Reading, England, United Kingdom
As a strategic HR Director, I bring extensive experience leading complex employee relations and people support services in fast-paced environments. I am a trusted advisor to Boards and Executive Committees, with deep expertise in TUPE, redundancy and organisational restructures, managing risk while delivering fair, legally robust and people-centred outcomes. I provide strategic oversight of employee relations functions, ensuring compliance, resilience and consistency, while supporting senior leaders to navigate change with confidence and integrity. Alongside this, I am recognised for shaping and delivering impactful Equity, Diversity & Inclusion, wellbeing and social mobility strategies that remove barriers to progression and create genuinely inclusive workplaces. I lead initiatives that embed belonging into organisational culture, ensuring opportunity is accessible to all, regardless of background. My work focuses on translating values into practical action, aligning EDI with business priorities and measurable outcomes. Passionate about inclusive leadership, I partner with senior leaders to strengthen capability, accountability and collaboration across organisations. By aligning HR strategy with organisational goals, I help build cultures where employees feel supported, empowered and able to thrive, while safeguarding organisational integrity and long-term performance.
Strategic HR leader responsible for shaping organisational culture, wellbeing and inclusion across UK. Trusted advisor to the Operating Board, driving initiatives that foster belonging, social mobility and inclusive leadership at all levels. Accountable for the people services and employee relations functions who provide critical advice on all types of cases, from long term sick to litigation, as well as being responsible for policy, governance and compliance, ensuring an efficient and legally sound operation. Proven track record in embedding wellbeing and inclusion into the employee journey, mitigating risk and strengthening organisational resilience through effective people strategies.
A member of the senior leadership team, responsible for contributing to the overall people strategy and a key contact for critical incidents and escalations. Continuous improvement of the people services and employee relations teams, people policy, risk, and diversity & inclusion agenda.
• Reporting to the Managing Director, responsible for the UK Manufacturing division with 8 locations employing c. 2000 workers including 3 direct reports, including working in partnership with BMW Group UK • Strategic planning of HR, staff development and operational activities • Advising on complex employee relations cases including preparation and attendance at tribunals • Leading continuous improvement projects to standardise processes across the division to ensure efficiency of services provided • Ensuring contractual requirements & compliance standards including legal compliance were achieved • Management of financial budget up to the value of £80m • Cost Management to ensure any spend achieves a positive return • Delivering annual Management Development program (9 modules over 12 months) • Delivery of employability workshops to Year 10 & 11 students – 85% of students said they felt better equipped to know where to look and how to apply for job opportunities and gained confidence with interview techniques.
• Responsible for 3 UK locations with 4 direct reports • Leading the Trade Union relationship resulting in minimal issues raised • Providing advice, coaching and support on complex disciplinary & grievance cases ensuring current legislation and company processes are applied resulting in minimal cases being progressed to tribunal • Involvement in ACAS early conciliation & Employment Tribunals • Management & development of direct reports through monthly and annual appraisals resulting in 3 direct reports achieving promotions • Improvement & maintaining low absence and attrition levels – consistently achieved under 2% • Implementation of employee engagement activities including recognition programs • Leading organisational change projects including TUPE transfers of up to 450 employees • Management of team re-structures including redundancy • Implementation & delivery of a 12 month Management Development Academy to ensure future talent is progressed internally and succession plans are achieved – 76% of delegates have achieved either promotions or movement into alternative roles • Implementation of Intermediate Apprenticeships to enhance employee performance • Leading high volume recruitment campaigns – 800 heads recruited in a 12 week period • Planning recruitment and assessment activities to meet manpower requirements • Mentoring of students at a local school as part of Business in the Community cluster group • Part of a trailblazers employer panel facilitated by the Recruitment & Employment Confederation to write new standards for Apprenticeships within the recruitment industry • Overseeing health & safety procedures including induction, accident reporting & risk assessments