Change management
Has personally supported & lead multiple significant organisational changes — TUPE, restructures, reorganisations, acquisitions, transformation, cost reduction, operating-model changes etc.
Independent HR partnering
Can independently identify people issues, determine the HR approach and recommend actions to leaders without needing support to define the solution.
Strategic thinking
Understands the business strategy and translates it into workforce, capability, organisation and people implications.
Leadership partnering
Confidently challenges senior leaders, including when their preferred approach creates people, legal, cultural or organisational risk.
Organisation design
Experience designing/reviewing structures, roles, spans and layers, reporting lines and accountabilities.
Employee relations
Strong ER judgement and confidence handling complex, sensitive and high-risk cases, including knowing when escalation or specialist advice is needed.
Workforce planning
Can work with leaders to help identify future workforce requirements, skills gaps, critical roles and succession/capability risks.
Change communication
Can help leaders communicate difficult messages effectively and anticipate employee reactions/resistance.
Data & insight
Uses people data to identify trends, risks and opportunities rather than simply reporting HR metrics.
Stakeholder management
Can operate across competing stakeholder groups and influence without relying on hierarchy.
Commerciality Understands the financial and operational drivers behind change and can balance employee experience with business requirements.
Resilience & pace
Comfortable working with ambiguity, changing priorities and incomplete information, while maintaining momentum.
