Head of People & Culture

• Jan 2021 - Present

People & Culture Manager

• Nov 2020 - Jan 2021

HR Business Partner - MEICAP / Africa

• Apr 2019 - Oct 2020

• Influence the development of business centered HR policies and processes to ensure they meet the needs of the business and are communicated effectively• Act as the performance improvement driver and provokes positive changes in people management.• Design succession plans for key talent and key job positions in line with long term business strategy.• Provide expertise and guidance to performance management and employee relations issues. • Contribute to the development of the International HR strategy in line with business objectives.• Proactively manage sickness absence cases and monitor trends. Assist with identification and resolution of problematic cases and long term sickness issues• Management of the recruitment and selection process for the international client group ensuring compliance with Company policy and budgets.• Coach and mentor regional HR team members.

Senior HR Business Partner

• Feb 2016 - Mar 2019

• Drive business results through initiatives which support business goals while remaining in compliance with all local labour laws and corporate guidelines.• Collaborate with local Leadership Team to ensure all HR activity supports company strategy, vision and goals. • Advise people managers on recruitment and selection processes, ensuring that pre-employment checks are conducted while advising on any areas of concern that may arise during the process.• Liaise with people managers regarding compensation packages for new employees and promotions, ensuring that internal benchmarking and external market data is used to provide guidance and make recommendations within company parameters.• Facilitate biannual performance calibration and succession planning sessions and collate results for discussion at regional leadership level and head office reporting.• Collaborate with teams to assess talent and forecast future workforce needs at functional level to ensure Company has the necessary resources and competencies to carry out enterprise.• Design annual Learning & Development programme based on business need through engaging with both regional leadership team and head office peers.• Deliver in-house leadership programmes to employees at all levels across the region.• Support operation across Europe, Middle East and Africa with HR exercises such as annual salary review and bonus cycle, facilitating calibration session for end of year performance review and support learning and development programme roll out. • Advise on employee relations cases ensuring adherence to company policy and applicable legislation.• Oversee the identification, negotiation and appointment of all third party HR service providers.

HR Practitioner

• Nov 2013 - Feb 2016

• Manage end to end employee lifecycle including but not limited to, visa application, onboarding, performance management, career progression and separation, both resignation & large scale redundancy.• Collate compensation & benefits information for submission to Mercer and work with them to ensure a timely submission of data for annual report.• Advise recruitment team and departmental managers on compensation and benefits to be offered to new employees and internal promotions, ensuring that offers made are within policy guidelines and departmental budget. • Analyse HR related issues within the business and provide solution development with roll out to department heads and employees.• Review company HR policies and make revisions as required. Provide advice to management and employees within the business regarding policy implementation and application.• Support the performance management cycle through manager and employee training and facilitation of calibration sessions.• Coordinate the background checks for verification of employment history, education credentials, criminal record and other information as required• Manage New Employee Orientation sessions for groups of up to 35 employees including venue sourcing and booking, timetable management and coordination of presenters.• Provide day to day HR support and guidance to management and employees across the business and manage day to day administration as required.

HR & Logistics Co-ordinator

• Sep 2012 - Sep 2013

• Liaise with Strategic Resourcing to co‐ordinate handover of successful candidates identified during the recruitment stages and act as focal point for candidates to confirm start dates/mobilisation dates, prepare and issue contracts and hiring pack documents.• Manage mobilisation of new hires and ensure pre‐employment medical and visas are in place priorto requesting travel arrangements and maintain current records for all personnel, organise renewals where required.• Co‐ordinate first mobilisation schedule e.g. Induction and HR and Security Briefing • Liaise with HR Manager to deal with any ongoing employee issues and welfare matters.• Set up and manage employee files ensuring copies of required documents, and ensure training records are maintained and update employee records on Oracle HRMS database• Assist and support leavers and terminations preparing final settlements, property handover, insurance cancellations etc.

HR Associate

• May 2012 - Aug 2012

• Provision of day-to-day HR advice and guidance to personnel on a full range of HR issues• General administration support to HR processes, including administration of contracts, ad-hoc letters, PAAF, induction, bonuses and ensuring records are updated • Tracking sickness, creating sickness/absence reports and monitoring longer term cases• Supporting Senior HR Advisor by taking notes at disciplinary, grievance and performance management meetings• Conducting exit interviews and recording reasons for leaving• Provision of all project HR reports including weekly headcounts, monthly sickness reports etc• Assistance with sourcing candidates, participation in and arrangement of selection interviewing process and tracking recruitment for onshore and offshore & site positions

Training Advisor

• May 2011 - May 2012

• Liaison with Offshore focal points, client and onshore management to establish training and competence priorities, allocation of resources and timescales to meet training and competence plans.• Collaborate with project management to ensure the maintenance and development of training matrices.• Source training providers and arrange training courses, travel and accommodation.• Attend and participate in project training steering group meetings.• Maintain competence progress trackers for project and provide monthly reports on training and competence assurance progress.• Ensure maintenance of accurate training certification.

Airport Delivery Manager

• Jan 2008 - May 2011

• Ensuring Ground Handling Agent provides a service to the required internal/external safety and security standards whilst complying with all relevant policies.• Dealing with day-to-day issues, ensuring customer satisfaction and adherence to business plan within budget.• Liasing and fostering productive relationships with internal and external suppliers thereby ensuring delivery of action plans and customer satisfaction standards.• Investigating operational incidents and ensuring rectification to underpin delivery of a safe and secure operation.• Ensuring British Airways internal financial controls are met through self-audit programme.• Supporting the British Airways Airport Manager in the preparation of emergency procedures and business continuity plans including the training of Ground Handling Agent Staff in associated procedures.• Representing British Airways at Aberdeen Airport emergency exercises and during operationally critical periods.• Ensuring Ground Handling Agent was fully conversant with new policies and procedures through training.

Operations Manager

• Mar 2007 - Dec 2007

• Local focal point during station shutdown and compulsory redundancy of 100 staff• Management of staff disciplinary and grievance issues• Weekly quality and financial reporting to Servisair head office and customer airlines • Liaised with customer airlines to discuss station performance and areas for improvement.• Ensured Service Level Agreements were met as agreed with customer airlines

Duty Manager

• Mar 2004 - Feb 2007

• Responsible for staff duty rosters, sickness monitoring, absence management and holiday schedules. • Process of bonus scheme for ramp operations staff• Reporting of delays to customer airlines• Responsibility for entire front of house, dispatch and ramp operation on shift-to-shift basis

Passenger Services Trainer

• Jan 2003 - Mar 2004

• Part of project team to devise revised nationwide training programme for new staff.• Ensured that all new staff completed company induction and departmental training to company and customer airline standards and all recurrent compulsory staff training was completed• Additional responsibility for interviewing and recruiting external candidates• Administration of security clearance for new employees and maintained HR files• Carried out risk assessments and wrote safe working practices

Passenger Service Agent

• Sep 2002 - Dec 2002

• Checking in passengers for outbound flights• Meeting and boarding aircraft

Human Resources Administrator

• Apr 2002 - Sep 2002

• Established disciplinary and grievance procedures and appraisal system. • Responsible for payroll• Wrote the company handbook (with staff terms and conditions) and the organised the company induction and technical training programmes. • Established disciplinary and grievance procedures and appraisal system. • Responsible for payroll• Wrote the company handbook (with staff terms and conditions) and the organised the company induction and technical training programmes.

Duty Manager

• Sep 1998 - Mar 2002

• Responsible for smooth running of the entire hotel at an operational level for periods of up to 24 hours. • Dealt with all reservation queries including group bookings, the setting up and maintenance of business travel accounts with various companies and business travel agents• Selected as a member of the hotel's Action Team, which exists to provide a communications link between the employees and senior management at the hotel. • Responsible for smooth running of the entire hotel at an operational level for periods of up to 24 hours. • Dealt with all reservation queries including group bookings, the setting up and maintenance of business travel accounts with various companies and business travel agents• Selected as a member of the hotel's Action Team, which exists to provide a communications link between the employees and senior management at the hotel.