines are fit for purpose.I worked closely with the project team and the IT workstream to understand the new requirements and ensure policy and IT function as in line, such as approval process for agile working requests.Created supporting documentation and slides for the HR Business Partners to enable them to communicate and support their business with this culture change and manage expectations accordingly. I worked closely with the Communication workstream to ensure it includes any HR and people updates and to ensure any communication is managing expectations as required.

London, United Kingdom

MUFG Bank, Ltd. contracted my services to work on a number of integration projects that were ongoing at the time. They required project management and process development to enhance the HR Operations team's new structure and to be the connection between it and the other HR functions.My contract was initially from September to March, however due to certain projects ending in April and May, my contract was extended accordingly.Projects include: (please see the Projects section below for more detailed information)- Dual Hat Implementation: project managing the roll out and developing BAU processes and integrating them into the HR Operations team- Corporate Title Re-Alignment: project managing the HR Operations workstream and working with the HR Systems in collating data required for the Workday system build and providing testing and validation for the data- Transfer of Department from MUFG Bank, Ltd to MUFG Securities (but IT system to remain with MUFG Bank): project managed the HR/IT systems workstreams to identify any impact of the transfer on the HR/IT systems. - GDPR Data Worksteam: managed the UK HR function data review and co-ordinated the EU HR offices involvement in the project.- HR Operations Process Review: run process workshops, for high priority processes such as new hire, termination, leaves of absence and contract changes, to understand current process and to streamline and automate where possible. HR Policy Integration: a large HR policy integration is taking place and I was reviewing the Reference Request and Termination Policies.

My role as Business Process Management Consultant became redundant due to the relocation of the EMEA HR Service Centre from London to Limerick at Northern Trust. Therefore, I took a career break. In this time, I completed the Prince2 Foundation Certificate in Project Management to further advance my project management skills.

London, United Kingdom

The EMEA HR Service Centre supports EMEA employees. It is part of the Global HR Service Centre Model in EMEA, NA and APAC.• Project management & support: - In 2016 the EMEA HRSC migrated from London and Chicago to Limerick. I project managed the transition between July & December 2016. I managed all work streams and ensured that procedures were updated; training scheduled and delivered; post transition validation completed. I completed project documents thoroughly and within deadline. The transition of the procedures and the Call Centre was delivered successfully and within deadline- I have project managed the Individual Accountability Regime (FCA/PRA Regulatory changes) to implement and amend procedures which impact regulatory roles. This included a review of background screening requirements, absence reporting and regulatory references. Please see other projects I have worked on between May 2012 and December 2014 below.• Business process improvements of the EMEA HR Service Centre operational processes. I worked with EMEA HR employees on designing and amending procedures that any of the HRSCs handle, such as benefit provider administration procedures, new hires and termination, new procedure linked to regulatory changes• HR reporting and analysis. I was part of the global HR Information Systems team and worked on ad hoc and regular reporting requirements, such as headcount, turnover as well as more detailed metrics for diversity and inclusion• Subject Matter Expert on EMEA HR Service Centre procedures. As the EMEA HR operational tasks are shared amongst all three HRSC teams, I played a vital role in understanding the procedures and how to resolve any issues. I gained a lot of knowledge in terms of HR processes and systems, that I became the go to person for most HR queries from EMEA HR employees• Audit co-ordination. I worked on audit requests from Compliance, Audit or other teams/external parties, that impact the EMEA HRSC, e.g. background screening

London, United Kingdom

• Managed the operational work of EMEA HR Service Centre team. The team consisted of 3 employees: 1 x Business Process Senior Analyst and 2 x HRSC Analysts • The team was responsible for day to day management of leaves of absence, sickness, flexible work requests, reporting and analysis, and other tasks covering, induction, managing HR helpdesk cases, etc.• Oversight of the EMEA call centre and operational tasks that was transitioned to Chicago and Bangalore in 2014. Tasks includes: contract changes, terminations, update benefit providers with employee changes, and may other tasks• Contributed to and managed HR projects, when required. Such as: advice on transition of operational tasks from Ireland HR to regional HRSCs and the automation of official promotion process. I lead the HRSC workstream on the Senior Manager/Certified Person Regime • Vendor management of the background screening provider, HireRight. Quarterly reviews of the SLA and ad hoc management of setting up new screening requests as required by the business

London, United Kingdom

• Lead a number of EMEA HR Service Centre projects and worked on global project teams to ensure these were delivered successfully and on time. Other examples, not listed in Project Completed, include: o HR helpdesk case management tool upgrade o Mandatory probation training review o Work schedule audit to ensure HR System reflect accurate data• Others responsibilities include: o Design, review and updating of HR operational processes o HR reporting and analysis o Dashboards & metrics preparation o Management of the Quality/Chairman's Awards• Joined company as a contractor (via Beeline/Pontoon) in May 2012. In April 2013, I was converted to a fixed term contractor before becoming permanent in November 2013

London, United Kingdom

• Supporting managers and directors with all employee relations issues, including cases of disciplinary and grievance and advising on all employment law matters• Managing the recruitment and induction processes; sourcing candidates in the most cost effect way; creating job adverts; working with external suppliers and supporting managers with interviewing• Facilitating the performance management process across the global business and work with mangers to maximise the development and potential of employees• Maintaining accurate policies in accordance with employment law and support managers with the interpretation and implementation of these policies• Supporting the Financial Controller with the monthly payroll process• Overseeing and directing the global HR functions to ensure there is consistency in HR practices• Manage and implement any HR related change and look at processes for continuous improvement• Pro-actively identify people issues and trends which affect business performance and work with managers to formulate and implement solutions• Building positive relationships with managers to ensure they are pro-actively engaged with HR and understand and follow all procedures and processes• Take a commercial view when decision making in order to maximise the value to be gained• Database maintenance• Absence managementProjects:Undertake HR projects in accordance with business needs, current projects include:• Implementing the performance management programme• Working with the marketing team to integrate the new TLC brand throughout all HR initiatives, including induction process, recruitment and existing HR policies• Supporting the on-boarding of external HR suppliers in each country, advising on HR policies and processes and ensuring these are appropriately adopted and adapted in each country• Generating a culture of reward and recognition, including researching cost effective employee benefits

London, United Kingdom

• Day to day HR management for UK office (35 people) including all recruitment (finance, admin and engineers), HR policies and procedures, co-ordination of performance reviews and all other employee relations (disciplinary, grievance and redundancy)• Managing the global office managers and ensuring HR compliance in all of our offices• Implementing HR initiative in all offices• Joined the company as an Office Manager but due to interest and requirement worked my way to becoming the company’s HR Advisor in 2008

London, United Kingdom

• Manage the Patient Database, in line with the Data Protection Act and Caldecott Report, for 3 teams, • Create reports to present statistical information for monthly outcomes and for the Annual Report (for the board of trustees) – by using Access, Excel and Word• Administering day-to-day office management: monitoring office procedures, reporting and monitoring staff sickness and annual leave with the HR department, organising references for new staff, stock monitoring/replenishing, creating and maintaining filing systems• Diary management for complementary therapists• Managing reception cover (volunteers and temps) and ensuring it is manned at all times• Organising and booking rooms and refreshments for meetings, compiling paperwork for meetings and minute taking.

London, United Kingdom

• Provide project management skills to various internal / external client groups• Creating, monitoring, continually improving and updating databases• Designated responsibility for processing of assignments and of pre-schools documentation• Ensure that appropriate management of internal and external communication flows• First point of contact for all queries.

London, United Kingdom

• Undertake with due care and attention to detail, general administrative duties:• Filtering telecommunications throughout department• Responding to department e-mails• First point of contact by phone and in person• General filing and banking duties (accurate accounting essential)• Composing letters for external delivery• Monitoring donations and gift aid• Development, updating (researching new avenue of funding) and modifying of fundraising database

Bachelor'S Degree, Bsc (Hons) Psychology, 2:1

Certificate In Personnel Practice, Pass

A-Levels, English, Psychology And Business Studies

Gcse, 10 Subjects, A* To C