STRATEGIC & OPERATIONAL DELIVERY SUPPORT
​Alongside the ability to deploy all the usual HR & Talent Management tactical skills, I primarily work with organisations that want to build high‑performing, human‑centred cultures — whether they’re scaling, transforming, or ready to elevate their people strategy.
With over 14 years of senior HR and People & Culture leadership across professional services, consulting, and both developed and emerging markets, I bring a rare blend of commercial acumen, scientific rigour, and global perspective. Some example overviews are below. Please visit the ‘rates & dates’ page for a no-fee call to discuss how I might be able to support your organisation’s needs and ambitions.
PEOPLE & CULTURE STRATEGY
Aligned with a company’s commercial goals, evolving and integrating the Company’s Reward Structuring, Succession Planning, Leadership Development, Organizational Design, Culture & Wellbeing, Talent Acquisition, Capability & Skills and Performance Management approaches. Deployment of technology and generative AI tools to deliver efficiencies in cost and performance.​ •People & Culture strategy development •Organisational design and operating model evolution •Culture transformation and leadership alignment •Change management for growth, restructuring, or M&A •Global practices harmonisation with local cultural sensitivity
LEADERSHIP DEVELOPMENT & EXECUTIVE ADVISORY
I partner with CEOs, Boards, and senior leaders to strengthen leadership capability, adopting a strengths-based approach to building Leadership capability and understand development needs from a whole-Company level. •Executive and senior leadership business coaching •Strengths based leadership development •Director onboarding and leadership assimilation •Advisory support for complex people challenges •Intergenerational leadership and team cohesion
TALENT MANAGEMENT &
SUCCESSION PLANNING
Building robust Employee Value Propositions, and future focused talent systems that attract, identify, and retain high potential individuals - streamlining the next generation of senior and executive leadership. •Succession planning frameworks •High potential talent identification •Total Reward Structuring •Competency and capability mapping •Career pathways and progression frameworks •Performance management redesign
REWARD, COMPENSATION &
BENEFITS DESIGN
I design reward structures that drive performance, fairness, and retention across global markets. •Total reward strategy and benchmarking •Variable reward and incentive plan design •Long term incentive plans for senior leadership •Pay equity analysis and reward governance •Reward structures for high growth or employee owned organisations
LEARNING & DEVELOPMENT ARCHITECTURE
Supporting organisations in building programmatic learning ecosystems that develop capability at scale, aligned with the company’s long term strategic goals. •L&D strategy and programme design •Programmatic learning pathways •Leadership development programmes •Graduate programme design and optimisation •Internal academies and skills based learning models
DIVERSITY, EQUITY, INCLUSION & ACCESSIBILITY (DEIA)
I help organisations understand how different demographics experience the workplace, and deploy talent strategies that build inclusive cultures where people feel safe, represented, and able to contribute fully. •DEIA strategy and implementation •Employee Resource Group design and support •Inclusive talent practices and recruitment •Global policy alignment and inclusive leadership coaching •Psychological safety and culture diagnostics
AI ENABLED HR TRANSFORMATION
Helping organisations leverage generative AI ethically and appropriately to improve efficiency, decision making, and employee experience. •AI readiness assessments for HR teams •Workflow automation and process redesign •Ethical and responsible AI use in People functions •Upskilling HR teams in AI literacy •AI supported performance, recruitment, and analytics tools
M&A PEOPLE ADVISORY
Supporting organisations through the due diligence and governance of transactions, the manage the people related complexities of mergers and acquisitions. •Cultural due diligence •Organisational integration planning •Leadership alignment and communication strategy •Selective harmonisation of policies and practices •Retention and engagement planning during transition