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HR DIRECTOR
Michaela Bonomini
,
Sleaford, United Kingdom
Experience
Other titles
Skills
I'm offering
A dynamic, forward thinking, commercially focussed HR leader with extensive C suite across a diversity of sectors and markets. Adept at relationship building, leading change and operating within fast-paced, innovative and complex environments. Proven track record of building and inspiring geographically diverse teams, creating people focused initiatives which deliver tangible business impact, engaging employees at all levels of an organisation to meet the needs of the end consumer.
Markets
United Kingdom
Industries
Language
English
Fluently
Ready for
Larger project
Ongoing relation / part-time
Full time contractor
Available
My experience
2017 - 2018
job
Head of HR
July 2018 LLP.
Jul y2018 LLP trading as britbet was a start up business that went live on 13/07/18 providing on course pool betting across 55 of the UK racecourses after the Betfred monopoly ceased. The role was very much a green field site and my remit was to 'get the HR function up and running'. Other areas of the role included:
• TUPE transfer of 1000+ staff into britbet.
• Implementation of the rostering/HR & payroll systems.
• Compilation of all contracts across the business.
• Introduction of staff benefits i.e. pension, healthcare & life assurance.
• Recruitment across the business including company assessment days to align to volume recruitment needs.
• Design of on course reward initiatives.
• Compilation of the employee handbook and people policies.
• Development of all staff training material & national delivery of the programme.
• Compliance/Health & Safety.
• TUPE transfer of 1000+ staff into britbet.
• Implementation of the rostering/HR & payroll systems.
• Compilation of all contracts across the business.
• Introduction of staff benefits i.e. pension, healthcare & life assurance.
• Recruitment across the business including company assessment days to align to volume recruitment needs.
• Design of on course reward initiatives.
• Compilation of the employee handbook and people policies.
• Development of all staff training material & national delivery of the programme.
• Compliance/Health & Safety.
Design, Contracts, Training, Compliance, Recruitment, Implementation, Safety, Development, Assessment, Health, Pension, Contracts, UP
2015 - 2017
job
Global Head of HR & Internal Comms
GVC Holdings plc.
GVC is a leading online gaming business working across both sports betting (Sportingbet & Bwin) and multiple gaming brands such as Foxy Bingo &. The group was 3000+ people across 20 geographical locations and serviced by an HR and communications population of 80.
On February 1st, 2016, GVC completed the successful acquisition of Bwin.Party which saw the headcount rise from 600 to 3000+ overnight. Leading the restructuring & people transformation programmes helping the business to achieve the £128 million in synergies that were a requirement of the transaction. Key projects undertaken and completed included:
• Cultural development - creation of a new ad engaging company culture from 3 very separate stand points.
• Organisational redesign to ensure efficient & productive workflows.
• Built a proactive and value add talent management function to make GVC an employer of choice in the sector.
• Designing and implementation of HR & People strategies that aligned to business objectives to deliver tangible results in terms of company performance.
• Implementation of the Oracle Fusion HCM (full product suite) in conjunction with the finance ERP implementation.
• Roll out of a new approach to performance management alongside the launch of a new development framework fully automated in Fusion.
• Introduction of effective succession planning.
• Harmonisation across the group of people policies.
• Projects to enhance both our talent acquisition and talent retention approach.
• Benefits & reward alignment across the Group.
• Introduction of a new reward and recognition platform driven by the Company values.
• Commenced work on the achievement of the IIP Standard.
• Transformation of the HR function from predominantly transactional to a 21st century model i.e. Centre of Excellence.
On February 1st, 2016, GVC completed the successful acquisition of Bwin.Party which saw the headcount rise from 600 to 3000+ overnight. Leading the restructuring & people transformation programmes helping the business to achieve the £128 million in synergies that were a requirement of the transaction. Key projects undertaken and completed included:
• Cultural development - creation of a new ad engaging company culture from 3 very separate stand points.
• Organisational redesign to ensure efficient & productive workflows.
• Built a proactive and value add talent management function to make GVC an employer of choice in the sector.
• Designing and implementation of HR & People strategies that aligned to business objectives to deliver tangible results in terms of company performance.
• Implementation of the Oracle Fusion HCM (full product suite) in conjunction with the finance ERP implementation.
• Roll out of a new approach to performance management alongside the launch of a new development framework fully automated in Fusion.
• Introduction of effective succession planning.
• Harmonisation across the group of people policies.
• Projects to enhance both our talent acquisition and talent retention approach.
• Benefits & reward alignment across the Group.
• Introduction of a new reward and recognition platform driven by the Company values.
• Commenced work on the achievement of the IIP Standard.
• Transformation of the HR function from predominantly transactional to a 21st century model i.e. Centre of Excellence.
Oracle, ERP, Performance Management, Management, Finance, Talent acquisition, Implementation, Transformation, Development, Retention, Online, Redesign, Framework, Oracle fusion
2013 - 2014
job
Head of HR
6DG Technology Group Ltd.
A short -term assignment that lead to a major change programme. An aggressive strategy saw the business acquire 13 entities in an 18-month period without any consolidation across the key areas of organisational design, people, systems or processes.
Working in conjunction with Senior Management Team to driving major business change involving 2 major restructures to move to a high value, customer centric operating model
• Development of talent acquisition & retention model.
• Learning and development including internal leadership and management programmes including a senior level coaching programme.
• Design & implementation of the flexible benefits portal.
• Employee engagement - a challenge at 6DG as most of the acquired entities were not used to having a structured, more process/policy driven work environment.
• Introduction of relevant HR policies and procedures.
• Development and implementation of a continuous performance management approach.
Working in conjunction with Senior Management Team to driving major business change involving 2 major restructures to move to a high value, customer centric operating model
• Development of talent acquisition & retention model.
• Learning and development including internal leadership and management programmes including a senior level coaching programme.
• Design & implementation of the flexible benefits portal.
• Employee engagement - a challenge at 6DG as most of the acquired entities were not used to having a structured, more process/policy driven work environment.
• Introduction of relevant HR policies and procedures.
• Development and implementation of a continuous performance management approach.
Design, Coaching, Performance Management, Leadership, Employee Engagement, Management, Talent acquisition, Implementation, Development, Retention, Portal, Processes
2012 - 2013
job
Interim HR Director
HCT Group.
An 800+ social enterprise/not-for-profit based across multiple UK sites and Jersey which involved working with both public and social enterprise transport. During my time with the group I worked extensively with the union Unite to improve employee relations. Key achievements:
• Negotiations regarding pay, working conditions/hours and redundancy.
• Updating, communication and training all HR policies and procedures.
• Advising line managers regarding disciplinary & grievance matters.
• Responding to ET1's and preparing documentation and statements for Employment Tribunals. A significant reduction of 35% was achieved during my time with the Group.
• Employee relations.
• Creation of the HR department from scratch, the group never having had an HRD before my arrival.
• Negotiations regarding pay, working conditions/hours and redundancy.
• Updating, communication and training all HR policies and procedures.
• Advising line managers regarding disciplinary & grievance matters.
• Responding to ET1's and preparing documentation and statements for Employment Tribunals. A significant reduction of 35% was achieved during my time with the Group.
• Employee relations.
• Creation of the HR department from scratch, the group never having had an HRD before my arrival.
Training, Enterprise, Interim, Social
2010 - 2012
job
Head of HR & Talent
Candi London.
An OMNI Channel business specialising in FMCG. Prior to my joining Candi London there was no dedicated HR person in the business and any HR was done by the owners or department heads. From a green field site:
• Compiled and introduced all relevant HR policies and procedures ensuring compliance in each region.
Introduction of a new approach and process to the talent management lifecycle.
• Introduction of a competency framework aligned to recruitment, development & business objectives.
• On boarding of new hires, in addition to running the recruitment process from end-to-end.
• Definition of the new reward & incentive schemes including LTIP's.
• Co-ordinated and ran staff training and development initiatives.
• Introduction of staff PDP, senior level coaching programme and e-learning.
• Compiled and introduced all relevant HR policies and procedures ensuring compliance in each region.
Introduction of a new approach and process to the talent management lifecycle.
• Introduction of a competency framework aligned to recruitment, development & business objectives.
• On boarding of new hires, in addition to running the recruitment process from end-to-end.
• Definition of the new reward & incentive schemes including LTIP's.
• Co-ordinated and ran staff training and development initiatives.
• Introduction of staff PDP, senior level coaching programme and e-learning.
Coaching, Training, E-learning, Management, Compliance, Recruitment, FMCG, Development, Framework
2008 - 2010
job
Interim HR Director
Marie Cure.
Provisions of a full generalist remit within their volunteer services, including:
• Developing and implementing HR initiatives in line with organisational objectives.
• Leading the volunteer HR department across all areas of the HR remit.
• Liaising directly with the executive board and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters.
• Contributing to long-term goals around business and people development, including succession planning, organisational design and c-suite talent acquisition.
• Developing company wellbeing, health and counselling policies.
• Leading the analysis of employee feedback and data, to maintain a positive working environment and engaged culture.
• Developing and implementing HR initiatives in line with organisational objectives.
• Leading the volunteer HR department across all areas of the HR remit.
• Liaising directly with the executive board and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters.
• Contributing to long-term goals around business and people development, including succession planning, organisational design and c-suite talent acquisition.
• Developing company wellbeing, health and counselling policies.
• Leading the analysis of employee feedback and data, to maintain a positive working environment and engaged culture.
Design, C, Talent acquisition, It, Development, Health, Interim
2005 - 2007
freelance
Organisational Change Consultant
Leo Burnett.
Worked in a part-time (whilst studying for a master's degree) capacity as an organisational change consultant through a period of restructuring the business across its' European operations.
Text 100 - Global PR Company
Text 100 - Global PR Company
Operations, Pr
My education
City University
MBA, Education & Professional Development
MBA, Education & Professional Development
UCL
BSc, Clinical Psychology
BSc, Clinical Psychology
n/a
Secondary, Biology
Secondary, Biology
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