West Sussex County Council

I am a member of the Specialist Human Resources Services team in HR and Organisational Development. As an HR Policy Consultant I mainly focus on WSCC schools.

In September 2019 I took on the additional responsibility of managing the WSCC Occupational Health contract with a third party supplier, covering the workforce for schools, corporate and the fire service. 

In the summer of 2018 I led the project to implement new functionality in the WSCC employee Recognition Scheme to support its Annual Awards process.

HR Policy Consultant 

A member of the Pay, Reward & Recognition Project team at WSCC, put in place during 2015 to address aspects of the current arrangements requiring improvement and change. 

Summary: 
Worked on the project to implement the West Sussex Choices employee benefits platform.

Led the successful implementation of an online employee discounts platform. 

Worked on various aspects of the project to implement an online employee recognition platform.

Completed and presented a detailed analysis of a complex allowances data set.

Worked on other pieces of HR project work related to employee benefits e.g. personal loan consolidation.

Tracked employment tax related activities with HMRC and tax advisors and provided regular updates to senior internal stakeholders.

Main achievements and outcomes:
The West Sussex Choices discounts platform was implemented in September 2016. I maintained the relationship with the supplier through monthly calls / meetings. 
Outcomes: understanding and making the most effective use of available communications channels for the different segments of the target audience was key to the success of the launch.

The West Sussex Choices ‘Living Our Values Every Day’ Recognition Scheme was implemented in February 2018 to support the organisational culture change and transformation activities at WSCC. I was involved in User Acceptance Testing (reporting and tracking errors), created system help documentation (e.g. FAQs, glossary, user guide) and attended regular project calls with the supplier.

Outcomes: the Recognition Scheme has gone through three major changes since I started on the project in September (e.g. re-branding and functionality changes). This has required significant re-work and careful handling of the supplier to manage the relationship.

Skills:  data analysis, information presentation, user testing, supplier relationship management, flexibility, communications,  managing change, handling complexity, planning and organisation and teamwork.

HR Professional

Career Break

After leaving IBM UK in November 2015 I took a career break.

Led the Domestic Mobility Project which was put in place to address policy & process weaknesses and identify employer tax exposures for multiple tax years. Appointed by and reported directly to the UK HR Director.

Achievements: 
Completed 31 HR actions put in place to address 17 recommendations arising from an internal Business Controls audit report.
Led the analysis of over 2,000 employees' business travel expenses data (i.e. hotel stays, train travel and mileage claims), covering the period 2008-15 and approximately 2 million rows of data. 

Outcomes:
Identified the total taxable expenses exposure.
Made significant improvements to monthly policy & process reporting, day-to-day handling of queries and exception handling by offshore team.

Skills:
Flexibility.
Handling complexity.
Planning and organisation.
Teamwork.
Data analysis.
Interpersonal and client relationships.

Domestic Mobility, Project HR Project Manager

Led global workforce strategy projects & workforce planning activities during three annual strategic and operational planning cycles. Clients were HR Talent Directors & Partners supporting five IBM business groups and the overall enterprise, approximately 400,000 employees.

Achievements: 
Led the analysis of detailed information & data across ten HR and business plans, the creation and publication of enterprise-wide summary documents covering: common HR themes, investment priorities, opportunities to leverage existing workforce management solutions and new program requirements.
Utilised in-house, workforce planning models and techniques. 

Outcomes:
Development of plan content aligned to business strategies and objectives.
Accurate and timely information that informed discussions and influenced the decision-making of HR and business leaders during the planning processes.

Skills:
Planning and organisation.
Teamwork.
Data analysis. 
Information presentation.

Workforce Planning Partner

Trusted advisor to sales leaders & sales managers on the global IBM Sales Eminence (SE) programme. Subject Matter Expert on information about the programme, resources, tools, models, metrics, the SE scorecard and HR systems data. There were approximately 2,000 sales leaders, managers and sellers in UKI sales. Also held responsibility for diversity & inclusion. 

Achievements: 
Analysed UKI HR data behind the metrics in the SE scorecard, briefed European sales and HR leaders on progress against targets and 'translated' deltas to targets in to business-owned actions.
Provided ‘hands-on’ support to UKI sales leaders, managers and HR partners to complete actions.
Responsible for diversity across IBM sales organisations. Briefed all business representatives on the Diversity Council, shared global diversity-related material, prepared content for and chaired meetings.

Outcomes:
Business-specific action plans.
Increased education course attendance by sales managers and sellers; presented briefing sessions on Sales Eminence to sales leaders and managers; held 1-1 'clinics' to answer questions; led the annual skills assessment exercise and reported progress on improvements in skill levels; shifted sales resources to emerging markets; increased turnover of lower performers and decreased turnover of higher performers.
Business Diversity Council established. 

Skills:
Communication.
Data analysis.
Interpersonal and client relationships.

Diversity, Learning and Workforce Programmes Partner

Subject Matter Expert on HR policies to support the employee life cycle, working with strategic and operational HR partners, other SMEs, the HR Business Services team executing process and business resource managers, covering approximately 6,000 employees. 

Achievements: 
Led a cross-function project team to implement IBM’s flexible retirement pilot programme. Worked closely with HR leaders, the pensions trust, taxation, legal, compensation & benefits and employee relations. Designed and developed policy and offerings. 

Extracted, analysed and interpreted data from HR systems. Wrote reports, prepared and presented information to support business decision making in talent management policy areas, such as recruitment, attrition, age profile, tenure and heritage of employment. Prepared and delivered briefing material on corporate HR scorecards & metrics for HR stakeholders and how to use them in support of business strategy.
Collaborated with the IBM UK HR Diversity & Inclusion manager and team. Analysed diversity-related data and prepared presentations. This helped the team effectively get across key messages to business leaders and improved manager understanding and 'buy-in'. Worked closely with HR partners, monitored diversity-related metrics, worked closely on business diversity action plans and identified issues. This ensured that plans were aligned to the global strategy and activities were executed in the business.

Outcomes:
A flexible retirement pilot programme positively received by managers and employees.
Accurate and timely information that informed discussions and influenced the decision-making of HR and business leaders to meet scorecard metrics and positively impact business results.

Skills:
Planning and organisation.
Teamwork.
HR policy and process development.
Data analysis. 
Information presentation.
Communication.
Interpersonal and client relationships.

Talent Management, Subject Matter Expert and Business Account Manager

IBM Global Services

Subject Matter Expert (SME) in HR Workforce Management programmes, policies and process. Led projects and day-to-day activities, covering an employee population of approximately 14,000. Offerings included: secondments, flexible working, sabbaticals, leave of absence and exit management.

Achievements: 
Led a small team in support of two large business restructuring programmes. Prepared and presented planning data to HR leaders. Developed productivity and reporting tools. Identified and assessed heritage redundancy terms and conditions for over 30 different companies whose employees were acquired or joined through outsourcing deals. Managed the end-to-end production of funded separation packages for approximately 2,300 voluntary and involuntary leavers. Received an IBM national excellence award from the IBM UK General Manager for this work. 
Established and led a new IBM resource approvals and resource optimisation process. This was done on behalf of the IBM UK Country General Manager, the IBM UK HR Director and the IBM UK Finance & Planning Director. The scope of this process included all direct IBM hires and those for third party resource requests for the UK, Ireland, South Africa and the Netherlands. Chaired weekly teleconference calls, with cross-business representation, reviewed all requests. Where additional levels of approval and optimisation were required, presented to European executives. 

Outcomes:
Significant reduction in resource numbers and labour costs positively impacting business results.
Optimised cross-business resource management process. 

Skills:
Teamwork.
Problem solving.
Communication.
Interpersonal and client relationships.
Process development.

Workforce Management Specialist

Responsible for the deployment and execution of professional development activities including the PD Programme and PD Tool.

Professional Development (PD) Programmes Manager

Upline management position with responsibility for graduate employment,
external relationships and IBM Student Programmes.

Foundation Employment Manager

First line management position with responsibility for career and professional
development of junior professionals.

Foundation Professional Development Manager

Responsible for the day-to-day management of IBM Student Programmes.

Student Programmes Manager

Responsible for the day-to-day management of a small project team tasked
with deployment and support of various world-wide client server and
mainframe based tools.

Customer Relationship Management (CRM) Tools Deployment Project Leader

Application librarian.
Day-to-day management of a team of eighteen application developers.
Responsible for application maintenance and development support for IBM’s
internal Fulfilment, Distribution and Management Information legacy business
applications.

Application Maintenance and Development Librarian and Team Leader

Responsible for providing 24/7 end-user telephone support, handling out-of-
line situations, resolving problems and monitoring the Site's internal systems
and networks across three main machine rooms and multiple locations.

Data Processing Operations and Help Desk Analyst

An HR leader with extensive experience of delivering complex HR projects for a global Blue Chip company in the IT industry to drive improvements which positively impact business performance and results.

Recent experience has been in the public sector working for a large local authority in the UK.

Excellent project management, problem solving, people development, interpersonal client relationship and communication skills.

Expertise in: strategic workforce planning, talent management, workforce management, data analysis, information presentation, HR scorecards, HR metrics, diversity, learning and professional development.

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