00354905
EDUCATION:
2008 – 2009: Legal Practice Course, University
2005 – 2008: 2.1 Law LLB Degree, University
2002 – 2004: A Level; English Literature and Language, History, Psychology, Sixth Form
QUALIFICATIONS:
2013: Level 5 HR Management, CIPD
HR professional with demonstrated success scaling high growth financial services firms by developing HR strategies and driving cultural changes to transform business areas. Authentic leader with a strong focus on regulatory responsibility, systems, controls and legislative compliance.
CAREER HISTORY:
2021 – PRESENT
BANKING
HR OPERATIONS MANAGER
I hold the responsibility for managing and personally delivering an excellent operational HR service to the bank. I directly manage two HR Officers and my teams duties include; payroll, employee benefits, recruitment, performance management administration, SMCR processes, employee relation cases, creating and maintaining HR policies and procedures and the Bank’s obligations as a Visa Sponsor and all people MI reporting.
The HR priorities for the bank are driven directly from the business strategy and include talent development and supporting a change in the business’ culture. Each priority has its own project plan and I play a pivotal role in shaping and implementing these initiatives.
Key Achievements Include:
- Led the successful implementation of a new HR system, streamlining internal processes, introducing automation and enhancing the data accuracy, reporting capability and accessibility across the Bank.
- Designed and launched a company-wide wellbeing campaign, driving increased employee engagement measured by the incline of corporate benefit members.
- Established clear governance frameworks for managing tax implications related to international and visa sponsored employees ensuring adherence to HMRC protocols.
2019 – 2021
BANKING
SENIOR HR BUSINESS PARTNER
I report directly into the Head of HR and manage two direct reports. The role supports the creation and implementation of the people agenda for the Bank. My remit includes; Reward, Pay and Benefits, ER, HR Systems and MI, Engagement agenda, Wellbeing agenda, management of third party providers and management of the HR administration team.
Key Achievements Include:
- Managing a redundancy and relocation programme, supporting business restructuring whilst ensuring legal and procedural compliance and effective support for affected employees.
- Creating a new in-house HR team from the ground up, from both a resource and governance perspective. This exercise included, defining structure, recruiting key roles and embedding efficient processes to support business needs and employee lifecycle management.
2018 – 2019
BANKING
SENIOR HR BUSINESS PARTNER
I am the lead HR Business Partner supporting the banks Global Fraud Operations team – approximately 1,000 FTE across UK, USA and Germany. I partner the Head of Fraud Operations, and their UK and US Leadership Team, contributing to the development of the business agenda and delivering the associated people plan, this includes; structural and cultural organisation change, location strategy, reward and pay review processes and supporting project management on Global HR and business initiatives. I am supported by three HRBP direct reports.
2014 – 2017
FINANCIAL SERVICES
HR BUSINESS PARTNER
Following two years away from the HR Business Partner role, I have returned as support to cover a maternity leave period. I act as a trusted advisor and coach to the senior management team for our Financial Management and People and Change functions in the Business with Partners and Directors forming the majority of my key stakeholder group. I partner the teams on their leadership capability, engagement and cyclical strategic People agendas.
HR MANAGER
I have been responsible for the management of the HR Advisory team and expanded my management remit to 4 other teams within the People Operations department. I have two team managers as direct reports who support a broader team of 17 HR Assistants who have responsibility for providing business focused and best practice HR admin support to the Firm. The team manages the day to day specialist activities of recruitment onboarding, security clearance and Immigration administration, working alongside the business and neighboring teams within People Operations to deliver a seamless and customer centric service.
My responsibilities include coaching the team, reviewing processes and managing functional and wide projects. I work closely in building relationships with a number of third-party suppliers. My experience in supplier management has included working with procurement to implement our re-tender process as well as performance managing suppliers to a successful outcome. This role also involves a close liaison with the Risk team and the Firm’s security controller.
The HR priorities are driven directly from the business strategy and include talent development and supporting a change in the business' culture. Each priority has its own project plan and I play a pivotal role in shaping and implementing these initiatives.
2009 – 2014
BANKING
HR CONSULTANT
Jan 2014 – Sept 2014: During the implementation of the banks HR transformation project, I have been asked to support the transition of transactional and operational activities to the Employee Relations teams from the Business Partners in order to shape the new HR model. This role has expanded upon my awareness of the broader and higher level strategic perspectives and ‘big picture planning’. It requires an in-depth knowledge of business priorities and the forecasted HR service requirements. The role also enables me to develop, co-ordinate and map the innovative HR strategy.
Whilst in role, I have also gained experience in more complex ER issues including handling settlement agreements, negotiations and employment tribunal cases. I liaise closely with our Unions and Solicitors.
HR BUSINESS PARTNER
2009 – 2013: This job entails balancing HR policies and process with business needs. Providing the necessary HR support and coaching position to line management. Business change is integral, including cost reduction, redeployment and organizational design changes. I report into a Senior HR Manager who is responsible for supporting the Retail Distribution.
The role’s main focus is to work with functional colleagues, ensure the business has clearly defined succession, performance management, learning and development plans in place. I create, deliver and facilitate in national and regional project work ensuring that short-term gains are well balanced with long-term strategic objectives. This involves developing close working relationships with the business stakeholders and with the recognised Unions. I identify and manage HR interventions where it is crucial to communicate a practical approach with consideration from a number of perspectives.
References Available Upon Request
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