Farnham, England, United Kingdom
I am a pro-active and collaborative HR professional, keen to optimise the employee experience and the potential of employees, in line with strategic aims. I have created significant demonstrable improvements, leading directly to enhanced business results. My experience enables me to call on a large toolkit, from Inclusion, HR operations, change, strategy, employment law, systems, statistics and L&D, to PM, engagement, coaching and mediation.
Helping our people excel in providing industry leading optometry and audiology services through optimising recruitment, development, engagement and an enviable employee experience.
I was invited to act as the Inclusion and Engagement lead for the whole of Carnival UK, including our Fleet comprised of over 10,000 colleagues. I ensured inclusion is at the heart of CUK's culture, seamlessly interwoven throughout the employee lifecycle, with employee engagement as the modus operandi.
Acting as trusted senior business partner to the Executive Chief Strategy & Data Officer and to the CFO, I worked in a strategic and operational capacity with Carnival UK’s key functions including strategic business planning, revenue management, data science, guest analytics, data governance, sustainability, strategic business change and finance. I partnered on organisational design and restructures, digital transformation, complex employee relations issues, people strategy, talent management, inclusion and high performing leadership teams.
HRD Change Consultant, Ageas - In this role I successfully combined my knowledge of HR, systems, change management and communications to lead on both the project management and change management of a multi site implementation of a new HR and payroll system. I also supported the establishment of an HR shared service team. HR Lead, Gill Instruments - Acted in a consultancy capacity, to optimise the HR function and implement operational improvements HR Consultant, Yellow Dot Nurseries - Acted in a consultancy capacity, to audit existing people practices in the absence of a HR department and recommend required steps to optimise effective people practices moving forwards
In addition to a focus on culture and engagement, I created the full HR strategy for the organisation leading to tangible outcomes. I devised and implemented an on-boarding strategy, reducing turnover for staff with <2 years’ service by 50%. I also developed and delivered a specific wellbeing and engagement strategy, which resulted in 94% of employees being committed to organisational success and an increase in wellbeing of 30%.
In this role, I led on all aspects of HR, including strategy, OD, reward, ER, talent acquisition, policy, process, administration, HRIS, MI and equality, placing the employee at the heart of the employee lifecycle. I successfully built productive relationships with union representatives and effectively navigated consultations to deliver positive business benefits.