Interim Chief People Officer
Lead and managed the global team on a 6 month interim basis. Designed and implemented an online performance review and compensation review process for year-end. In parallel streamlined HR processes and data using technology (HiBob), built a prototype dashboard of HR data, hired an L&D lead to develop a learning strategy and deliver against quick wins including compliance training and process for accessing L&D funding. Lead the HR team to a more globalised, consistent way of working through collaboration and significantly increased overall team engagement. Provided mentoring to senior HR leaders and the business senior management team.
HR Department build
Various projects including full build of HR Department, starting with policy and process all the way through to hiring team, building HR structure and developing strategy. HR system implementation from scratch (Ciphr) including data upload to configuration to suit business processes. Designed a 'portal or one stop shop' for all HR information and data for both employees and HR. Mentored future leaders to support continued growth into more responsible roles. Supported throughout Covid to maintain smooth running of operations (businesses remained open).
System implementations
Full implementation of Ciphr - lead the data load, system build and system configuration, followed by communication and adoption practices. Also lead a ‘rescue’ implementation of Ciphr for a business where data was significantly out of date and overall implementation had failed – cleaned/managed the integrity of the data, re-built system and processes to align to Company processes and included additional configuration to successfully implement Core HR, ATS and commence talent management module build.
Other system experience includes HiBob, Employment Hero, Personio and other smaller systems.
Employee relations
Considerable support provided to clients in redundancies, reorganisations, dismissals, disciplinary/grievance processes and tribunal claims to deliver/act in line with due process, advise on risks and make recommendations. Supported companies and individuals.
Audit/recommendations
Reviewed and recommended how to professionalise the HR function though policy, process and technology. Guiding principles around strong foundation of HR to build rigour, efficiency and reduce business risk whilst looking for ways to streamline and automate using technology, including legal requirements and compliance. Developed and standardised a process for IR35 where the client was using volumes of contractors in the construction industry.
Salary benchmarking surveys
Undertaken two full reviews for smaller , but complex clients in unique industries using Radford. Responsible for initial data submission through to review of roles, data, salaries and benefits against the market and to make recommendations based on the data/subsequent analysis.
Talent management frameworks
Recommended processes for clients to support greater understanding of their talent by utilising a ‘fit for size’ process that often helps to ‘visualise’ skills gaps, highlight hi-performers and build clearly defined development plans and opportunities.
Processes adapted to suit clients of considerably less complexity, but to easily highlight development requirements and pipeline talent.
Mentoring
Worked with new and emerging managers to support and guide their learnings, providing independent input often underpinned by NLP techniques (as a qualified practitioner)