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HR Consultant specialising in the entire employee journey
Farah Ahmed MCIPD, MSc, BSc (Hons)
,
London, United Kingdom
Experience
Other titles
Skills
I'm offering
Experienced Human Resources Development Professional with a demonstrated history of working in various industries. Skilled in Graduate Recruitment, Training Delivery, Employee Relations, Interviewing, and Organizational Development. Strong human resources professional with a Doctor of Philosophy (Ph.D.) focused in Human Resources Management and Services from King's College London.
Markets
United Kingdom
Language
German
Good
English
Fluently
Ready for
Larger project
Ongoing relation / part-time
Full time contractor
Available
My experience
2018 - ?
job
HR Manager
Urban Science International.
Partnering closely with management and employees to help improve work relationships
and resolve work related problems, as well as create strategies to increase morale,
productivity and retention in order to maximize organizational effectiveness.
• Advising business leaders on organisational design, including but not limited to,
evolution and development plans of the organisational structure and change
management plans.
• Partnering with the business by providing the necessary resources and guidance to manage the development of employees, including but not limited to, coaching on
performance reviews, performance management plans, goal setting, career plans and the systems and tools utilized for these processes.
• Developing proactive staffing and recruiting practices that result in the selection and hiring of Best-in-Class employees.
• Ensuring all employment actions are in compliance with company standards and UK
employment law.
• Partnering with business leadership and in conjunction with Corporate Finance, to complete annual labour budgets, workforce plans, bonus, merit, equity and promotion
recommendations.
• Partnering with the business to assist in identifying, creating and/or delivering learning
programs that fit business needs.
• Overseeing the maintenance of accurate and complete human resource records,
including but not limited to, personnel records, time-off schedules, turnover data, training
records.
• Dealing with all employee relations issues in the UK office and across Europe
and resolve work related problems, as well as create strategies to increase morale,
productivity and retention in order to maximize organizational effectiveness.
• Advising business leaders on organisational design, including but not limited to,
evolution and development plans of the organisational structure and change
management plans.
• Partnering with the business by providing the necessary resources and guidance to manage the development of employees, including but not limited to, coaching on
performance reviews, performance management plans, goal setting, career plans and the systems and tools utilized for these processes.
• Developing proactive staffing and recruiting practices that result in the selection and hiring of Best-in-Class employees.
• Ensuring all employment actions are in compliance with company standards and UK
employment law.
• Partnering with business leadership and in conjunction with Corporate Finance, to complete annual labour budgets, workforce plans, bonus, merit, equity and promotion
recommendations.
• Partnering with the business to assist in identifying, creating and/or delivering learning
programs that fit business needs.
• Overseeing the maintenance of accurate and complete human resource records,
including but not limited to, personnel records, time-off schedules, turnover data, training
records.
• Dealing with all employee relations issues in the UK office and across Europe
Design, Coaching, Training, Performance Management, Leadership, Management, Finance, Compliance, Development, Retention, Office, Manager, Processes, Bonus
2017 - 2018
job
Head of HR and Business
Anstey Horne and Co.
Support
• Development of training programmes for Directors, Associates and all other employees
• 8 direct reports
• Interpreting and advising on employment law
• Design and implement policies and procedures.
• Oversee adherence to policies and procedures.
• Develop and maintain Employee Handbook and related documentation.
• Implement procedural and policy changes to improve operational efficiency.
• Maintain HR records for staff
• Manage recruitment process for all new employees including obtaining references.
• Manage holiday and sickness and other absence.
• Manage internal staff relations including any HR related issues.
• Co-ordinate appraisals.
• Co-ordinate training and where appropriate design and deliver training.
• Recruitment and selection of staff.
• Organise orientation and training of new staff members
• Analysing training needs in conjunction with line management.
• Maintain workforce planning
• Dealing with grievances and implementing disciplinary procedures.
• Ensure security, integrity and confidentiality of data.
• Development of training programmes for Directors, Associates and all other employees
• 8 direct reports
• Interpreting and advising on employment law
• Design and implement policies and procedures.
• Oversee adherence to policies and procedures.
• Develop and maintain Employee Handbook and related documentation.
• Implement procedural and policy changes to improve operational efficiency.
• Maintain HR records for staff
• Manage recruitment process for all new employees including obtaining references.
• Manage holiday and sickness and other absence.
• Manage internal staff relations including any HR related issues.
• Co-ordinate appraisals.
• Co-ordinate training and where appropriate design and deliver training.
• Recruitment and selection of staff.
• Organise orientation and training of new staff members
• Analysing training needs in conjunction with line management.
• Maintain workforce planning
• Dealing with grievances and implementing disciplinary procedures.
• Ensure security, integrity and confidentiality of data.
Design, Training, Management, Security, Recruitment, Support, Development
2015 - 2017
job
Development Manager
Watts Group Limited.
(Reporting into the Managing Director with 3 direct reports)
• Managing the entire employee lifecycle from recruitment to exit
• Designing, developing and implementing training programmes
• Designing, developing and leading the implementation of the career development
strategy and process across the company and with all employees
• Designing, developing and leading the implementation of the career development
strategy
connecting the career development strategy with the business strategy and HR
Strategy
• Setting the basic schedule of career development activities during the year
• Leading and managing the development of different development programmes for
specific groups of employees and talents
• Regularly assessing the results of development programmes
• Promoting development programmes in the organisation
• Leading the design of different assessment tools setting the methodology for the assessment and development centres
• Building functioning relationships with the Directors to ensure that all people related
issues and strategies are built on and tied in with the company strategy
• Promoting career development programmes and actively supporting development
centres
• Leading strategic organisation wide projects focused on the development of high
potentials and leaders
• Dealing with employee relations issues
• Designing, developing and implementing succession plans and talent review plans
• Dealing with all employment agencies and developing and executing a PSL for all
roles
• Creating and implementing all direct recruitment sources such a Linked In, job sites
and advertising agencies along with programmatic advertising
• Dealing with pension and private medical health annual renewals and implementing
benefits strategy
• Ensuring that all contracts, policies and employee handbook are up to date
legislatively
• Managing the entire employee lifecycle from recruitment to exit
• Designing, developing and implementing training programmes
• Designing, developing and leading the implementation of the career development
strategy and process across the company and with all employees
• Designing, developing and leading the implementation of the career development
strategy
connecting the career development strategy with the business strategy and HR
Strategy
• Setting the basic schedule of career development activities during the year
• Leading and managing the development of different development programmes for
specific groups of employees and talents
• Regularly assessing the results of development programmes
• Promoting development programmes in the organisation
• Leading the design of different assessment tools setting the methodology for the assessment and development centres
• Building functioning relationships with the Directors to ensure that all people related
issues and strategies are built on and tied in with the company strategy
• Promoting career development programmes and actively supporting development
centres
• Leading strategic organisation wide projects focused on the development of high
potentials and leaders
• Dealing with employee relations issues
• Designing, developing and implementing succession plans and talent review plans
• Dealing with all employment agencies and developing and executing a PSL for all
roles
• Creating and implementing all direct recruitment sources such a Linked In, job sites
and advertising agencies along with programmatic advertising
• Dealing with pension and private medical health annual renewals and implementing
benefits strategy
• Ensuring that all contracts, policies and employee handbook are up to date
legislatively
Development, Basic, UP, Manager, Contracts, Pension, Assessment, Organization, Programmatic, Design, Health, Implementation, Recruitment, Contracts, Training, Advertising, Business strategy
2015 - 2015
job
Director of HR - Advisory
Berkmann Wine Cellars.
role whilst working at CBRE. Freelance.
Berkmann Wine Cellars Wine Company supplying Wine to On-Trade and Off-Trade
Customers. Customers such as DSTRKT, Soho House Group, Mahiki and Tesco, Waitrose and Sainsbury. Turnover £40m with 154 employees.
• Development of Career Development Scheme consisting of a new robust appraisal
system and introduction of training, succession planning and personal development
plans
• Created the Berkmann Wine Cellars Training Academy, partnering with both external
training providers and designing and delivering in-house training myself consisting of Leadership Training, Time Management, First Time Managers Training
• Updated the Company Handbook and all contracts
• Created a new recruitment process and policy, updating of the PSL and partnering
with employment agencies, partnered with Accord Group to introduce consistent
advertising and branding for BWC adverts
• Creation of candidate database and partnership with Linked In to attract talent
through direct routes
• Re-organisation of the Customer Services Department to ensure that efficiency and effectiveness is increased and customer complaints are decreased. Achieved an
80% increase in Customer Satisfaction
• Introduced annual Employee Engagement Survey. First company survey achieved
70% participant rate
• Introduction of skills assessment for all delivery drivers to ensure that we have the right people in the right roles
• Introduction of Incentive Policy, Referral Scheme and robust pay and bonus scheme
policy
• Mandatory Customer Services Training for all Delivery Drivers, Customer Services
Team and Credit Control
• Saved the company in excess of 50k through direct recruitment
• Introduction of exit interviews
• Updated all HR policies and creation of new policies
• Introduced a grading structure for all roles within Berkmann Wine Cellars
• Heavily involved in the office move following the lease expiring of the current office
space and updating the relocation package.
Berkmann Wine Cellars Wine Company supplying Wine to On-Trade and Off-Trade
Customers. Customers such as DSTRKT, Soho House Group, Mahiki and Tesco, Waitrose and Sainsbury. Turnover £40m with 154 employees.
• Development of Career Development Scheme consisting of a new robust appraisal
system and introduction of training, succession planning and personal development
plans
• Created the Berkmann Wine Cellars Training Academy, partnering with both external
training providers and designing and delivering in-house training myself consisting of Leadership Training, Time Management, First Time Managers Training
• Updated the Company Handbook and all contracts
• Created a new recruitment process and policy, updating of the PSL and partnering
with employment agencies, partnered with Accord Group to introduce consistent
advertising and branding for BWC adverts
• Creation of candidate database and partnership with Linked In to attract talent
through direct routes
• Re-organisation of the Customer Services Department to ensure that efficiency and effectiveness is increased and customer complaints are decreased. Achieved an
80% increase in Customer Satisfaction
• Introduced annual Employee Engagement Survey. First company survey achieved
70% participant rate
• Introduction of skills assessment for all delivery drivers to ensure that we have the right people in the right roles
• Introduction of Incentive Policy, Referral Scheme and robust pay and bonus scheme
policy
• Mandatory Customer Services Training for all Delivery Drivers, Customer Services
Team and Credit Control
• Saved the company in excess of 50k through direct recruitment
• Introduction of exit interviews
• Updated all HR policies and creation of new policies
• Introduced a grading structure for all roles within Berkmann Wine Cellars
• Heavily involved in the office move following the lease expiring of the current office
space and updating the relocation package.
Branding, Advertising, Training, Contracts, Database, Leadership, Management, Employee Engagement, Recruitment, Development, Office, Organization, Assessment, Contracts, Bonus
2014 - 2015
job
Senior Human Resources Business Partner
CBRE.
Reporting into Managing Director for
Critical Environments and National Accounts (4 direct reports)
CBRE is the worlds leading commercial property and real estate services adviser, providing a
comprehensive range of commercial property services.
• Developed best practice policies and procedures in respect of all HR and related matter
and have monitored compliance across the Company
• Helped to reduce dependency on agencies for recruitment needs through the introduction
of Sourcing Channels
• Helped to keep all expenditure within budget
• Ensured management are kept informed and understand any new developments in employment law legislation
• Advised and coach managers on the handling of employee relation matters. E.g.
disciplinary, terminations
• Monitored and reported on engineers salaries and benefits
• Helped to implement the Graduate and Apprentice programmes.
• Helped to implement exit interviews, report and analyse reasons for employees leaving
and reasons for corrective action.
• Preparation of management reports covering staff turnover, recruitment costs, CV
database and any other issues/trends
• Introducing and maintaining employee appraisals
• Overseeing effective induction for new starters within the division
• Supporting with Talent Reviewing, Assessment Centres and Workforce Planning and Succession Planning (9-Box Grid)
• Dealt with all claims against coming into the Critical Environments Division
• Effectively controlled the TUPE transfers
• Identified and satisfied training needs
• Visited sites regularly and provide on-site support
Critical Environments and National Accounts (4 direct reports)
CBRE is the worlds leading commercial property and real estate services adviser, providing a
comprehensive range of commercial property services.
• Developed best practice policies and procedures in respect of all HR and related matter
and have monitored compliance across the Company
• Helped to reduce dependency on agencies for recruitment needs through the introduction
of Sourcing Channels
• Helped to keep all expenditure within budget
• Ensured management are kept informed and understand any new developments in employment law legislation
• Advised and coach managers on the handling of employee relation matters. E.g.
disciplinary, terminations
• Monitored and reported on engineers salaries and benefits
• Helped to implement the Graduate and Apprentice programmes.
• Helped to implement exit interviews, report and analyse reasons for employees leaving
and reasons for corrective action.
• Preparation of management reports covering staff turnover, recruitment costs, CV
database and any other issues/trends
• Introducing and maintaining employee appraisals
• Overseeing effective induction for new starters within the division
• Supporting with Talent Reviewing, Assessment Centres and Workforce Planning and Succession Planning (9-Box Grid)
• Dealt with all claims against coming into the Critical Environments Division
• Effectively controlled the TUPE transfers
• Identified and satisfied training needs
• Visited sites regularly and provide on-site support
Training, Budget, Database, Human Resources, Management, Sourcing, Compliance, Recruitment, Support, Coach, Assessment, Business Partner
2012 - 2014
job
Human Resources Business Partner
SG-Gaming.
(2 direct reports)
SG Gaming is a division of Scientific Games Corporation, is a leading provider of gaming
solutions for the licensed betting office, arcade and bingo sectors in the UK as well as for
regulated interactive sectors across Europe. Field-based services division dealing with integration of IT systems
• Introduced new Performance Management and Mid Year Review Process along with
designing and delivering training closely working with management in the implementation of this new corporate process
• Introduction of workforce planning tool, working in unison with direct reports, Talent
Manager and HR Advisor/Administrator
• Created Manager's guidelines for manager's to use. Branded as HR Ways.
• Introduction of succession planning process and talent management as well as
updated the bonus policy and introduced bonus webinar's for all managers and employees
• Introduced corporate policies related to human resources, organisational and employee development at the business unit or division level.
• Introduced consultation with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a
systematic approach.
• Involved in company-wide programs and initiatives (e.g., salary review, stock renewal, workforce planning, and organizational change).
• Introduced senior management in the development of solutions through
organizational development and cultural and process-oriented perspectives.
• Created coaching, influencing, facilitation, presentation, communication, process
development, analysis and problem solving workshops for all people manangers.
• Created talent management list across the organization for all job roles and grades
• Worked with Heads of Department to write Development Plans for high potential
candidates
• Supported Heads of Departments in identifying key talent and key roles
• Coaching and Development of People Managers through workshops of the importance of the Performance Management process and cycle, Absence
Management, Data Protection, Basic ER.
• Supported the restructure of departments most recently with the Trading, Risk and Audit and Property Departments in line with business needs in relation to all HR
issues providing advice where necessary, supporting the process and redeployment
exercises.
• Built strong relationships with managers by attending regular meetings and regular
one to one catch-ups with Heads of and managers.
• Introduced Career Discussions coaching sessions for all People Managers.
SG Gaming is a division of Scientific Games Corporation, is a leading provider of gaming
solutions for the licensed betting office, arcade and bingo sectors in the UK as well as for
regulated interactive sectors across Europe. Field-based services division dealing with integration of IT systems
• Introduced new Performance Management and Mid Year Review Process along with
designing and delivering training closely working with management in the implementation of this new corporate process
• Introduction of workforce planning tool, working in unison with direct reports, Talent
Manager and HR Advisor/Administrator
• Created Manager's guidelines for manager's to use. Branded as HR Ways.
• Introduction of succession planning process and talent management as well as
updated the bonus policy and introduced bonus webinar's for all managers and employees
• Introduced corporate policies related to human resources, organisational and employee development at the business unit or division level.
• Introduced consultation with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a
systematic approach.
• Involved in company-wide programs and initiatives (e.g., salary review, stock renewal, workforce planning, and organizational change).
• Introduced senior management in the development of solutions through
organizational development and cultural and process-oriented perspectives.
• Created coaching, influencing, facilitation, presentation, communication, process
development, analysis and problem solving workshops for all people manangers.
• Created talent management list across the organization for all job roles and grades
• Worked with Heads of Department to write Development Plans for high potential
candidates
• Supported Heads of Departments in identifying key talent and key roles
• Coaching and Development of People Managers through workshops of the importance of the Performance Management process and cycle, Absence
Management, Data Protection, Basic ER.
• Supported the restructure of departments most recently with the Trading, Risk and Audit and Property Departments in line with business needs in relation to all HR
issues providing advice where necessary, supporting the process and redeployment
exercises.
• Built strong relationships with managers by attending regular meetings and regular
one to one catch-ups with Heads of and managers.
• Introduced Career Discussions coaching sessions for all People Managers.
Implementation, Basic, Bonus, Manager, Audit, Administrator, Business Partner, Office, Development, Data protection, Coaching, It, Workshops, Integration, Management, Human Resources, Performance Management, Audit, Training
2010 - 2012
job
HR Change Lead/Human Resources Business Partner
BBC.
London
Position: HR Change Lead/Human Resources Business Partner (2 direct reports)
Position: HR Change Lead/Human Resources Business Partner (2 direct reports)
Human Resources, Business Partner
2008 - 2009
job
HR Business Partner
ISS UK.
Facility Management - 100,000
employees globally (this was an interim position before I joined Johnson Controls who had already offered me the position of HR Business Partner) Continued to do some
work for ISS on an adhoc basis up until 2012.
Position: HR Commercial Manager
(Member of the Management Board)
• Created the resourcing strategy within the client group
• Designed the Induction Programme for management and site staff
• Created a training department for the business stream and training rolled out to clients
Orange, O2, Foreign and Commonwealth Office, CISCO and SIEMENS.
• Ensured that any cost-saving initiatives relating to employees have board agreement are
filtered down to the client group
• Structured, advised and closed on employee relations and employment legislation to ISS
Switzerland (Europe) whilst setting up a new business stream
• Created the first succession plan for the business stream
• Oversaw the Performance Appraisal process for all employees within client group,
ensuring that annual appraisals are held and documented as per agreed timeline
• Contributed to the strategic direction of the HR Function by leading and participating on
cross-functional project work and policy development
• Introduced communication on a 360 degree basis with respective client groups, and provided employee feedback to Managing Director and Management Board
• Led on all TUPE transfers consisting of BSI, Bank of China, FCO re-bid and Heinz
employees globally (this was an interim position before I joined Johnson Controls who had already offered me the position of HR Business Partner) Continued to do some
work for ISS on an adhoc basis up until 2012.
Position: HR Commercial Manager
(Member of the Management Board)
• Created the resourcing strategy within the client group
• Designed the Induction Programme for management and site staff
• Created a training department for the business stream and training rolled out to clients
Orange, O2, Foreign and Commonwealth Office, CISCO and SIEMENS.
• Ensured that any cost-saving initiatives relating to employees have board agreement are
filtered down to the client group
• Structured, advised and closed on employee relations and employment legislation to ISS
Switzerland (Europe) whilst setting up a new business stream
• Created the first succession plan for the business stream
• Oversaw the Performance Appraisal process for all employees within client group,
ensuring that annual appraisals are held and documented as per agreed timeline
• Contributed to the strategic direction of the HR Function by leading and participating on
cross-functional project work and policy development
• Introduced communication on a 360 degree basis with respective client groups, and provided employee feedback to Managing Director and Management Board
• Led on all TUPE transfers consisting of BSI, Bank of China, FCO re-bid and Heinz
Training, Cisco, SoMe, Management, Development, Office, China, Business Partner, Facility management, Direction, Interim, LED, Manager, UP, ME
2004 - 2008
job
Human Resources Business Partner
European Partners.
Spain)
Human Resources, Business Partner
2004 - 2005
freelance
Human Resources Consultant
unknown.
ELIOR UK - one of the market-leading catering, hospitality and facilities management
groups - 10,000 employees
• Designed and delivered company's induction program to provide a method for all new
employees to be inducted into the company which had not been created before including
a CD-ROM.
• Led on the HR element of the acquisition of our first defence contract and Digby trout
restaurants
• Created and re-vamped all HR policies and procedures
• Mobilisation of 100 Tesco stores within 6 months
• Produced robust recruitment procedures within client groups
• Led on and worked with functional leaders to ensure that the largest TUPE transfer for the company of 1900 employees was managed in line with agreed guidelines and current
legislation. Also led on other TUPE transfers such as the Thames Valley Police Contract,
Harrods mobilisation, Cornwall Schools, BP, Marks and Spencer, Tesco, CISCO, Orange.
• Created company's manpower and succession plan for talent across all the business
units
• Introduced and rolled out the Performance Appraisal process for all employees within
client group
• Created reward/benefit strategy through benchmarking
• Improved and increased all communication with unions such as USDAW, Unite and GMB
on a daily basis
• Selected merit award winner for leading on the biggest TUPE transfer
• Main lead for all business transfers in Spain and France and main point of contact for all
employee relations issues
groups - 10,000 employees
• Designed and delivered company's induction program to provide a method for all new
employees to be inducted into the company which had not been created before including
a CD-ROM.
• Led on the HR element of the acquisition of our first defence contract and Digby trout
restaurants
• Created and re-vamped all HR policies and procedures
• Mobilisation of 100 Tesco stores within 6 months
• Produced robust recruitment procedures within client groups
• Led on and worked with functional leaders to ensure that the largest TUPE transfer for the company of 1900 employees was managed in line with agreed guidelines and current
legislation. Also led on other TUPE transfers such as the Thames Valley Police Contract,
Harrods mobilisation, Cornwall Schools, BP, Marks and Spencer, Tesco, CISCO, Orange.
• Created company's manpower and succession plan for talent across all the business
units
• Introduced and rolled out the Performance Appraisal process for all employees within
client group
• Created reward/benefit strategy through benchmarking
• Improved and increased all communication with unions such as USDAW, Unite and GMB
on a daily basis
• Selected merit award winner for leading on the biggest TUPE transfer
• Main lead for all business transfers in Spain and France and main point of contact for all
employee relations issues
Cisco, Human Resources, Management, Recruitment, LED
2003 - 2004
job
Human Resources Officer EDS Memorex Telex
unknown.
Human Resources
2002 - 2003
freelance
HR training and development consultant
Cabinet Office.
(Cabinet Office - central government)
Training, Development, Office
2002 - 2002
freelance
Human Resources Consultant (Contractor)
unknown.
Human Resources
1998 - 2002
job
Human Resources and Training Officer
Slough Borough Council.
Training, Human Resources
My education
1992
-
1994
Herschel Grammar School
BSc, Politics & Modern History
BSc, Politics & Modern History
1988
-
1992
Herschel Grammar School
Secondary, Sociology
Secondary, Sociology
?
-
2008
Brunel University
MSc, Philosophy
MSc, Philosophy
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