If you are interested in this candidate, please call 0207 626 6065.

00358242

PROFILE:

A commercially minded, solutions driven HR and Operations professional with a record of success within fast-paced and constantly changing Financial & Professional Services sectors. Strong leadership, project management and communication skills with the ability to effectively partner with business leaders, Human Resources and other stakeholders.

Extensive generalist knowledge across most specialisms in HR with an emphasis in Employee Relations and Talent Management. Experienced in large multinational corporates and smaller financial services companies.

Enthusiastic about leading HR and support functions, aligning with the strategic objectives of the business.

EDUCATION:

• Associate Member: Chartered Institute of Personnel Development (CIPD – Level 5).

TECHNICAL:

• Highly proficient in MS Office Suite (Word/PowerPoint/Excel); HRIS and Payroll Systems.

CAREER HISTORY:

February 2026 – Present

Private Equity

Senior HR Manager

Reporting to Head of HR/Talent, responsible for HR Operations in UK, France, Germany, Lux and New York.

• Payroll: Leading the transition of the payroll function from HR to Finance. Responsible for the submission and sign-off of payroll instructions to Finance in all jurisdictions.
• Benefits: Responsible for benefits renewals in all jurisdictions. Introduction of PEO (Professional Employer Organisation) in New York for Benefits and 401K purposes, resulting in $100K annual saving on benefit costs.
• Reporting: Responsible for all Employee reporting including DDQs for Fund team & Investor Relations regular reporting required by both Compliance & Finance.
• HRIS: Reviewing and refining existing HRIS, improving usability, streamlining reports, and building automated notifications.
• Policy and Procedure; Ensuring all policies and procedures are updated to remain aligned with statutory legislation including review of HR Handbook.
• SM&CR: Responsible for maintaining annual statements of responsibility, management responsibility map and ensuring background checks for SM&CR employees are up-to-date.

March 2025 – February 2026

Banking

HR Manager

Reporting directly to the CEO with direct line management for 3 employees including 2 HR junior professionals. This is an office-based role (5 days p/week) where I have responsibility for the entire people-agenda.

• Employee Relations: Supporting, advising and training managers on all ER matters including timekeeping, sickness, probation meetings, handling poor performance and exiting employees.
• Talent Acquisition: Building relationships with recruiting companies to refine PSL and streamline the recruitment process.
• Benefits: Responsible for Medical/Dental/Life and Income Protection Insurance policies and the Company Pension scheme. Sept 2025, company medical insurance premiums were reduced by 20% for tax year 2025/26, through analysis and redesign of product.
• Payroll: Identifying and resolving systemic issues with processes. Removal of manual practices for overtime submissions, introducing automated system via HRIS, improving and streamlining process, resulting in more timely and accurate reporting.
• L&E: Obtained ICAEW approved employer status for the Bank to enable the training and development of ACA trainees in-house. Facilitating all other training courses as required.
• HR Data Analysis: Introduced an HR Data Analysis Dashboard which continually being updated and refined to be included in the monthly ManCo, and quarterly Board of Directors meetings.
• Culture & Engagement: Tasked to develop employee culture and engagement; Introduced social committee; quarterly employee newsletter; overseeing the quality and design of content.
• Policy and Procedure; Ensuring all policies and procedures are updated to remain aligned with statutory legislation and refining as and when a need arises. Refining onboarding and offboarding processes; resulting in smoother transition for new starters and leavers. Managing the employee experience throughout their employment.

September 2021 – December 2024

Financial Services

HR Business Partner

Global private investment firm, operating across a broad spectrum of investment strategies, with a focus on private equity and fund management. The Company was situated both in the UK and New York. The Company made investments across three continents in a variety of sectors including factoring, logistics, technology, and apparel. The company has been in winddown since Autumn 2024.

Reporting directly to the CEO, I held responsibility for building and leading the HR and operations functions for the company in both London and New York. This included direct line management of two employees and a dotted line oversight of the HR functions within portfolio companies. This was an office-based role (5 days p/week).

• Strategic Alignment: Working directly with the CEO and other stakeholders at a strategic level with respect to employee performance and well-being. Full autonomy and responsibility for ensuring the HR and Operations functions are supported to meet the commercial objectives of the business.
• Process: Implementation and management of all HR processes, policies, and procedures. This included standardization of company policies such as refinement of employee contracts and the Employee Handbook as well as the introduction of the disciplinary, grievance and performance policies and introducing practices such as Talent Management and Review processes.
• Payroll and Benefits – Managing both payroll and benefits for the company in addition to providing support for portfolio companies as required.
• Employee Lifecycle: Managing the full life cycle of all employees both in London and New York with responsibility for onboarding offboarding, L&E initiatives, performance, and talent management. In addition, as required, participated in HR and operational strategies and practices within portfolio companies.
• Employee Relations: Managing the process with respect to grievances and under-performance. Extensive compromise agreement experience. More recently, as part of the wind-down of the company, running the redundancy process for most of the workforce.
• Operations: Overseeing the office and Real Estate management in both the London and New York offices with two direct reports.
• Vendor Management: Managing 3rd party relationships including those in Finance, Technology, Data Management, and Real Estate.
• Finance: Approval of invoice payables & receivables, travel & expenses etc.

July 2015 – September 2021

Professional Services

Senior HR Business Partner, EMEA

Global professional services provider with over 5000 employees spanning more than 20 countries. The Human Capital Department in London is a small team responsible for Europe and the Middle East. The role was to align the Company’s “people strategy” across the business and drive the implementation of people processes to enhance business performance.

Reporting to the EMEA HC Director. Partnered with business leaders across multiple jurisdictions including UK, Ireland, Jersey, UAE, Luxembourg, Germany, the Netherlands, and Switzerland to advise and support the people agenda.: I was the lead HR Business Partner in EMEA for the following business units: Corporate Finance (M&A), Corporate Restructuring, Disputes & Investigations, Cyber Security and Compliance and Regulatory Consulting.

• Project Management: Designing, launching, and maintaining automated exit survey application – CultureAmp and project managing the launch of Best-Companies annual survey. Designing and running a 360- performance feedback process from start to finish.
• Employee Relations: Extensive employee relations experience across Europe, following company policy guidelines and local legislation including disciplinaries, grievances, redundancies, and performance improvement programs.
• Integration: Global organizational development, harmonization, mergers & acquisitions & TUPE
• Life Cycle: Responsible for the life cycle of all EMEA employees. Overseeing and mentoring two HR Administrators on the preparation of the paperwork (contracts, flexible working agreements, maternity, retention agreements, promotions, terminations etc).
• Policy: Researching, and refining HC policies in multiple jurisdictions including Shared Parental, Sabbatical & Maternity Leave.
• Talent Management: Overseeing mid-year and annual review & reward processes. Leading year-end rating discussions and collaborating with key stakeholders to determine bonus pool distribution. Pulling reports and historical data from HRIS, Salesforce and our Integrated Financial System to aid this process.
• Compensation: Advising leaders on base pay and incentive compensation adjustments and reviews and overseeing payroll changes.

Change Management: Ensuring that services line leaders are informed on changes in company strategy and initiatives from a people perspective:

- Introduction of a new HRIS system which included a change in the performance review process. This involved providing training and visual aids to support implementation.

- Communicating global strategy and policy of homeworking during COVID and thereafter and addressing issues/concerns raised by management.

- Working closely with L&E on the introduction of a mentoring program; recommending mentees/mentors and running a pilot scheme.

• Coaching & Mentoring: Coaching senior management to become more effective leaders. Supporting Human Capital Global Initiatives including retention strategies and mentoring.
• Diversity & Inclusion: Member of the steering team tasked with implementing Diversity & Inclusion Committees and Employee Resource Groups.

February 2012 – July 2015

Financial Services

Office Manager/Executive Assistant

January 2011 – February 2012

Banking

Executive Assistant to both Co-Heads of the Financial Institution’s Group.

October 2008 – January 2011

Banking

Executive Assistant to the CIO, Global Banking & Markets

February 1998 – October 2008

Financial Services

Executive Assistant to the Global Head of Risk Solutions (Member of the Executive Committee)

June 1988 – February 1998

Permanent EA Positions in the Recruitment Sector

Associates and Michael Page Limited as well as contractor assignments in various financial services institutions including Global Sachs, CSFP, Nomura

EDUCATION:

October 2019 – July 2020: Chartered Institute of Personnel and Development

CIPD Level 5 Associate Diploma in People Management

September 1987 – July 1988: College

Executive Assistant One Year Course

September 1982 – July 1987: School

O’Levels and CSEs

References Available Upon Request

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