HRBP - Newcastle University Students' Union - Newcastle
(2025-01)
NUSU is a charity committed to enhancing the experience of students at Newcastle University. It has an annual turnover of £6 million with over 50% generated from commercial revenue and employs a permanent workforce of 77 staff members alongside 170 casual staff members. Reporting directly into the CEO, responsible for developing people plans that support organisational strategy.
- Partnered with Senior Leadership Team to shape and deliver people strategy aligned to organisational priorities
- Led organisational design activity, embedding a revised structure that improved clarity, accountability and team effectiveness, contributing to a 30% uplift in staff engagement across priority areas (over 6 months)
- Designed and implemented a new pay framework, improving consistency, transparency and alignment with organisational structure
- Designed and implemented key people frameworks including flexible working, training & development and recruitment processes
- Delivered a full flexible working review, introducing a clear framework (hybrid, work from anywhere, flexible shifts) to improve consistency and manager confidence
- Built manager capability through targeted training, guidance and coaching, strengthening confidence in handling performance, development and employee relations
- Established and embedded colleague voice mechanisms, including forums and engagement surveys, to inform decision-making and improve engagement
- Used data and insight (survey results, focus groups, feedback) to identify priority areas and drive measurable improvements in team engagement
- Led the implementation of a new HRIS, improving data accuracy, reporting capability and process efficiency
- Developed HR operational infrastructure including SOPs, dashboards and governance processes to support consistency and reduce risk
- Led internal people communications to support delivery of key initiatives, improving clarity, engagement and understanding across teams
- Contributed to organisational culture development, shifting ownership towards managers and teams rather than central HR
- Invited guest on the People Please Podcast (2026) sharing perspectives on HR reputation, credibility and the practical challenges of delivering people strategy in a charity context
HR Manager - Newcastle University Students' Union - Newcastle
(2021-02 - 2024-12)
NUSU is a charity committed to enhancing the experience of students at Newcastle University. It has an annual turnover of £6 million with over 50% generated from commercial revenue and employs a permanent workforce of 77 staff members alongside 170 casual staff members. Reporting directly into the CEO, responsible for developing people plans that support organisational strategy.
- Partnered with Senior Leadership Team to shape and deliver people strategy aligned to organisational priorities
- Led organisational design activity, embedding a revised structure that improved clarity, accountability and team effectiveness, contributing to a 30% uplift in staff engagement across priority areas (over 6 months)
- Designed and implemented a new pay framework, improving consistency, transparency and alignment with organisational structure
- Designed and implemented key people frameworks including flexible working, training & development and recruitment processes
- Delivered a full flexible working review, introducing a clear framework (hybrid, work from anywhere, flexible shifts) to improve consistency and manager confidence
- Built manager capability through targeted training, guidance and coaching, strengthening confidence in handling performance, development and employee relations
- Established and embedded colleague voice mechanisms, including forums and engagement surveys, to inform decision-making and improve engagement
- Used data and insight (survey results, focus groups, feedback) to identify priority areas and drive measurable improvements in team engagement
- Led the implementation of a new HRIS, improving data accuracy, reporting capability and process efficiency
- Developed HR operational infrastructure including SOPs, dashboards and governance processes to support consistency and reduce risk
- Led internal people communications to support delivery of key initiatives, improving clarity, engagement and understanding across teams
- Contributed to organisational culture development, shifting ownership towards managers and teams rather than central HR
- Invited guest on the People Please Podcast (2026) sharing perspectives on HR reputation, credibility and the practical challenges of delivering people strategy in a charity context
Senior HR Generalist - Borgwarner - Gateshead
(2018-05 - 2021-02)
Borgwarner is a worldwide engineering organisation developing innovative and sustainable mobility solutions. In 2023 it had annual sales of $14.2 B and 40,000 employees. Reporting into the HR director responsible for driving HR initiatives that align with the company's goals and executing a wide range of HR functions for business area (142 employees).
- Developed and implemented strategies to reduce absenteeism and support employees returning to work after long-term absences including sickness absence and maternity leave
- Provide advice and guidance on HR policies, procedures, and best practices
- Serve as a primary point of contact for employee concerns, conflicts, and disciplinary issues
- Resolve complex employee relations issues and address grievances
- Manage long-term absence cases, including coordination with employees, managers, and healthcare providers
- Conduct new employee inductions and facilitate the onboarding process for new hires, ensuring a smooth transition into the organization
- Assist in the implementation and management of the performance appraisal process and implementation; including salary review and calibration process
- Provide coaching and support to managers and employees on performance-related issues
- Help identify employee development needs and coordinate appropriate training and development opportunities
- Design and facilitate training sessions and workshops on various HR topics such as conducting 1:1's
- Support the development, implementation and communication of HR policies, projects and initiatives
- Support career development and succession planning initiatives
- Collect and analyse HR data to provide insights and support decision-making
HR Manager - Take-Two Interactive - Windsor
(2016-06 - 2018-05)
Take-Two is a leading game publisher with franchises including Grand Theft Auto, WWE and NBA 2K. In 2023, it had annual revenue of $5.39 B and 11,580 employees. Reporting into the HR Director responsible for ensuring that HR initiatives align with the company's goals and overseeing HR practices and processes within the UK and ANZ (300 employees).
- Collaborated with Senior Management to understand restructuring requirements, then executed the plan and oversaw the redundancy process
- Designed and implemented an intern program to attract and develop young talent
- Partner with Senior Managers to develop and implement HR strategies and change initiatives to support business goals
- Provide an end-to-end recruitment process, including supporting job design, advert design and placement, facilitating selection processes and decision
- Respond to employee questions and grievances
- Implement and manage employee engagement and retention programs
- Provide coaching and support to managers and employees on performance and capability issues
- Advise on employment law and regulations to ensure compliance
- Identify development needs and partner with learning and development team to organize and facilitate training sessions
- Work with the Benefits Manager to implement benefits plans and administer the benefits programs
Senior HR Generalist - Take-Two Interactive - Windsor
(2015-06 - 2016-06)
Take-Two is a leading game publisher with franchises including Grand Theft Auto, WWE and NBA 2K. In 2023, it had annual revenue of $5.39 B and 11,580 employees. Reporting into the HR Director responsible for ensuring that HR initiatives align with the company's goals and overseeing HR practices and processes within the UK and ANZ (300 employees).
- Collaborated with Senior Management to understand restructuring requirements, then executed the plan and oversaw the redundancy process
- Designed and implemented an intern program to attract and develop young talent
- Partner with Senior Managers to develop and implement HR strategies and change initiatives to support business goals
- Provide an end-to-end recruitment process, including supporting job design, advert design and placement, facilitating selection processes and decision
- Respond to employee questions and grievances
- Implement and manage employee engagement and retention programs
- Provide coaching and support to managers and employees on performance and capability issues
- Advise on employment law and regulations to ensure compliance
- Identify development needs and partner with learning and development team to organize and facilitate training sessions
- Work with the Benefits Manager to implement benefits plans and administer the benefits programs
Senior HR Representative - ROVI - Maidenhead
(2012-02 - 2015-06)
Senior HR Advisor - Rentokil - Maidenhead
(2008-10 - 2012-02)
HR Administrator - QA-IQ - Slough
(2007-03 - 2008-09)
HR Administrator - Grant Thornton - Slough
(2006-03 - 2007-03)
HR Administrator - Microgen - Windsor
(2003-06 - 2006-03)
Fitness Industry - Various
(2000-07 - 2003-05)
