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HR Business Partner
Kemmy Ikheloa
,
HORNCHURCH, United Kingdom
Experience
Other titles
Skills
I'm offering
I am a commercial minded senior HR professional. I am committed to making both strategic and operational changes where ever I work.
In my over 10 years experience in HR, I continuously exhibited the ability to work with the business and align people strategy with the business goals. I believe in putting people at the heart of the business there by increasing productivity and employee engagement.
As a robust HR generalist, I am able to deep my hands in all aspects of HR and I am very comfortable with supporting and coaching all levels of management. I am very good at both strategy and operations (happy to roll my sleeves up anytime).
In my over 10 years experience in HR, I continuously exhibited the ability to work with the business and align people strategy with the business goals. I believe in putting people at the heart of the business there by increasing productivity and employee engagement.
As a robust HR generalist, I am able to deep my hands in all aspects of HR and I am very comfortable with supporting and coaching all levels of management. I am very good at both strategy and operations (happy to roll my sleeves up anytime).
Markets
United Kingdom
Industries
Language
English
Fluently
Ready for
Larger project
Ongoing relation / part-time
Full time contractor
Available
My experience
2020 - 2020
freelance
Interim HR Consultant (External)
Inclusive Recruitment.
Acted as an external senior HR professional to Inclusive Recruitment's client. I was responsible for implementing the organization's new structure. I worked closely and coached the Exec team to ensure the project was delivered in a timely and efficient manner.
• Responsible for implementing new Organizational structure
• Trusted Advisor/Coach to CEO and Directors during the implementation stage
• Provided experienced insights into the practical implications of concepts redundancy/consultation process
• Responsible for furloughing employees
• Created and trained Exec team on redundancy & consultation
• Responsible for executing consultation/redundancy end to end process with employees and reps
• Responsible for coordinating SAEs for employees and meeting with all impacted population
• Responsible for implementing new Organizational structure
• Trusted Advisor/Coach to CEO and Directors during the implementation stage
• Provided experienced insights into the practical implications of concepts redundancy/consultation process
• Responsible for furloughing employees
• Created and trained Exec team on redundancy & consultation
• Responsible for executing consultation/redundancy end to end process with employees and reps
• Responsible for coordinating SAEs for employees and meeting with all impacted population
Recruitment, Implementation, Ceo, Coach, Trusted Advisor, Interim
2019 - 2020
job
Interim HR Business Partner
Knight Frank LLP.
• Coached stakeholders to deliver their strategic and operational objectives.
• Worked alongside key partners to improve business performance by challenging and encouraging change in existing working practices and behaviours.
• Responsible for managing fee and non-fee earners performance review
• Responsible for managing salary and bonus review
• Supported various change management initiatives underway and working with senior leaders to communicate any organisational change to the practice groups as appropriate.
• Managed resourcing plans for designated practice groups and worked with the Recruitment Managers to provide cost efficient and effective recruitment solutions which are in line with the needs of the business.
• Produced and interpreted MI data to business area to help make financial and business decisions
• Responsible for compensation review for both new employees and existing employees
• Advised line managers and senior stakeholders on operational issues (such as performance management and the capability process, absence management, disciplinaries and grievances, redundancy programmes, TUPE etc.), and working with them to resolve issues and the end to end management of complex ER cases.
• Coached and counselled employees to ensure consistent application of policies, procedures, and practices
• Worked alongside key partners to improve business performance by challenging and encouraging change in existing working practices and behaviours.
• Responsible for managing fee and non-fee earners performance review
• Responsible for managing salary and bonus review
• Supported various change management initiatives underway and working with senior leaders to communicate any organisational change to the practice groups as appropriate.
• Managed resourcing plans for designated practice groups and worked with the Recruitment Managers to provide cost efficient and effective recruitment solutions which are in line with the needs of the business.
• Produced and interpreted MI data to business area to help make financial and business decisions
• Responsible for compensation review for both new employees and existing employees
• Advised line managers and senior stakeholders on operational issues (such as performance management and the capability process, absence management, disciplinaries and grievances, redundancy programmes, TUPE etc.), and working with them to resolve issues and the end to end management of complex ER cases.
• Coached and counselled employees to ensure consistent application of policies, procedures, and practices
Change management, Performance Management, Management, Recruitment, Business Partner, Interim, Bonus
2018 - 2019
job
Interim HR Business Partner
USS Investment Management Ltd.
Partnered with senior management to deliver People related strategy
• Effectively established a business partner relationship with the USSIM executive team to ensure seamless delivery of people related activities.
• Led the implementation of people related initiatives (such as talent management, succession planning, people management, reward & recognition, equality & diversity, organisational development and learning and development) and worked with managers and their teams to achieve a successful outcome.
• Generated data and used it to drive people strategy and projects.
• Coached and developed managers on business wide initiatives including HR policies, culture and people engagement strategies.
• Provided high level support and consistent, accurate and timely advice in relation to employee relations and other employee matters e.g. disciplinary, grievances, performance, absence management.
• Supported the development of people plans with the business that help deliver their strategic aims, including but not limited to the identification of employee resourcing requirements that support functional and organisational goals.
• Responsible for organisational development and restructuring within designated business area
• Effectively established a business partner relationship with the USSIM executive team to ensure seamless delivery of people related activities.
• Led the implementation of people related initiatives (such as talent management, succession planning, people management, reward & recognition, equality & diversity, organisational development and learning and development) and worked with managers and their teams to achieve a successful outcome.
• Generated data and used it to drive people strategy and projects.
• Coached and developed managers on business wide initiatives including HR policies, culture and people engagement strategies.
• Provided high level support and consistent, accurate and timely advice in relation to employee relations and other employee matters e.g. disciplinary, grievances, performance, absence management.
• Supported the development of people plans with the business that help deliver their strategic aims, including but not limited to the identification of employee resourcing requirements that support functional and organisational goals.
• Responsible for organisational development and restructuring within designated business area
Management, Organisational development, People management, It, Implementation, Support, Development, Business Partner, Interim, LED
2016 - 2017
job
Interim HR Business Partner
Western Union International Bank.
Partnered with management to strategically address business issues relating to workforce development, employee engagement and productivity. Responsibilities included providing advice on multiple initiatives and recommending solutions to complex employee relations and HR issues. Leveraging other HR functions to drive all HR programs including compensation, executive and employee development and benefits.
• Developed and implemented People Strategy
• Worked with key stakeholders in the business area as part of the management team to ensure People agenda was priority
• Provided coaching to stakeholders to help develop people management capability
• Led and supported business areas through change programmes
• Provided client groups with several types of employee reports, data analysis and recommendations including compensation, job levels, attrition and others as needed
• Responsible for all ER matters for designated business areas
• Managed employee relations issues effectively and pragmatically, assessing the risk and commercial implications of employee related business decisions
• Responsible for development of policies and procedures
• Supported the business in the management of compensation and preparation proposals for salary adjustments and bonuses for review
• Worked with Talent acquisition & the business as required, understanding and responding to their staffing needs and managing headcount to ensure numbers remain within the relevant business strategy
• Managed the talent acquisition at all levels for business areas; Including providing statistical analysis on recruitment, interviewing senior candidates, engaging with agencies and managing the internal recruitment process
• Liaised with Global Mobility teams to oversee issues relating to international assignments
• Collaborated with CoE to design and deliver best practice HR solutions in line with global standards
• Developed and implemented People Strategy
• Worked with key stakeholders in the business area as part of the management team to ensure People agenda was priority
• Provided coaching to stakeholders to help develop people management capability
• Led and supported business areas through change programmes
• Provided client groups with several types of employee reports, data analysis and recommendations including compensation, job levels, attrition and others as needed
• Responsible for all ER matters for designated business areas
• Managed employee relations issues effectively and pragmatically, assessing the risk and commercial implications of employee related business decisions
• Responsible for development of policies and procedures
• Supported the business in the management of compensation and preparation proposals for salary adjustments and bonuses for review
• Worked with Talent acquisition & the business as required, understanding and responding to their staffing needs and managing headcount to ensure numbers remain within the relevant business strategy
• Managed the talent acquisition at all levels for business areas; Including providing statistical analysis on recruitment, interviewing senior candidates, engaging with agencies and managing the internal recruitment process
• Liaised with Global Mobility teams to oversee issues relating to international assignments
• Collaborated with CoE to design and deliver best practice HR solutions in line with global standards
Design, Business strategy, Data Analysis, Coaching, Employee Engagement, Management, Talent acquisition, People management, Recruitment, Development, Business Partner, International, Interim, LED
2016 - 2016
job
Interim HR Manager
Hem Group.
• Led the development and drive forward delivery of HR Strategy and plans for the business that were fully supportive of, and integrated with, the business strategy.
• Influence thinking, challenge and identify opportunities to deliver new projects and initiatives which add value.
• Managed any litigation processes and liaising with the Company lawyers to determine appropriate advice for the business.
• Attended one to one meetings with key business directors to establish plans and issues to be resolved on a pro-active basis.
• Developed effective working relationships with key stakeholders within the business to continue to embed effective people management and development skills within the business and to drive the people agenda.
• Ensured the effective and efficient delivery of HR support to the business
• Provided advice, coaching and support to designated client group on all HR issues including employee relations issues.
• Implemented HR policy and ensuring it fits to local business needs whilst ensuring an appropriate level of consistency and compliance.
• Oversee recruitment processes i.e. interviewing, new starter on boarding induction for all new hires
• Managed organisations yearly appraisal scheme and implemented all comps and bens for employees
• Influence thinking, challenge and identify opportunities to deliver new projects and initiatives which add value.
• Managed any litigation processes and liaising with the Company lawyers to determine appropriate advice for the business.
• Attended one to one meetings with key business directors to establish plans and issues to be resolved on a pro-active basis.
• Developed effective working relationships with key stakeholders within the business to continue to embed effective people management and development skills within the business and to drive the people agenda.
• Ensured the effective and efficient delivery of HR support to the business
• Provided advice, coaching and support to designated client group on all HR issues including employee relations issues.
• Implemented HR policy and ensuring it fits to local business needs whilst ensuring an appropriate level of consistency and compliance.
• Oversee recruitment processes i.e. interviewing, new starter on boarding induction for all new hires
• Managed organisations yearly appraisal scheme and implemented all comps and bens for employees
Business strategy, Coaching, Management, People management, Compliance, Recruitment, It, Support, Development, Interim, Processes, LED, Manager
2016 - 2016
job
Interim HR Generalist
BTG Pactual.
• Jointly responsible for business restructuring/reduction in workforce
• Responsible for analysing of high quality reports/budgets regarding financial implication of redundancies/restructuring
• Provided complex analytical data for redundancy i.e. severance and statutory packages
• Provided support to managers on various range ER cases
• Responsible for Global headcount and other monthly HR reports
• Responsible for Global Mobility process i.e. transfer of employees to and from United Kingdom offices
• Managed of MI reporting, generating, analyzing data to identify trends in business
• Responsible for timely and accurate submission of all International payroll data to required partners and/or clients
Maternity leave Apr 2015 - Jan 2016
• Responsible for analysing of high quality reports/budgets regarding financial implication of redundancies/restructuring
• Provided complex analytical data for redundancy i.e. severance and statutory packages
• Provided support to managers on various range ER cases
• Responsible for Global headcount and other monthly HR reports
• Responsible for Global Mobility process i.e. transfer of employees to and from United Kingdom offices
• Managed of MI reporting, generating, analyzing data to identify trends in business
• Responsible for timely and accurate submission of all International payroll data to required partners and/or clients
Maternity leave Apr 2015 - Jan 2016
HR Generalist, Support, International, Interim
2014 - 2015
freelance
HR Consultant
Nationwide Building Society.
• Conducted training on HR subjects such as employment law changes and HR policies
• Coached and supported the Senior Area Team and the branch through disciplinary, grievances, capability and performance issues to ensure successful resolution and risk mitigation to the business
• Provided advice/support to Line Managers and employees across all disciplines in line with current legislation, policies and procedures and best practice
• Established and maintained strong working relationships with Nationwide Staff Group Union and liaised with the employees, union representatives and managers as appropriate
• Provided monthly reports to the Area Director and HR Business Partner on activities within the area and ensured business crucial activities were flagged up immediately
• Monitored and analysed data from the business around the People Metrics and reported to the Senior Area Team and Line Managers with recommendations for future actions
• Developed and delivered workshops as required from the Line Manager and identified from the People Metrics
• Coached and supported the Senior Area Team and the branch through disciplinary, grievances, capability and performance issues to ensure successful resolution and risk mitigation to the business
• Provided advice/support to Line Managers and employees across all disciplines in line with current legislation, policies and procedures and best practice
• Established and maintained strong working relationships with Nationwide Staff Group Union and liaised with the employees, union representatives and managers as appropriate
• Provided monthly reports to the Area Director and HR Business Partner on activities within the area and ensured business crucial activities were flagged up immediately
• Monitored and analysed data from the business around the People Metrics and reported to the Senior Area Team and Line Managers with recommendations for future actions
• Developed and delivered workshops as required from the Line Manager and identified from the People Metrics
Training, Workshops, Support, Business Partner, UP, Manager
2012 - 2014
job
Senior HR Advisor
Capsticks Solicitors LLP.
• Advised clients on complex employment relation cases such as disciplinary; sickness absence; grievance; bullying & harassment; performance and change management
• Supported/conducted investigations regarding misconduct or breach of organisational policies
• Assisted managers with producing high quality reports following investigations and statements of case for formal hearings
• Delivered HR consultancy projects in the following areas: managing and/or supporting complex disciplinary investigations, reviews of HR practices within organisations, developing and delivering training, supporting at complex hearings.
• Produced client reports outlining current status of all active cases
• Facilitated training on HR subjects such as employment law changes and recruitment
• Deputized for the HR Manager
• Mentored other HR professionals on best practice and procedures
• Wrote and reviewed policies and managers guidance
• Coached/Supervised and supported HR Advisors
• Supported the HR Manager in strategically improving the service delivered to the client
• Provided generalist advice and support on a wide range of HR issues including employment law, performance and absence management, health and safety, disciplinary and grievance
• Led in the co-ordination and implementation of new policies and procedures
• Supported/conducted investigations regarding misconduct or breach of organisational policies
• Assisted managers with producing high quality reports following investigations and statements of case for formal hearings
• Delivered HR consultancy projects in the following areas: managing and/or supporting complex disciplinary investigations, reviews of HR practices within organisations, developing and delivering training, supporting at complex hearings.
• Produced client reports outlining current status of all active cases
• Facilitated training on HR subjects such as employment law changes and recruitment
• Deputized for the HR Manager
• Mentored other HR professionals on best practice and procedures
• Wrote and reviewed policies and managers guidance
• Coached/Supervised and supported HR Advisors
• Supported the HR Manager in strategically improving the service delivered to the client
• Provided generalist advice and support on a wide range of HR issues including employment law, performance and absence management, health and safety, disciplinary and grievance
• Led in the co-ordination and implementation of new policies and procedures
Change management, Training, Management, Service, Recruitment, Implementation, Support, Safety, Health, LED, Manager
2011 - 2012
job
HR Officer
Salvation Army.
• Advised and supported managers with management of employee's sickness absence, performance management, flexible working requests, disciplinary and grievance etc.
• Managed TUPE regulations and settlement agreements
• Managed change process and redundancies as required within the organisation
• Managed Organisations yearly appraisal scheme and implemented all compensation and benefits for employees
• Provided advice, support and development to managers in handling employee relations issues such as disciplinary, grievance, flexible working, maternity, sickness, attendance and capability ensuring timely and consistent outcomes are reached
• Managed TUPE regulations and settlement agreements
• Managed change process and redundancies as required within the organisation
• Managed Organisations yearly appraisal scheme and implemented all compensation and benefits for employees
• Provided advice, support and development to managers in handling employee relations issues such as disciplinary, grievance, flexible working, maternity, sickness, attendance and capability ensuring timely and consistent outcomes are reached
Performance Management, Management, Support, Development, Organization
2009 - 2011
job
HR Advisor
North East London Foundation Trust.
• Led on Change management process and working with staff, managers and operational directors to ensure its smooth operation.
• Provided experienced insights into the practical implications of concepts such as downsizing, re-structuring, cultural change, and employee relations
• Provided experienced insights into the practical implications of concepts such as downsizing, re-structuring, cultural change, and employee relations
Change management, Management, LED
2008 - 2009
job
Research Coordinator
Ipsos-Mori Limited.
Research, Coordinator
2007 - 2008
job
Customer Relationship Admin
Bank of Scotland.
My education
Warwick Business School
MBA, Business Administration
MBA, Business Administration
Edinburgh Napier University
Masters, Business Management and Human Resource Management
Masters, Business Management and Human Resource Management
Ambrose Alli University
BSc, Computer Science
BSc, Computer Science
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