- Established the HR department playing a pivotal role in shaping the company culture and practises.- Developed and implemented a comprehensive HR strategy and initiatives to support the company's growth objectives, including talent acquisition, performance management, employee engagement, and retention.- Built and led a high-performing global HR team, providing mentorship, guidance, and professional development opportunities to foster a culture of continuous learning and innovation.- Designed and executed competitive compensation and benefits programs across 5 global locations. - Served as a key member of the executive committee, providing strategic HR insights and recommendations to inform decision-making and drive organisational success- Led the development and implementation of management development programs to enhance employee skills, knowledge, and capabilities, driving employee engagement and performance.Key Achievements - Instrumental in scaling the company from 130 to 250 employees. - Implemented OKRs for the first time to drive a culture of accountability and high performance - Created and lead the sustainability committee, including submitting our application to become a B-corp - Partnered with CEO and Head of Legal to design and roll out a Virtual Share Option Programme- Created core talent processes such as, performance reviews, career frameworks and compensation reviews

- Growing and leading an international HR team of 5 during a hyper growth phase, scaling the business from 250 to 470 employees. Accountable for the strategic direction of HR and operational running of the function- Development of policies and practises to keep pace with fast-growing company and add value to company culture including; mental health initiative, engagement survey & performance policy - Accountable for all HR aspects for opening 3 global offices in Singapore, USA and Australia including; onboarding, employment law, policies and building Thought Machine culture. - Analysis of key HR metrics to identify trends, report to the board and develop solutions - Responsible for talent and organizational design focusing on the continued development of senior leaders, managers and individuals to ensure teams are efficient and scalable as we grow Key Achievements - Full review of employee benefits, competitor analysis and selection of new providers. Improved offering to better align to company values and improve the employee value proposition - Facilitated the creation and rollout of company wide career framework, levelling all employees onto the framework and designing bi annual review process - Successfully transition workforce from 100% office based to full remote working during Covid and then back to a hybrid working model while taking steps to ensure company culture continues to thrive. - Created compensation review process and sourced external benchmarking survey. Received excellent feedback, ensuring integrity and scalability of the process for the growing organization - Managed the migration and rollout of a new HR Information system, Workday.

Responsible for multinational client group of 230 employees in the Financial Institution and Industry departments of the banking division. • Full generalist HR role, accountable for: change management, employee relations, talent management, succession planning, end of year promotion process and compensation planning.• Strong stakeholder management, partnering with 2 MDs and 8-10 Directors to influence and challenge the business, implement HR strategies and procedures to impact business performance. • Lead on resource planning including; succession planning, talent development and headcount/budget management • Leading on strategic change projects, including internal merger, providing change management strategies and implementing the business led initiative.• Coaching Directors and Managers to develop their people management skills including, leadership, communication, engagement and performance management• Running a full Employee Relations case load, dealing with complicated cases managing to successful conclusions, under a set of highly complex international employment laws.

Independent travel in South America

Reporting to the HR Director, responsible for client group of 250 employees across sales, marketing, actuarial and support functions. • Partnering with the executive team to deliver HR strategy aligned to business objectives. • Full generalist HR role, accountable for: change management, employee relations, learning and development, recruitment and compensation planning. • HR lead on regulatory and legal requirements including senior management regime (SMR), management of visa sponsorship license and general employment law. • Accountable for talent management and succession planning across key roles and functions. • Lead on learning and development, managing annual budget, assessing training needs of the business and delivering cost effective solutions. • Led strategic change initiative across client group including large scale restructures to optimise the operating model whilst retaining and engaging key staff.• Compensation planning, working with senior leadership and global compensation teams to design, review and deliver variable compensation plans. • Partnering with global HR function to facilitate the roll out of a global initiative including: global grading structure, outsourced recruitment model, and global intranet.

Senior HR Advisor reporting directly to the divisional HR Director, responsible for client group of 160 employees in business partner capacity across multiple products and global locations. • Advisory to senior and middle management on all ER issues, executing at a high level whilst mitigating legal risks to the business. • Partnering with the HR Director to develop and implement HR Strategy and ensuring its alignment to Informa business strategy.• Partnering with business leaders to instigate and manage organisational change.• Assisting HR Director with tribunal claims, liaising with external lawyers and preparing casework.• Implementing legislative changes within the division by updating policies and training managers. • Providing support and coaching to management on all people processes. • Partnering with department heads, to review positions, benchmark salaries, award merit increases and formulates career paths. • Managing global divisional payroll and instructing local HR teams.• Attending quarterly meetings with Informa Legal team to keep abreast employment law updates and changes • Managing summer work experience, setting objectives, monitoring performance, delivering feedback and general day to day management. Key Achievements• Learning & Development Responsibilities• With excellent presentation skills, gained exposure and high credibility across the wider business by co-designing and delivering with the L&D Director the Informa management training and employment law briefings.• Wrote and produced a training podcast on managing objectives which was sent to all global employees and forms a core part of management training• Project management of Leaver & retention initiative• Analysing leaver data, review of leaver process and designing a retention plan.• Presented high level information to MD and worked closely with business leaders to roll-out retention activities.• Designed a monitoring system to measure success.

• HR responsibility for client group of 160 staff in business partner capacity across multiple teams, products and locations. • Advisory to middle management on all ER issues, executing at a high level whilst mitigating legal risks to the business. Managing a heavy case load including numerous disciplinarians, grievances, short & long time sickness, return to work cases and performance issues.• Responsible for day to day operational HR.• Managing appraisals process, training managers, collate the documents and review to ensure a consistent approach.• Conduct HR surgeries on a quarterly basis with managers to roll out new initiates, coach on management issues and to deliver HR strategy updates.• Implemented and facilitated a solutions focused staff board for employees to meet directly with group MD.• Managing SAP database for client groupKey Achievements• Designed and implemented a local on-boarding program, improving the new employee experience and enabling these new employees to acquire the necessary knowledge, skills, and behaviours to become effective members of the organisation.• Project management – Review of performance management process to drive the right behaviours and measure results.o Obtained feedback form business leaders, created a robust procedure with consistent triggers to identify poor performance.o Led management workshops

• Responsible for all HR related administrative tasks.• Advised employees on benefits, maternity, paternity, • Managed the new starter and leaver process for client group.• Supported the HR Director with IBI and divisional with HR projects• Responsible for ensuring all payroll changes were completed on a monthly basis.• Provides management information in relation to starters and leavers, turnover in monthly board report

I looked after all of Sales recruitment in London across Informa Business Information, including Key accounts, Telesales and Client Services covering the recruitment process end to end from brief to advertising to selection to offer. I worked across all the IBI Brands with a focus on subscription and advertising sales.Informa Business Information business information, market analysis and publishing company working across a number of brands and industries.

This was a support role work across all of the HR team:Recruitment – advertising, negotiating contracts with job boards, organising assessment centres, writing contracts. Inductions- Planning and running corporate induction for all new starters joining the business, booking in speakers and attendees, running the day, giving my own presentations, collecting feedbackProjects – Set up and ran a cycle to work scheme across the business, designing a system to employee and manage temps. Conducting exit interviewsAd Hoc – HR point of contact for temps and interns, sitting in on disciplinary and dismissal meetings.