Projects I have experience in;
Starting from scratch: In my last two roles I have been the first People/People Ops hire. This has enabled me to start most processes and policies completely from scratch. I have implemented Employee Handbooks, Policies, Processes and Programs - ensuring they promote a great employee experience, are easy to use/follow and are scalable.
Employment Locations: Opening up employment in Portugal 🇵🇹, the Netherlands 🇳🇱, Sweden 🇸🇪, Ireland 🇮🇪, Italy 🇮🇹, France 🇫🇷, Russia 🇷🇺, and Hungary 🇭🇺. In many cases changing contractors to employees. Working on new paperwork and policies, abiding by local laws.
Mergers and Acquisitions: Managing the People side of Hotjar’s acquisition of Ping Pong. Working on numerous mergers at Trax Retail, including their acquisition and merger of Planorama. Working with Contentsquare on the acquisition of Heap, and merger of Hotjar into Contentsquare.
Employee Benefits: Creating benefits programs that actually benefit employees and are appreciated. With a focus on wellbeing and personal growth. Listening to employee, manager and exec feedback to offer benefits that encourage low turnover and high engagement.
Compensation Bands: Creating transparent compensation bands for 150+ job titles and levels. Have experience using Mercer Data, Payfactors and Radford to benchmark compensation and create compensation framework and philosophy.
Onboarding: Setting new team members up for success from day one, managing onboarding in a way that is hands off for managers and the People team but still shares everything the new team member needs to know. Leading onboarding calls and meetings.
Exits/Offboarding: Making the process for all exits (voluntary, terminations, redundancies) as smooth as possible for the team member and operationally. Ensuring team members feel as supported on their way out of the company, as they did on their way in.
Country handbooks: Creating and managing country specific confluence pages and handbooks, ensuring team members have all the information they need regarding their employment. This supports a self-service employment model, where team members can find everything they need.
Employee Engagement Surveys: Creating employee engagement surveys that share valuable data and insights. Doing something about the data collected by leading focus groups and making positive changes.
Performance Management: Creating an easy to follow underperformance process that works in multiple countries. Ensuring legal processes are followed and that team members are treated fairly and with empathy. Supporting growth and not just a road to an exit.
Org Structure: Reviewing org charts and structure, then suggesting changes and restructure to support scaling and growth. Managing organisational changes in systems and communicating them to the team.
Audits: Leading the People/HR process for a number of different internal and external audits. Including audits for SOX compliance, due diligence for M&A’s and external audits to check compliance by local authorities.
