08/13/2023 updated
100 % available
HR Consultant
BELFAST, United Kingdom
Only remote
BA Honors Business ManagementCertified Human Resources ProfessionalHR AnalyticsSAP HRHR ConsultancyHuman Resource Strategy
My name is Miriam, I am the owner of a boutique HR consultancy with over 11 years of experience of helping small and medium size tech companies and small business within the UK, US and EU with their HR needs.
I will work as part of your team, to bring a cost effective resource your business can leverage at a price and a pace that suits you and your business size.
I work at your speed, within your budget, on your time. I do not charge a monthly fee to retain my services, nor do you have to commit to a lengthy contract. You pay for the support you need, when you need it most.
I will work as part of your team, to bring a cost effective resource your business can leverage at a price and a pace that suits you and your business size.
I work at your speed, within your budget, on your time. I do not charge a monthly fee to retain my services, nor do you have to commit to a lengthy contract. You pay for the support you need, when you need it most.
Experience
Professional experience10+ years
Freelancer since2021
Languages
EnglishNative speaker
Project history
* Report to: Sr Director, HRBP
* Manage: No Directs
* Company size at hire and current : 1300- 2000
* VC Round: D- Unknown
* Strategic but hands on partner to Tech, Product and Data Leadership
* HRBP for 500 employees globally (35% LATAM, 30% EMEA, 25% ASIA and 10% US)
* I partner with Tech, Product and data leaders to develop and implement specific HR programs and initiatives aligned
with our company's values and their team's objectives.
* Partner with Tech, Product and data recruitment team to attract and hire top tech talent globally.
* Work closely with Tech, Product and data managers to identify and address performance gaps and development
opportunities within the Tech, Product and data teams.
* Provide coaching and guidance to Tech, Product and data managers on people management, performance
management, employee relations, and compensation matters.
* Collaborate with the learning and development team to design and deliver technical training programs that enhance
Tech, Product and data teams skills and promote continuous learning.
* Conduct regular team engagement surveys and analyse the data to identify trends and areas for improvement.
* Manage the biannual performance review process on Culture Amp for the Tech, Product and data teams, ensuring they
are fair, objective, and in line with our company's values and team objectives.
* Ensure compliance with all applicable employment laws and regulations for the teams globally.
* Managed 3 mergers and acquisitions of tech companies into deel (Roots, Legalpad and Capbase)
* Ran and implemented succession planning for over 500 employees and created new org design, managing
implementation, change management, communication and execution.
* Drove creation of career ladders for Tech, Product and data teams
* Utilised data by building dashboards to derive insights on people trends around attrition, MPS, exit interview themes,
PTO/Sickness, Slack engagement etc to help drive decisions around people programs, benefits, performance
management etc
* Tools used: Ashby ATS, Rippling HRIS, Deel HRIS, Deel Insights, Slack, Jira, Confluence, Notion, Culture Amp, Ramp,
Navan, G-Suite
* Manage: No Directs
* Company size at hire and current : 1300- 2000
* VC Round: D- Unknown
* Strategic but hands on partner to Tech, Product and Data Leadership
* HRBP for 500 employees globally (35% LATAM, 30% EMEA, 25% ASIA and 10% US)
* I partner with Tech, Product and data leaders to develop and implement specific HR programs and initiatives aligned
with our company's values and their team's objectives.
* Partner with Tech, Product and data recruitment team to attract and hire top tech talent globally.
* Work closely with Tech, Product and data managers to identify and address performance gaps and development
opportunities within the Tech, Product and data teams.
* Provide coaching and guidance to Tech, Product and data managers on people management, performance
management, employee relations, and compensation matters.
* Collaborate with the learning and development team to design and deliver technical training programs that enhance
Tech, Product and data teams skills and promote continuous learning.
* Conduct regular team engagement surveys and analyse the data to identify trends and areas for improvement.
* Manage the biannual performance review process on Culture Amp for the Tech, Product and data teams, ensuring they
are fair, objective, and in line with our company's values and team objectives.
* Ensure compliance with all applicable employment laws and regulations for the teams globally.
* Managed 3 mergers and acquisitions of tech companies into deel (Roots, Legalpad and Capbase)
* Ran and implemented succession planning for over 500 employees and created new org design, managing
implementation, change management, communication and execution.
* Drove creation of career ladders for Tech, Product and data teams
* Utilised data by building dashboards to derive insights on people trends around attrition, MPS, exit interview themes,
PTO/Sickness, Slack engagement etc to help drive decisions around people programs, benefits, performance
management etc
* Tools used: Ashby ATS, Rippling HRIS, Deel HRIS, Deel Insights, Slack, Jira, Confluence, Notion, Culture Amp, Ramp,
Navan, G-Suite
* Reported to: Directly to CEO
* Managed : Senior TA Partner
* Company size at hire and current : 70-110
* VC Round: Acquired during interview process
* My role at POP is Head of People for Tech within the HR function. I lead the development of the Engineering teams
People org design and work across the business with the leadership team to drive employee engagement, leadership &
talent effectiveness, organisational effectiveness and growth.
* The focus of my role is to help the technical leaders deeply understand the effectiveness of their employee
engagement and people strategy and to increase headcount by 50% from 25 engineering employees to 50 whilst
decreasing churn, which I successfully managed in 6 months.
* Since I joined, I have reduced churn in the tech team from 20% to 5% in the last 6 months.
* I manage the execution of the People Strategy and core areas of the People department including Recruitment,
Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as
maintaining and improving HR systems and management of the Tech People budget
* I am the trusted advisor for Head of Technology and CEO for all employment matter such as regulations, accepted
professional standards, employment policies, procedures and legislation
* POP is currently going through an acquisition to become EP UK, so, a large part of my role is to foster a strong,
supportive, positive culture across the business, which encourages and rewards ambition and high performance, whilst
helping ensure a seamless merge with our US parent.
* I advise on the development of effective employment policies across the company, and currently revamping the
onboarding process for all new starts.
* Project managed the integration of a new ATS (Greenhouse) that allowed creation of a People Team dashboard to help
drive smarter business decisions.
* Created and implemented a People and Talent RACI, breaking down accountabilities and creating a people team
strategy by prioritising RACI activities into short term, medium term and long term.
* Took over the management of an extremely complex ER issue resulting in no tribunal action
* Introduced Mental Health First Aiders and refreshed my own certificate
* Tools used: Greenhouse ATS, Charlie HR, Slack, Confluence, G-Suite
* Managed : Senior TA Partner
* Company size at hire and current : 70-110
* VC Round: Acquired during interview process
* My role at POP is Head of People for Tech within the HR function. I lead the development of the Engineering teams
People org design and work across the business with the leadership team to drive employee engagement, leadership &
talent effectiveness, organisational effectiveness and growth.
* The focus of my role is to help the technical leaders deeply understand the effectiveness of their employee
engagement and people strategy and to increase headcount by 50% from 25 engineering employees to 50 whilst
decreasing churn, which I successfully managed in 6 months.
* Since I joined, I have reduced churn in the tech team from 20% to 5% in the last 6 months.
* I manage the execution of the People Strategy and core areas of the People department including Recruitment,
Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as
maintaining and improving HR systems and management of the Tech People budget
* I am the trusted advisor for Head of Technology and CEO for all employment matter such as regulations, accepted
professional standards, employment policies, procedures and legislation
* POP is currently going through an acquisition to become EP UK, so, a large part of my role is to foster a strong,
supportive, positive culture across the business, which encourages and rewards ambition and high performance, whilst
helping ensure a seamless merge with our US parent.
* I advise on the development of effective employment policies across the company, and currently revamping the
onboarding process for all new starts.
* Project managed the integration of a new ATS (Greenhouse) that allowed creation of a People Team dashboard to help
drive smarter business decisions.
* Created and implemented a People and Talent RACI, breaking down accountabilities and creating a people team
strategy by prioritising RACI activities into short term, medium term and long term.
* Took over the management of an extremely complex ER issue resulting in no tribunal action
* Introduced Mental Health First Aiders and refreshed my own certificate
* Tools used: Greenhouse ATS, Charlie HR, Slack, Confluence, G-Suite
* Reported to: Chief People officer and dotted line to CTO
* Managed : People Team of 5
* Company size at hire and current : 340- 2000 employees in 4 years (1-100 in UK)
* VC Round: B-D
* Head of People for 100 UK employees and HRPB for Engineering and Product teams of around 120 employees globally
* Lead the UK People team, which consisted of three direct reports (HRBP, Ops Manager and TA Manager) with 2 skip
reports (TA Sourcer and TA Partner)
* I created, designed and implemented all People related policies and procedures for scale from startup friendly to
medium size company, for UK entity including contracts of employment, employee handbook, performance review
process, total rewards philosophy, comp bands, equity share scheme, disciplinaries and the global hiring process
blueprint.
* Refreshed and redeveloped global onboarding and induction for the whole company due to moving remote during
Lockdown (300 employees went through the new induction)
* Managed People Operations Manager who owns facilities, finance, payroll and office management of UK
* Managed the UK talent acquisition function including the talent strategy, budget, employer EVP, while managing TA
Manager, who had their own direct reports (Talent Partner & Talent Sourcer), helping to empower them, and support
their career development
* Project managed M&A of InStore POS from an employee embedding and onboarding standpoint..
* During my tenure, I have developed strategies to complement and enhance existing programs focused on
onboarding/offboarding, performance management, employee relations, learning, total rewards, and culture with the
view of making them more globally focused.
* I created a training program to develop and empower senior and middle managers to take accountability for the
people needs and challenges within their organisations
* I provided interpretation, counselling and training for global employees and managers on policies and procedures,
ensuring UK and international compliance
* I was the point of contact for resolution of complex employee relations issues for the UK and within the Product and
Engineering teams world wide and overseen multiple disciplinary process, grievances and difficult ER issues
* With an analytical mindset, I would often report trends and metrics in partnership with FP&A to make
recommendations for solutions, software, programs and policies via people data to the Exec team.
* UK culture ambassador for Slice, regularly organising team outings, off sites, meetups, quarterly charity events, tech
hackathons and fitness events/competitions.
* Continuously worked to optimise the stakeholder relationships internally with the People Team by modernising and
refining key processes and activities aligned toward achieving strategic objectives such as a full revamp of our global
onboarding process and global compensation and benefits review.
* Introduced 9box as a succession and retention plan for all tech and product world wide
* Full responsibility of overseeing and conducting the comprehensive UK diligence process specifically tailored to assess
the IPO readiness of the company in the United Kingdom
* Mental health first aider and EAP program owner
* Tools Used: Slack, Bamboo HR HRIS, Greenhouse ATS, Expensify, Quickbooks, EAP, Bill.com, EDays, Lattice, Butterfly
NPS, G-Suite, Confluence, Jira, Looker
* Managed : People Team of 5
* Company size at hire and current : 340- 2000 employees in 4 years (1-100 in UK)
* VC Round: B-D
* Head of People for 100 UK employees and HRPB for Engineering and Product teams of around 120 employees globally
* Lead the UK People team, which consisted of three direct reports (HRBP, Ops Manager and TA Manager) with 2 skip
reports (TA Sourcer and TA Partner)
* I created, designed and implemented all People related policies and procedures for scale from startup friendly to
medium size company, for UK entity including contracts of employment, employee handbook, performance review
process, total rewards philosophy, comp bands, equity share scheme, disciplinaries and the global hiring process
blueprint.
* Refreshed and redeveloped global onboarding and induction for the whole company due to moving remote during
Lockdown (300 employees went through the new induction)
* Managed People Operations Manager who owns facilities, finance, payroll and office management of UK
* Managed the UK talent acquisition function including the talent strategy, budget, employer EVP, while managing TA
Manager, who had their own direct reports (Talent Partner & Talent Sourcer), helping to empower them, and support
their career development
* Project managed M&A of InStore POS from an employee embedding and onboarding standpoint..
* During my tenure, I have developed strategies to complement and enhance existing programs focused on
onboarding/offboarding, performance management, employee relations, learning, total rewards, and culture with the
view of making them more globally focused.
* I created a training program to develop and empower senior and middle managers to take accountability for the
people needs and challenges within their organisations
* I provided interpretation, counselling and training for global employees and managers on policies and procedures,
ensuring UK and international compliance
* I was the point of contact for resolution of complex employee relations issues for the UK and within the Product and
Engineering teams world wide and overseen multiple disciplinary process, grievances and difficult ER issues
* With an analytical mindset, I would often report trends and metrics in partnership with FP&A to make
recommendations for solutions, software, programs and policies via people data to the Exec team.
* UK culture ambassador for Slice, regularly organising team outings, off sites, meetups, quarterly charity events, tech
hackathons and fitness events/competitions.
* Continuously worked to optimise the stakeholder relationships internally with the People Team by modernising and
refining key processes and activities aligned toward achieving strategic objectives such as a full revamp of our global
onboarding process and global compensation and benefits review.
* Introduced 9box as a succession and retention plan for all tech and product world wide
* Full responsibility of overseeing and conducting the comprehensive UK diligence process specifically tailored to assess
the IPO readiness of the company in the United Kingdom
* Mental health first aider and EAP program owner
* Tools Used: Slack, Bamboo HR HRIS, Greenhouse ATS, Expensify, Quickbooks, EAP, Bill.com, EDays, Lattice, Butterfly
NPS, G-Suite, Confluence, Jira, Looker