Offering affordable HR support and advice to non-profit organisations

Appointed to support Chief HR Officer to deliver Talent Management program with emphasis on employee experience during scale-up (400 employees)• Delivered 14 projects supporting wellbeing; employee experience; employee engagement; communications; integration and social corporate responsibility• Developed employee survey and prepared interpretation of results and recommendations to senior leadership• Created a series of online self-guided training programs to support onboarding and improve internal and client communications• Prepared Talent Team’s OKRs to support the strategic business plan• Constructed and published SharePoint team site which became core to all communications• Led employee focus group - 20 members from across all business streams• Designed bespoke talent evaluation and performance review program to fit evolving culture • Championed 1:1 coaching and growth performance culture

This client appointed me to support the immediate needs of the business while the new HR team structure was developed and to successfully close a backlog of 28 ER cases.Following an initial assessment of the business needs, I developed a detailed 12-week plan, to work closely with line managers to coach them through the ER cases and help them mitigate future ER matters: 1) Make better recruitment decisions 2) Improve onboarding experience 3) Manage sickness absence4) How to deal with poor performance5) Employment Law awarenessI developed a suite of simple to follow processes and embedded them through a combination of 1:1 coaching, guidance notes and group training sessions.

Strategic and hands-on Global HR Head for eDiscovery litigation investigation firm operating in London, Zurich, New York, Washington DC, Chicago, Hong Kong and Bangalore (400 employees)• Created 3-year cutting-edge People Strategy and transformed the global HR function to fit fast moving, dynamic, entrepreneurial culture• Overhauled the resourcing model for both permanent and project workers globally– scaled-up project resource pool of qualified and vetted, multi-discipline legal contract reviewers from 50 to >1000– shortened average time to resource projects from 1 week to under 3 hours– reduced average time to hire permanent employees from 90 days to under 14 days – increased employee engagement and retention across UK and US leading to positive internal feedback and client satisfaction • Delivered new performance management process and implemented globally• Influenced executive level leadership coaching through 1:1 discussions and encouraging • Stabilised teams based in all global locations – tackled under-performance by setting behaviour and performance expectations– reformed permanent recruitment and onboarding processes – identified and developing team potential– empowered people managers through 1:1 coaching and individual development • Eradicated manual processes and refocused HR talent to relationship building to support business growth by selecting and implementing progressive HRIS with ATS (BambooHR)– Digitised end to end online resourcing and reduced agency costs– Automated total onboarding process (pre-boarding to 180 days)– Online continuous performance management– Automated people analytics and reporting including engagement tracking– Integrated skills matrix to optimise project resourcing and workforce planning– Self service learning management to support accountability for personal growth• Constructed first employee benefits program for the UK• Designed and launched first UK Employee Handbook

Recruitment and HR Generalist support as part of the HR Shared Services Group (maternity contract) – 6000 employees• Managing end-to-end recruitment for a range of specialist / hard to fill roles based in UK and Europe• Administration of SHL testing and candidate management via Taleo• Generalist HR advice supporting international assignments, right to work and immigration advice• Family policy / handbook review (new Shared Parental Leave Policy)

HR Consultant supporting transformational change for Fiberweb Geosynthetics, a PGI business – 100 employees• Employee handbook review and update• Redundancy consultation, redeployment and recruitment • Employment contract review, update and issue

HR Consultancy for PlusHR client portfolio (Financial Services; Charities; Securities; FMCG; Technology and Mobile)• Remote / Onsite full time / part-time HR Management• Resourcing assignments• Complex ER case management including investigation; grievance; disciplinary; performance improvement and appeals• Complex settlement agreement negotiations• Organisational design, restructure and redundancy programmes• Policy and handbook assessment, update and implementation• HR Strategy / People Plan design• Remote resourcing services to a start up mobile telecommunications joint venture• Management development programmes design

Interim contract providing remote generalist support to global, cross-divisional IT client group of 1200• Reconciled global, cross divisional terms and conditions benchmarking and reporting• Developed selection criteria development; recruitment and redundancy• Devised HR process flow documentation• Prepared HR data share options paper• Documented and analysed individual UK employment contract clauses across population of 200 employees• Managed end to end global recruitment

Maternity cover partnering Marketing and Commercial Europe (France and Spain) and Developing Markets (Bulgaria, Dublin, Colombia and Denmark). 2 direct reports HR Administrator and Office Manager• Led and implemented restructures under UK and Finnish employment legislation • Investigated and coached line managers to effectively manage capability / long term sickness cases • Implemented Talent Development program for Senior Leaders • Collaborated with senior leaders to interpret employee satisfaction survey results and develop action plan • Employment law and people expert on project team to open Nordic distribution office• Negotiated and implemented international assignments and transfers across Europe and South America• Led complex disciplinary case over dual UK/US jurisdiction • Recruited senior positions for newly registered Dublin marketing and Colombian offices and across Eastern Europe

Interim support to cover stand-alone HR function post-acquisition and led redundancy consultation across 3 UK sites (London, Manchester, Glasgow)• Coached senior management throughout restructure and redundancy process• Developed and implemented all organisational and individual communications from initial announcement to termination• Led and managed all aspects of collective and individual redundancy consultation for 23 affected employees• Negotiated severance payments through compromise agreements for exiting employees • Tendered for outplacement provider to deliver bespoke career support programme

Provided third party HR consultancy during individual redundancy consultation phase of organisational restructure• Handled process for 4 different business streams (100 employees) • Chaired individual consultation meetings• Tracked and reported on progress, raising potential issues and offered advice to mitigate risk• Provided 1:1 coaching and support to line managers • Led competency based interviews and completed feedback matrix and scoring• Advised in-house HR team on exit communications and severance payment calculations

Packed a bag and went to see what it was like in other places on our planet. Life changing experiences every day - amazing.

HR Business Partner support to EMI Music Support functions (legal; artist relations; communications; procurement; supply chain; facilities), both globally and locally. • Supported the development of HR Shared services for EMI Music and providing HR project support to HR Development activities.• Organisational Development partner to Global President, Procurement and Supply Chain and General Counsel to align their global structure to newly announced functional matrix model and ‘right-size’ the organisation to meet confidential cost reduction targets of 1.2m in each function. • Developed global organisation charts from raw spread sheet data to meet a highly aggressive timeline reflecting transformational change in organisational structure of 2,000+ population.• Coached senior management through various ER issues, including poor performance, occupational health, disciplinary, redundancy consultation - individual and collective.• Chaired redundancy consultation meetings up to Director level and negotiated settlement.• Managed end-to-end recruitment up to SVP level including redesign of job specifications to align with revised business direction and focus.• Undertook salary benchmarking investigation – developed proposals aligned to internal and external data to resolve equal pay issues and internal harmonisation.

Business partner role, client groups - online sales and marketing, account management, customer care (call centre), training, IT development and operations, reservations, revenue management, business intelligence, legal, finance and facilities (330 employees)• Created performance improvement plans for individual under-performers resulting in satisfactory improvement and continued employment • Championed newly introduced company performance factors to influence and shape expected behaviour• Key role in developing new recruitment and selection strategy resulting in reductions in time to hire and cost reduction• Led grievance investigation into complex complaint of harassment and bullying in the workplace in parallel with an externally reported racial abuse complaint. Interviewed 14 witnesses and prepared a detailed report of findings within 10 days of the complaint.• Coached managers through various departmental restructures; prepared all team and individual change communications, anticipating resistance, contractual implications, operational impact, departmental culture and internal policies and procedures.• Successfully developed and implemented a new global performance review system and bonus scheme to improve transparency of process and results as part of a global project team• Led 30-day collective redundancy, appointed, trained and led employee representative working groups to drive a meaningful and transparent consultation. • Positive results included:- retention of 5 people (headcount) with no impact to cost-savings- integrity of the consultation process was proven when department heads reviewed and then changed the proposal based on proposals submitted through the working groups; - redeployed 52% of at-risk employees - reduced agency recruitment costs of up to 80%

HR Business Partner role for European Head Office of Japanese Pharmaceutical Company (180 employees)• First point of contact for all employees and managers during office relocation with option of redundancy• Maintained regular communications through individual and team meetings, on-line Q&A database• Tracked and calculated potential costs depending on individual interest in relocation versus redundancy• Developed monthly management reports showing absence, performance issues, turnover, recruitment, headcount and disciplinary and grievance matters. • Reduced recruitment costs through review and analysis of contractor costs versus permanent hires• Super-user for self-service Lotus Notes based HRIS system and set parameters for upgrade with external development vendor representatives.• Key role in annual salary review benchmarking programme matching job role to external salary survey profiles• Developed internal criteria used to determine feasibility of flexible working pattern applications and negotiations

Operational and hands-on generalist HR role in a high turnover, quality customer service focused environment (100 employees) One direct report, HR Administrator• Conducted various policy and procedure reviews across all areas of HR practice to reinforce new organisational values and ensure legal compliance• Assessed impact of changing current policy / procedure to minimise timely consultation and increased time to implementation• Drafts reflected best fit, employment law, desired outcomes (employee behaviour) and current custom and practice• Led staff consultative committee elections and co-chaired monthly meetings resulting in open forum for employee feedback on work related issues including successful redesign of the staff canteen, menus and service times to accommodate religious beliefs• Mentored both individuals who undertook the role of HR administrator and continue to maintain contact as their HR career has developed. Both are now HR Leaders

Operational training position in a high turnover, quality customer service focused environment• Effectively managed small training budget of £12k to meet both statutory and growth learning and development requirements through by designing and delivering own statutory and customer focused training courses and learning initiatives for all employees• Formulated departmental and organisational annual training plans meeting individual and organisational needs within budget and timelines.• Developed health and safety training and awareness programmes by working closely with group health and safety officer and undertook regular increasingly successful audits across all departments.• Designed and delivered induction and ‘buddy’ programme including probationary review meetings increasing two-way communication and identifying learning needs effectively• NVQ assessor for HR Administrator and Commis Chef with 100% pass rate

HR role with emphasis on induction training, payroll, recruitment and general administration in customer focused environment (120 employees)• Key role in achieving and maintaining Investors in People accreditation through management workshops raising awareness of the criteria• Alignment of organisational objectives with individual performance reviews• Improved learning and development content and created new opportunities across all levels• Devised and implemented comprehensive induction programme for both permanent and temporary staff• Designed and published internal newsletter to improve internal communications• Recruited and developed management trainees program - handled all assignment scheduling and monthly assessment reporting of performance against agreed learning objectives• Transferred all manual HR administrative systems to PC with no previous experience of using computer technology by reading user guides and trial and error resulted in the development of employment contract templates and HR records management which transformed the effectiveness of the HR department• Implemented new records management system to adhere to newly introduced Working Time Directive incorporating holiday accrual, absence and overtime recording for regular workers, casual workers and continental shift patterns

Newly created role within transactional personnel department undergoing transformational change to become progressive HR function.- Transferred all manual HR administrative systems to PC with no previous experience of using computer technology by reading user guides and trial and error resulted in the development of employment contract templates and personnel records management which transformed the effectiveness of the HR department.- Implemented new records management system to adhere to newly introduced Working Time Directive incorporating holiday accrual, absence and overtime recording for regular workers, casual workers and continental shift patterns.