Experience

RFL Property Services ltd
• United Kingdom
• Hospitals and Health Care
• 1 - 100 Employee
• Head of People

  • Jan 2023 - Present


Martin Brower

• Transportation, Logistics, Supply Chain and Storage
• 700 & Above Employee

• Senior Human Resources Manager

  • Nov 2020 - Jan 2023

  Lead a team of 5 HR Managers and hold overall responsibility of all aspects of HR Delivery across all Distribution Centers across Martin Brower UK & Ireland network. Business partnering with the Logistics Director to drive performance and deliver a wide range of people initiatives that enables Martin Brower to reach its current and future business objectives while at the same time reinforce the global people blueprint. Lead a team of 5 HR Managers and hold overall responsibility of all aspects of HR Delivery across all Distribution Centers across Martin Brower UK & Ireland network. Business partnering with the Logistics Director to drive performance and deliver a wide range of people initiatives that enables Martin Brower to reach its current and future business objectives while at the same time reinforce the global people blueprint.



OYO UK

• United Kingdom
• Hospitality
• 1 - 100 Employee

• Senior Human Resources Business Partner

  • Dec 2019 - Nov 2020

  Business partnering with senior leadership team to deliver a wide range of people initiatives that enable OYO UK reach current and future business objectives. Business partnering with senior leadership team to deliver a wide range of people initiatives that enable OYO UK reach current and future business objectives.



Travelodge

• United States
• Hospitality
• 200 - 300 Employee

• HR Business Partner (South Region and Technical Services)

  • Jun 2017 - Dec 2019

  Business partnering with Regional Director for South Region and Senior Leaders in Technical Services, building and maintaining effective relationship with the senior management team, to support the business achieve its strategic goals. Focusing on driving successful operational and functional performance through the delivery of key people initiatives and people performance, aligning the Operating plan and priorities with the people agenda. Business partnering with Regional Director for South Region and Senior Leaders in Technical Services, building and maintaining effective relationship with the senior management team, to support the business achieve its strategic goals. Focusing on driving successful operational and functional performance through the delivery of key people initiatives and people performance, aligning the Operating plan and priorities with the people agenda.



Paddy Power UK Retail

• HR Business Partner

  • 2015 - 2017

  • Working closely with HOOs to ensure all People Strategy is implemented and embedded across the UK Retail and ER/HR best practice are adopted; • Leading Strategic HR Management including policy writing and updating, driving the skill levels across senior managers and shop managers within Retail business; • Developing ER Model that meets the business needs and support key stake holders managing all ER Activities within the UK Retail; • Managing a team of 3 on Employee Relations and Retail payroll activities; • Managing end to end Tribunal claims, including drafting Grounds of Resistance, preparing Bundle and drafting Witness Statements and aiming to settle the claims for commercial reasons and at a very low costs to the business; and reduce external legal spending; • Delivery of UK Retail annual performance review to ensure top talents are identified and succession plan is in place to support and develop top talents; • Advising key stake holders on Tribunal claims, including risks to the business and the best approach to take in managing all ET Claims; • Internal policy development and regular review of internal policies to ensure that the Company’s policies and procedures are in line with the UK Employment Legislations; • Developing managers’ capability including implementing Performance Management framework across the business and Talent and Succession Planning framework for all shop managers; • Monitoring trends in ER practices and advising key stake holders on appropriate proactive actions; • Driving learning and development; and recruitment needs within the region and working closely with the recruitment team to identify recruitment needs for key positions and develop recruitment strategy meets the business needs; • Managing end to end process on all TUPE activities and new shop openings; • Lead and support any relevant change initiatives and provide the relevant legislative guidance and people planning to ensure positive business impact;



Halfords

• United Kingdom
• Retail
• 700 & Above Employee

• HR/ER Professional

  • 2014 - 2015

  Working in partnership with 9 Area managers and 177 Store Managers, I am responsible for providing proactive, professional and accurate advice from complex ER case solutions, employment law to internal HR policies which add values to the organisation decision making; being able to anticipate, evaluate and advise key stakeholders on the implications of the current UK employment legislation and help key stakeholders avoid costly mistake. Duties: • Advising key stakeholders on all HR Issues including disciplinary, grievances, investigations, performance management, long term sickness absence, redundancy and termination of employment; • Managing complex ER cases or at Store Manager level on disciplinary, grievances, investigations, capability and sickness absence, include, supporting in all relevant meetings and drafting all correspondences; • Coaching and developing Store Managers and Assistant Managers’ capability/competencies in managing people issues and promoting best practice across the division; • Developing internal talent pipeline for Assistant Manager and Store Manager populations through succession planning and talent reviewing process; • Monitoring and reviewing workforce data / KPIs for partnering areas, in order to support poor performance area on KPI tracker and identify people issues as well as opportunities for further improvement; • Analysing learning and development needs within the division and ensuring that training plan is implemented to meet the training needs; • Developing and delivering training seminars to ensure that senior leaders and managers are equip with the correct knowledge and skills on how to manage D&G, Long term sickness absence and performance management effectively and in line with the current UK Employment Legislation;


InterContinental Hotels Group
• United States
• Restaurants
• 1 - 100 Employee
• ER/HR Professional

  • Mar 2012 - Jun 2014

Ramada London Hyde Park
• Personnel & Training Officer

  • Apr 2008 - Mar 2012