Experience

Darwin

• Romania
• Software Development
• 400 - 500 Employee

• Head of HR Business Partnering & Operations

  • Oct 2019 - Present

• HR Business Partner

  • Sep 2015 - Oct 2019

  Collaborating with multiple stakeholders in the UK, Romania and the US. Duties include understanding the workings of each business area I support, the challenges they face and provide strategically aligned HR support that enables the business to achieve their objectives. Working as part of the Global People Team to deliver initiatives from the Global HR plan that address the core business needs and areas of improvement. Key achievements• Helping the people team become a recognised ‘value add partner’ to the business.• Attending business area leadership meetings helping shape business area decisions.• Rollout of a Global People Plan tool for HRBP's to use when meeting with senior stakeholders. • Organisational design discussions that enables all teams to maximise their potential with existing staff whilst aiming to remain at the forefront of our industry.• Successful TUPE transfer of an entire business unit into our parent company.• Effective resourcing and development of organisation capability in line with business demands• Created a reward framework that keeps staff highly motivated and rewards people for high performance and demonstrating our values.• Rolled out salary benchmarking for the UK and Romania and Singapore• Improving the salary review process and revising the bonus structure linking it more closely to individual contributions. Implementation of an LTIP programme.• Reviewed and enhanced benefits package for our US employees including implementation of 401k Life Insurance, Short Term Disability and Spending Account. • UK benefits review/refresh ensuring we are getting the best deal from our providers. • Gender Pay Gap reporting analysis for the UK and providing insight and possible recommendations for the Senior Management team.• Implementation of Workday globally as our new HRIS system• Developing and rolling out our new and revised people policies• Successfully managing and supporting the development of the HR Operations team



Haymarket Media Group

• United Kingdom
• Media Production
• 700 & Above Employee

• HR Business Partner

  • Mar 2013 - Sep 2015

  Worked closely with a variety of stakeholders on all aspects of HR. Ensuring I understood each area of the business, the challenges and opportunities they faced by holding bi-weekly meetings with those key stakeholders and discussing a pragmatic, flexible approach to achieve the needs of the business in the best way possible, whilst managing the constraints of policy and legislation. Key achievements. • Reviewed and implemented a new on-boarding process for the UK company • Provided and presented a range of key HR metrics to the board and Heads of departments to measure business and HR performance via the dashboard. These included length of service, turnover, number of vacancies, average time to fill vacancies, leave reasons. • Was the ‘Super user’ for the HRIS. Dealing with the service review, modifications and updates as well a supporting managers and employees with the functions of the self-service module. Including implementing new modules to streamline the annual salary review process. • Developed and rolled out our new and updated people policies • Supported employee survey process and rolled out of results/action planning process • Partnered with the Learning and Development team on local training needs and delivered management workshops as required • Managed business change initiatives, e.g. TUPE, restructures and redundancies across the group • Updated the exit interview format and reviewing interview data for the entire group on a regular basis



Early Years Alliance

• United Kingdom
• Education Administration Programs
• 200 - 300 Employee

• HR Adviser

  • Oct 2008 - Mar 2013

  Provide business-specific advice on employment matters to subcommitties, National and Divisional staff and also the Charity's nursereries. including policy and procedures, best practice and employment law, identifying opportunity and risk to ensure managers understand and are familiar with policies and procedures and are fully and appropriately advised on the HR implications of any given situation.Coach/consult managers to help them deal with people and performance management issues.Built relationships with directors and managers to enable an influencing role within the organisation.Been HR lead on Nursery Closures, Restructures and TUPE transfers both in and out.Chaired Disciplinary and Grievance meetings.Attended formal Sickness review meetingsWork on various projects in line with HR strategy such as IiP, establishing an open forum for all staff.Process and monitor payroll changes at national and divisional level as directed, in close liaison with the Finance department.Undertake recruitment and selection activities such as shortlisting, interviewing and drawing up job descriptions as required.Contribute to the development of policies and procedures, and to provide advice and guidance on these.Deliver in service training courses on policies and good employment practices

• Human Resources Assistant

  • Nov 2005 - Sep 2008

  Coordinating & managing the in-service training programme this includes logging delegates contacting delegates, making travel and accommodation bookings, arranging appropriate materials, monitoring attendance figures and evaluation feedback.Facilitating some in house training for example, Diversity, Appraisal training. Absence Management. Recruitment & Selection. Administer and facilitate Monthly National Centre Induction. Effectively using the HR Database (Compel) to produce accurate letters, and reports ensuring that the information is up to date and amending where necessary, offer letters, probation letters, references, contracts of employment. Assist and support the administration of recruitment activity, from start to finish. Sat on the interview panels for a number of junior roles Assisting the HR team with a cross organisational restructure Attending redundancy consultation and notice of redundancy meetings taking notes. Produced letters relating to the restructure I.e. invite to consultation, notice of redundancy letters produced Redundancy calculations Assist with the administration of the organisation's payroll on a monthly basisAttended appeals, Disciplinary and grievances as a note taker. Provide business-specific advice on employment matters, including policy and procedures, best practice and employment law variety of issues. Producing an end of year training evaluation report to analyse the effectiveness of the In service training we provide. This is distributed to Senior Management team and the Board of Trustees. Logging and monitoring sickness for designated Divisions Attended TUPE consultations, both group and individual, for staff transferring to another organisation.



Universal Music Group

• United States
• Musicians
• 700 & Above Employee

• Human Resources Assistant

  • Sep 2003 - Sep 2004

  In this role I provided effective HR Service to the whole HR team. The duties comprised of general administration, which included taking notes during Disciplinary hearings, Grievances and appeals, and conducting Inductions for new starters. I Assisted in the production of Monthly HR reports for HR team and Board of Directors. Administrative duties, recording holiday and absences Producing variety of letters, contract extensions, offer letters, probation letters. Project Co-ordinator for the Sunday Time Best 100 companies to work for 2004. In the year Universal moved from 45th to 8th.