Senior HR Business Partner at Zedaxis Engineering Solutions (2025-09 – Present)
HR partnership role focused on building the right people platform to drive business growth.
- Provide strategic HRBP support across workforce planning, organisational design and people strategy
- Advise senior leadership on the fast-changing employment law landscape – proactively updating policies and ensuring compliance
- Manage ER casework, including disciplinaries, grievances and performance management
- Support the full employee lifecycle through talent acquisition, engagement and performance frameworks
Head of People Advisory & Employment Law at TABU Holdings Limited (2026-03 – Present)
An advisory firm guiding employees and businesses on employment law, ER process and workplace investigations.
- Redundancy consultation support for 40 employees – process design, individual meetings and documentation
- Employment Tribunal case management for 3 employees – preparation, chronology and evidence bundling
- ER process risk assessment for client organisations with management information analysis presented to senior leadership
- Advise employees and businesses on the full range of employment rights and the changing employment law landscape
- ACAS early conciliation support and Employment Tribunal preparation across industries
- Conduct independent workplace investigations – disciplinary, grievance, sexual harassment, whistleblowing and discrimination
People & Talent Lead at Hozah Parking Limited (2025-02 – 2025-09)
Sole HR lead responsible for building the first structured people function during a £6m revenue growth phase.
- Managed all ER casework as sole HR lead – disciplinaries, grievances, performance management, appeals and ACAS/Employment Tribunal cases
- Handled sensitive ER matters, including without prejudice conversations and settlement negotiations
- Drafted and updated policies and procedures to reflect the changing UK employment law landscape
- Translated ER data into management intelligence – case type analysis, volume tracking and risk mitigation reporting for senior leadership
- Designed and implemented People Strategy aligned to £6m revenue growth objectives, including OKR-based performance management framework
Head of HR & Employee Relations at Future Education Limited (2022-02 – 2025-02)
Senior HR and ER lead across a multi-site education and recruitment business, with full safeguarding compliance responsibility in a highly regulated environment.
- Managed a high volume of complex ER cases end-to-end – disciplinaries, grievances, performance management, bullying, sexual harassment and criminal matters
- Conducted without prejudice meetings and negotiated settlement agreements, protecting organisational risk and reputation
- Advised Directors on high-risk, reputationally sensitive and legally complex ER matters
- Managed consultation, individual at-risk meetings and appeals during organisational restructure impacting 40+ employees
- Built and maintained an ER management information framework – tracking case types, volumes, timelines and outcomes, and converting data into insight reports and action plans for senior leadership
- Managed end-to-end safeguarding responsibilities for 1,000+ teachers and support staff, ensuring full compliance with statutory requirements
- Delivered 20% productivity increase through structured performance management and leadership development frameworks
People & Culture Manager (HR Business Partner) at Primark (2021-06 – 2022-02)
HR and ER business partner for a 400+ employee retail site with a high volume of ER casework in a fast-paced operational environment.
- Managed high-volume ER caseload across the full spectrum – disciplinaries, grievances, performance management, gross misconduct, appeals and investigations
- Handled sensitive cases, including bullying, harassment and conduct matters, with procedural rigour
- Consistently advised store leadership on ER risk, reputational exposure and cultural interventions
- Produced weekly ER and people data analysis – translating metrics into management action plans on absence, turnover and engagement
