Tracy Clears Email & Phone Number

London, England, United Kingdom

In addition to HRBP responsibilities as outlined in Commercial:* Met with executives who preferred a traditional approach to people management, learned their priorities and future needs, and built bespoke people strategy that also aligned and connected to the overall News UK strategies and more modern practices. * Regularly partnering with senior stakeholders to keep them up to date on the delivery of the strategy via tangible metrics that demonstrate progress.* Coached… Show more In addition to HRBP responsibilities as outlined in Commercial:* Met with executives who preferred a traditional approach to people management, learned their priorities and future needs, and built bespoke people strategy that also aligned and connected to the overall News UK strategies and more modern practices. * Regularly partnering with senior stakeholders to keep them up to date on the delivery of the strategy via tangible metrics that demonstrate progress.* Coached and lead a team of 3 business partners to develop specific plans to execute and implement the HR Strategy, as well as act as change agents in influencing key stakeholders to see the value of new programs.* Provided international support and guidance to Sun US teams based in NYC, navigating through local employment law and practices.* Using data and insights to inform and drive change in areas such as employee engagement, diversity and inclusion, performance, future ways of working, etc. * A skilled facilitator, leading a programme that takes emerging future leadership talent through a six month programme that enables and challenges them to develop their self-awareness, networks, influencing and stakeholder management skills, their understanding of diversity and inclusion and ultimately, implementing a style that is wholly authentic and effective to them. * Driving the diversity and inclusion strategy through data and analytics, recruitment and retention initiatives, training and leadership development. Show less

London, United Kingdom

* Partnered with senior leaders and became a trusted advisor assessing the business and people impact of proposed organisational change and restructures. Assessed the risks and return on investment, acted as a change agent to drive the plans. * Complex employee relations case management. Provides advice, coaching and support (often exploring creative solutions whilst balancing legal, policy, risk and business considerations), in addition to developing management capability.*… Show more * Partnered with senior leaders and became a trusted advisor assessing the business and people impact of proposed organisational change and restructures. Assessed the risks and return on investment, acted as a change agent to drive the plans. * Complex employee relations case management. Provides advice, coaching and support (often exploring creative solutions whilst balancing legal, policy, risk and business considerations), in addition to developing management capability.* Coaches and mentors varying roles within the business, across all levels of seniority, to help individuals articulate their challenges, develop their skills and ultimately build and drive towards more positive behaviours and culture.* Led a working group to re-launch the company's values which had become forgotten. Hosted events, awards and stunts to launch the values. Held working groups across the department to identify the recognition tools for them to become an intrinsic part of the culture and behaviours within the department, not just a label.* Partnered with leaders to analyse employment engagement data and create improvement plans. Engagement score increased the following year. Show less

Uk Coverage

* Project managed various TUPE transfers most notably, the mobilisation of 1,100 staff across 153 locations from multiple employers. * In conjunction with the HRD, converted the strategy into an operational plan, suggesting tweaks to better fit with the account. Gained additional employee engagement and insight through employee committees and listening groups. * Talent management including succession and contingency frameworks, devising diverse approaches to talent, designing… Show more * Project managed various TUPE transfers most notably, the mobilisation of 1,100 staff across 153 locations from multiple employers. * In conjunction with the HRD, converted the strategy into an operational plan, suggesting tweaks to better fit with the account. Gained additional employee engagement and insight through employee committees and listening groups. * Talent management including succession and contingency frameworks, devising diverse approaches to talent, designing development interventions for those identified as top talent, training gap analysis across the whole department. * Reengaged the use of talent and succession planning tools resulting in a reduction of external recruitment costs by 25%. * Managed complex relationships with unions during collective consultations, pay negotiations and notifications of industrial action activity. * Project managed the headcount reduction of circa 30% of the workforce - consultations carried out with 500+ individuals across multiple locations. Less than 1% appealed and no resulting tribunal claims. * In conjunction with the BBC, introduced a site-based Young Ambassadors programme which took young individuals from disadvantaged backgrounds into their first work experience. 60% of which then went on to secure a role or place on the wider apprenticeship programme. Show less

United Kingdom

* Implemented the first graduate development programme. The programme's success saw 100% post programme placement and 50% more graduates being requested by the business the next year. * Coached and guided managers through complex employee relations. Also significantly reduced the number of open long term sick cases through welfare and ill health capability management. * Facilitated the roll out of the employee engagement survey, led focus groups with various teams and levels… Show more * Implemented the first graduate development programme. The programme's success saw 100% post programme placement and 50% more graduates being requested by the business the next year. * Coached and guided managers through complex employee relations. Also significantly reduced the number of open long term sick cases through welfare and ill health capability management. * Facilitated the roll out of the employee engagement survey, led focus groups with various teams and levels. Generated an action plan that increased engagement scores by 10% the following year. * Project lead in the Watson Wyatt global grading job evaluation process, including the training of managers in the tool, ensuring consistency and clarity on remuneration and reward structures. * Designed, developed and introduced a suite of “bite-sized” line management support tools to demystify some of the key HR policies and procedures. Show less

United Kingdom

* Transitioned a non-centralised HR administrative function into a centralised multi-skilled team of 9 individuals with consistent standard operating procedures that supported 5,000 employees across the organisation.

* Learned the foundations of operational HR and the ability to create highly efficient processes to maximise my time now as a strategic partner.

Cipd Masters, Human Resources Development, Distinction

Cipd Postgrad Diploma, Cipd Postgrad Diploma In Hr Management