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A highly motivated Organisational Development Consultant, Learning & Development Business Partner, and Training Specialist, who inspires others to achieve, whilst striving for excellence through commitment to continuous improvement and lifelong learning. An excellent communicator, comfortable with a diverse audience and successful in tailoring delivery to a wide range of communication channels. Highly adaptable to working in group or individual situations, using her own initiative, providing creative input to, and assisting with the successful implementation of, team based ideas & solutions.
Learning & Development Advisor
Community Gateway Association
June 2011 - June 2011
Lead CGA’s Learning and Development function in order to achieve alignment to corporate & HR strategy, to firmly embed a learning and development culture across the organisation, and to ensure that all employees are equipped with the required skills and capabilities to deliver the organisations vision & values, achieve customer excellence standards, and to fulfil the requirements of their individual roles.
Within this role I am responsible for;
- Organisational development strategy and activity company wide.
- Reviewing the current Learning and Development Strategy, and developing a further strategy that is reflective of CGA’s forthcoming needs.
- Creating and delivering an innovative, and accredited, leadership development programme.
- Providing and developing a coaching & mentoring programme across all levels of employees.
- Developing the CGA Internal Learning Academy through the introduction of a new company wide development programme.
- Developing the in-house training team, through train the trainer delivery, coaching, mentoring and the management of training delivery and standards.
- Producing and maintaining a workforce development plan.
- Develop and run 360˚ assessment tool for managers ensuring identified training needs are met and learning plans are in place.
- Developing and maintaing a succession plan within the organisation.
- Forcasting, agreeing and managing the organisation’s training budget.
- Delivering, developing and maintaining the ILM programmes, and centre status, including review and evaluation of the programmes CGA are accredited to deliver, and management of the process to add additional ILM programmes to the CGA learning provision as needed.
- Involvement with developing and delivering residents training programme with focus on increasing employability and the skills within the CGA community.
- Introducing and Maintaining an apprenticeship scheme.
- Identifying funding opportunities & ensuring a value for money approach is...
Learning & Development Executive
June 2007 - June 2011
Established and operated a L&D Business Partner model working with the Sales, Professional and Technical Services, Channel, and IT departments from Director level down to ensure development plans and activity were aligned to strategic and operational plans.
Management of Microsoft competency achievement including all training plans for attainment of relevant MCP certifications, sourcing the best value training solutions and establishing key relationships with the leading providers to ensure maximum discounts were secured. This included managing the relevant budget, making recommendations on the best approach for achievement, ensuring compliance in non-training related requirements, and providing monthly updates on this to the board.
Full training cycle delivery of a leadership development programme, Outstanding Leadership, and talent management programme, Outshine, which were both designed to improve leadership capability and drive a culture of excellence across the organisation.
Management and delivery of soft skills training, including Insights Discovery, as a client practitioner.
Learning and Development Advisor
Genesis Communications Ltd
June 2007 - January 2009
Design, delivery and evaluation of a range of soft skills and technical training programmes to meet the requirements of the customer operations, sales and organisational support functions.
Evaluation and update of existing training materials following liaison with relevant business partners and departments.
Supporting the Operational Coaching Team, including annual development planning, training delivery and mentoring.
Institute of Customer Service (ICS) award practitioner coaching, ensuring delegates achieve the requirements of the ICS framework in preparation for external awarding body assessment.
Creation, delivery, evaluation and improvement of a business focused modular key skills programme suitable for Induction, multi-skilling and performance improvement plans.
Co-ordinate external accreditation of the above modules through NVQ and ICS frameworks.
Training needs analysis including skills auditing and performance gap analysis.
Review and redesign of the on-boarding and induction process for the direct sales force.
Development of a remote learning programme suitable for field based roles and ad-hoc central recruitment.
Source relevant high value external training and development, accessing available funding and co-ordinating training costs internally.
HR Training Specialist
The Royal Bank of Scotland Group
March 2002 - June 2007
Induct all new staff to the centre and deliver various training workshops (on both technical and soft skills development)
Directly improve individual and team performance through the development of new materials & workshops tailored to current and future operational requirements and business objectives
Co-ordinate all internal development, external training and professional qualifications (i.e. Work based NVQ's and BTEC's)
Conduct one-to-one or group coaching to improve individual performance for agents, advisors, coaches & managers
Act as a central advisory point for line managers and employees to create & update PDP's, role specific development plans and provide guidance on professional qualifications
Support project implementation through establishing training requirements through detailed TNA/ gap analysis, design of materials, scheduling of delivery and 3 stage evaluation producing statistical review of training effectiveness and return on investment.
Compile management information for the departments balanced business scorecard which includes the total training delivered by hours/method/cost, educational sponsorship & evaluation related to training quality and ROI.
Management of 2 Training Assistants ensuring the team was highly motivated, completing all review processes, ensuring team productivity & service levels were of a consistently high standard and all training requirements were successfully achieved.
Management and facilitation of a range of working parties including representative members of the HRSS leadership team.
Recruitment & Retention Advisor
Iceland Foods PLC
August 2000 - February 2001
Recruitment & Retention Advisor
The introduction of various new processes and management controls in relation to the national advertising & e-Resourcing strategies
Recruitment responsibility for selection of branch managers, assistant managers & the graduate schemes
Designing and running management assessment and development centres
Reviewing in-store recruitment procedures, manager training & talent management processes and implementing improvements
Management of centralised advertising, agency management, centralised recruitment budget's
Co-ordinating multiple projects and workstream's on retention, induction, development & recruitment
Ad-hoc support of the wider retail HR team within a generalist role and providing supervisory cover for both roles during manager absence
Call coaching and the up-skilling of HR colleagues
Management training on recruitment, selection and retention practices
Secondment into the Recruitment & Retention manager role following her resignation
Implementation of a national recruitment/selection process for all retail front line and supervisory application
Successful delivery of recruitment process training for all Store Managers, within tight timeframes and with exceptional results
Re-design of recruitment advertising campaign with Bartlett Scott Edgar
Launch of web-based recruitment process
Introduction of an electronic process for recruitment administration and CV
Investor in People Specialist
The Celltalk Group (Trading as 'Club Mobile
April 2000 - August 2000
Review all company practices against the IIP standards, make and implement recommendations for achieving IIP accreditation
Establish clear communication processes, open up internal development opportunities, introduce retention programs, rewriting the company handbook, reviewing all training processes (operational & sales) including the re-design of the Induction process. Relationship management of various recruitment agencies
Successful implementation of improved development packages including a 2 week induction programme
Creation of new company handbook, including policy & procedural guidelines for line managers & employees
Negotiation of new improved value agency contract for both temporary and permanent recruits
Qualifications & Certifications
CIPD Professional Assessment of Competence (PAC - Chrysos)
CIPD People Management & Development
CIPD flexible learning (MOL)
University of Central Lancashire
Weatherhead High School
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