Experience

Natural HR

• United Kingdom
• Software Development
• 1 - 100 Employee

• Payroll Technical Development Lead

  • sept. de 2021 - - actualidad

• HR and Payroll Systems Consultant

  • dic. de 2019 - sept. de 2021


MHR
• South Africa
• Staffing and Recruiting
• 200 - 300 Employee
• Payroll Consultant

  • abr. de 2018 - dic. de 2019

NGA Human Resources UK and Ireland
• Junior Application Consultant

  • oct. de 2017 - mar. de 2018


NGA Human Resources

• Trainee Application Consultant

  • sept. de 2016 - oct. de 2017

• Change Co-Ordinator

  • abr. de 2015 - sept. de 2016

  In this role I was responsible for stabilising, streamlining and delivering a change process.My key responsibilities were maintaining the relationship between NGA and the client to ensure consistency of support, ensuring contract change notifications were agreed and signed in a timely manner, ensuring the 3rd party supplier deliverables were completed on time, delivering larger change projects and ensuring that resource levels were met where agreed to.Where the changes to process included budgets and additional resource I also had the responsibility to track the resource levels used and invoice accordingly. Mostrar menos

• Hiring Transition Lead

  • dic. de 2014 - abr. de 2015

  In this role I was responsible for managing a transition of service from one site to another.My key responsibilities in this role were stabilising a poor service by utilising the staff that were in situ, streamlining and mitigating risks on existing process, stakeholder management with SLA/KPI reporting and maintaining service levels and knowledge transfer throughout the entire process.The client were aware and supportive of this transfer and experienced no detrimental effects to the service provided. This fit in with all of the clients values and provided stability/confidence that was previously very low. Mostrar menos

• TUPE Project Lead

  • sept. de 2014 - dic. de 2014

  In this role I was responsible for managing a project including a TUPE transfer.My key deliverables on this project ranged from interacting with stakeholders to streamlining processes from a multi site 3rd party supplier to single site. This included mapping all existing methods and knowledge into the existing model that was set up to support the client.The entire process added an additional 10,000 colleagues to bring the clients total staffing levels to approximately 85,000 employees

• HR Transformation Operations Lead

  • mar. de 2014 - sept. de 2014

  In this role I was responsible for supporting the project manager in delivering a large HR Transformation project. The main change was to move from a dated support service into a self service with 3rd party support model.My key responsibilities were tracking progress of key deliverables and milestones presenting to key stakeholders on a weekly basis, training the 3rd party 1st line support for all phases of self service delivery, providing senior support and liaising with technical teams to ensure any technical issues were contained and resolved in an efficient manner and finally closing the project down. The closing of the project included handing the support model back into a business as usual operational state. Mostrar menos

• Payroll Advisor

  • oct. de 2011 - mar. de 2014

  I have supported the Lloyd's Banking group contract. During this role I have monitored mailboxes and their SLA's to ensure all targets are hit. I have also streamlined the process of these mailboxes to improve accuracy and processing. Toward the end of this role I was seen as a subject matter expert with the HR system and have been training numerous members of the team in my knowledge transfer at the end of my role.Additional DutiesAdditional Duties within this role includes tasks such as creating Ad Hoc reports tailored to the business needs. The reports were Excel based reports to make attendance monitoring easier for the Team Leaders. I was also part of the reporting team for all of our changes process and helped to introduce a report around the trends or the errors in the changes. Analysing this data and working closely with the Team Leaders we helped to identify issues with our systems and processes to minimise the errors surrounding these issues to reduce our overall error rate from 20% to 5%. To reduce the error rate I also had to liaise with a 3rd party offshore team so that they understood the outcome we were trying to achieve. Mostrar menos



Southern Cross Healthcare

• New Zealand
• Wellness and Fitness Services
• 100 - 200 Employee

• payroll administrator

  • abr. de 2010 - oct. de 2011

  I was responsible for maintaining and processing a payroll of 4600 within a team of 4 people. I was then involved in part of a system implementation for the changing of the payroll system used which included data analysis and training of colleagues to work on the new system. This process included parallel runs and supervising a data input team responsible for updating the system after data migration. I was responsible for maintaining and processing a payroll of 4600 within a team of 4 people. I was then involved in part of a system implementation for the changing of the payroll system used which included data analysis and training of colleagues to work on the new system. This process included parallel runs and supervising a data input team responsible for updating the system after data migration.