$$$$
{{ $t($store.state.user.experience_value_in_dollars) }}
Expert
{{ $t($store.state.user.experience_search_name) }}
0
jobs
High performing, MCIPD qualified Senior HR generalist
Angie Kikkides
,
London, United Kingdom
Experience
Other titles
Skills
I'm offering
An experienced HR Senior Business Partner/Team Lead, having worked in both professional
services and corporate environments, supporting both fee earning and internal firm service
functions. Experience gained both in strategic and operational HR, managing key senior
stakeholder relationships as well as team management. Key strengths in relationship building
at all levels and excellent communication skills. Strong project management skills, both
leading and supporting deliverables for key projects in matrix environments. Commercial and
knowledgeable, with a strong desire to shape culture and values, coach, continuously
improve and develop effective HR and People strategies.
services and corporate environments, supporting both fee earning and internal firm service
functions. Experience gained both in strategic and operational HR, managing key senior
stakeholder relationships as well as team management. Key strengths in relationship building
at all levels and excellent communication skills. Strong project management skills, both
leading and supporting deliverables for key projects in matrix environments. Commercial and
knowledgeable, with a strong desire to shape culture and values, coach, continuously
improve and develop effective HR and People strategies.
Markets
United Kingdom
Links for more
Once you have created a company account and a job, you can access the profiles links.
Industries
Language
English
Fluently
Ready for
Ongoing relation / part-time
Available
My experience
2017 - ?
freelance
Independent Consultant
unknown.
Providing ad hoc and HR project management consulting services to SME's.
• Provided expertise and training on employee relations issues (disciplinary, grievance, redundancy, performance management) to reduce risk exposure and legal costs.
• Partner with senior leadership to identify skills gaps, identify Learning & Development opportunities and develop training plans.
• Provided guidance on UK employment laws and practices to US company (5000+) entering UK market.
• Produced succession and talent attraction plans and trained on application.
• Set up HR infrastructures, ensuring processes and policies are legally compliant.
• Developed Performance Management aligned to company values.
• Executed change initiative projects to drive organisational capability.
• Rolled out various programmes (brown bag lunches/bi-monthly newsletters/Employee Satisfaction Surveys/Employee Wellbeing etc.) which improved employee engagement and retention.
• Trained directors to ensure performance is appropriately managed and implemented development plans.
• Led company restructuring / reorganisation to support and improve efficiency.
• Developed programme to communicate, embed and reinforce organisational values and behaviours.
• Effectively used data to analyse trends, diagnose issues and facilitate improvement recommendations.
• Advised on implementation and set up auto enrolment and provided guidance on selecting pension scheme.
• Delivered detailed induction programme for new employees to ensure immediate engagement.
• Provided guidance on suitable benefits and reward to remain competitive and attract top talent.
• Managed company sponsorship licence application and advised on Tier 2 sponsorship requirements.
• Maintained good understanding on employment law and legislation and ensure compliance.
• Reviewed HR policies and procedures and made recommendations for automated solutions which included effective matter management, time-saving, data integrity, improved communication and reduced staffing costs.
• Provided expertise and training on employee relations issues (disciplinary, grievance, redundancy, performance management) to reduce risk exposure and legal costs.
• Partner with senior leadership to identify skills gaps, identify Learning & Development opportunities and develop training plans.
• Provided guidance on UK employment laws and practices to US company (5000+) entering UK market.
• Produced succession and talent attraction plans and trained on application.
• Set up HR infrastructures, ensuring processes and policies are legally compliant.
• Developed Performance Management aligned to company values.
• Executed change initiative projects to drive organisational capability.
• Rolled out various programmes (brown bag lunches/bi-monthly newsletters/Employee Satisfaction Surveys/Employee Wellbeing etc.) which improved employee engagement and retention.
• Trained directors to ensure performance is appropriately managed and implemented development plans.
• Led company restructuring / reorganisation to support and improve efficiency.
• Developed programme to communicate, embed and reinforce organisational values and behaviours.
• Effectively used data to analyse trends, diagnose issues and facilitate improvement recommendations.
• Advised on implementation and set up auto enrolment and provided guidance on selecting pension scheme.
• Delivered detailed induction programme for new employees to ensure immediate engagement.
• Provided guidance on suitable benefits and reward to remain competitive and attract top talent.
• Managed company sponsorship licence application and advised on Tier 2 sponsorship requirements.
• Maintained good understanding on employment law and legislation and ensure compliance.
• Reviewed HR policies and procedures and made recommendations for automated solutions which included effective matter management, time-saving, data integrity, improved communication and reduced staffing costs.
Implementation, UP, LED, Processes, Pension, BEE, Sponsorship, Development, Retention, Support, Project Management, Surveys, Compliance, Management, Consulting, Employee Engagement, Leadership, Performance Management, Management Consulting, Training
2014 - 2017
job
Senior HR Business Partner
Adam Smith International.
Worked collaboratively with leaders to engage and develop staff. Empathic team leader who managed change as company grew, ensuring delivery of excellence and best practice from team. Trusted senior business partner with exceptional relationship building skills, interpreting business plans, diagnosing people implications and translating these into clear people plans. Communicated effectively at all levels, building morale to increase productivity and retention in a fast paced environment. Used data and analytics to measure the effectiveness of tools and policies and identify further improvement. Analysed and identified trends for recurring issues and recommended strategies for resolution. Strategic partner to the business delivering commercially focused HR solutions, building organisational and people capabilities
People Management / Strategy
• Designed and implemented HR strategy ensuring best practice people solutions.
• Worked closely with directors to develop, implement and regularly review a workforce and succession plan which is closely aligned to business strategy, both short and long term.
• Coached and developed managers to be competent and consistent in their execution of HR policies and procedures.
• Consulted and engaged with business unit managers to restructure and create teams aligned to the business in order to deliver better value.
• Used knowledge and business acumen to make an impact in key areas such as change management, organisational design, employee engagement and strategic workforce planning, talent analytics and management, ensuring fairness and consistency runs throughout.
Employee Relations
• Led and provided support on the investigation of complex employee relations issues, including mediation and resolution, working within the boundaries of applicable local laws.
• Coached and upskilled managers on approach for handling ER issues and documentation to avoid escalation.
• Coached business unit leaders to develop their leadership skills to enable them to manage performance, conduct, disciplinary, grievance, absence and exit issues.
• Provided expertise and consultancy to leaders on how to effectively manage change.
Resourcing, Talent and Succession
• Lead on resourcing strategy and succession planning to ensure diverse workforce.
• Drove the delivery of the business' talent plan, securing and building a strong, diverse talent pipeline.
• Implemented a clear and comprehensive critical talent acquisition and retention strategy.
• Identified and worked with business unit leaders to address key workforce issues such as retention, performance management, employee readiness, overall manager capability, and other talent and organizational priorities.
• Participated in recruitment process of senior leadership roles, identifying and providing recommendations for succession roles.
• Guided managers through talent review and succession planning process, development, performance management, training, career development and diversity and inclusion initiatives.
• Utilised performance information to develop talent management interventions, focusing on development, mentoring, coaching and career development planning.
• Embedded talent management strategy, providing leadership with process for identifying individuals to fill business-critical positions, in the short and long-term.
• Provided appropriate management information that analysed the work force utilisation to help the Excom and Management Teams assess efficiency and effectiveness.
Employee Engagement, Reward & Benefits
• Provided guidance to directors in devising grading structure, salary bands and benefits packages to support recruitment and retention of key staff (annual staff turnover 10%).
• Coached and supported business unit leaders on how to build employee engagement and maintain highly motivated team.
• Reviewed benefits annually, making recommendations and influencing decisions.
• Consistently negotiated savings for UK private medical scheme, without any negative impact on the benefits - circa 41% at last renewal. Introduced a cash-plan as an additional benefit with saving.
• Implemented engagement initiatives such a new starters' orientation, HR induction, referral scheme and internal transfer scheme.
• Implemented HRIS, Recruitment and On Boarding systems to drive change and improve effectiveness of HR team.
• Conducted salary and benefits benchmarking to ensure retention and attraction of top talent.
Performance Management
• Led performance management review to ensure link to grading and reward initiatives.
• Utilised appraisal output to review staffing levels and career development needs, helping managers to identify issues and develop training and succession plans.
• Provided guidance to managers to ensure individual development plan tailored to improvement of performance and career development.
• Trained line managers to use 9 grid box in appraisals to evaluate employee's current contribution and potential level of future contribution, helping with succession planning.
• Partnered with Learning & Development team to identify and deliver training needs as a result of the annual review process
• Ran bi-monthly meetings with managers to review development plans and propose changes if necessary.
Learning & Development
• Facilitated leadership development and coaching skills across the business.
• Designed reviewer training sessions to build line managers capability for effective performance conversations and guidance on closing performance gap.
• Provided senior leaders with the support they need to embed cultural change within the organisation, such as briefings and material to use for training and communication.
• Delivered training associated with HR activities such as legislative compliance and best practice.
• HR lead on Ethics, Diversity & Inclusion training and application.
• Experienced at delivering training and facilitating away days.
Change and Organisational Restructuring
• Prepared, planned and delivered HR Merger & Acquisition programmes and HR due diligence.
• Developed project plan timeframe and communications strategy to deal with changes.
• Identified potential people issues and planned HR integration, retention of people and separation strategy.
• Managed TUPE transfers and change management initiatives.
• Ensured alignment of compensation and benefits.
• Harmonised policies and processes.
• Managed retention strategy during uncertain period for the company.
Leadership / Stakeholder Management
• Managed £2.3m budget, regularly reviewing P&L budget lines to ensure on track.
• Conducted performance evaluations and career development discussions with team.
• Mentored and developed capability of line managed staff to deliver quality service.
• Set standard within teams to build a culture that reflected company values, encouraging ownership and accountability.
• Managed payroll, bonus & pension schemes.
• Built trusted and influential relationships with leadership.
People Management / Strategy
• Designed and implemented HR strategy ensuring best practice people solutions.
• Worked closely with directors to develop, implement and regularly review a workforce and succession plan which is closely aligned to business strategy, both short and long term.
• Coached and developed managers to be competent and consistent in their execution of HR policies and procedures.
• Consulted and engaged with business unit managers to restructure and create teams aligned to the business in order to deliver better value.
• Used knowledge and business acumen to make an impact in key areas such as change management, organisational design, employee engagement and strategic workforce planning, talent analytics and management, ensuring fairness and consistency runs throughout.
Employee Relations
• Led and provided support on the investigation of complex employee relations issues, including mediation and resolution, working within the boundaries of applicable local laws.
• Coached and upskilled managers on approach for handling ER issues and documentation to avoid escalation.
• Coached business unit leaders to develop their leadership skills to enable them to manage performance, conduct, disciplinary, grievance, absence and exit issues.
• Provided expertise and consultancy to leaders on how to effectively manage change.
Resourcing, Talent and Succession
• Lead on resourcing strategy and succession planning to ensure diverse workforce.
• Drove the delivery of the business' talent plan, securing and building a strong, diverse talent pipeline.
• Implemented a clear and comprehensive critical talent acquisition and retention strategy.
• Identified and worked with business unit leaders to address key workforce issues such as retention, performance management, employee readiness, overall manager capability, and other talent and organizational priorities.
• Participated in recruitment process of senior leadership roles, identifying and providing recommendations for succession roles.
• Guided managers through talent review and succession planning process, development, performance management, training, career development and diversity and inclusion initiatives.
• Utilised performance information to develop talent management interventions, focusing on development, mentoring, coaching and career development planning.
• Embedded talent management strategy, providing leadership with process for identifying individuals to fill business-critical positions, in the short and long-term.
• Provided appropriate management information that analysed the work force utilisation to help the Excom and Management Teams assess efficiency and effectiveness.
Employee Engagement, Reward & Benefits
• Provided guidance to directors in devising grading structure, salary bands and benefits packages to support recruitment and retention of key staff (annual staff turnover 10%).
• Coached and supported business unit leaders on how to build employee engagement and maintain highly motivated team.
• Reviewed benefits annually, making recommendations and influencing decisions.
• Consistently negotiated savings for UK private medical scheme, without any negative impact on the benefits - circa 41% at last renewal. Introduced a cash-plan as an additional benefit with saving.
• Implemented engagement initiatives such a new starters' orientation, HR induction, referral scheme and internal transfer scheme.
• Implemented HRIS, Recruitment and On Boarding systems to drive change and improve effectiveness of HR team.
• Conducted salary and benefits benchmarking to ensure retention and attraction of top talent.
Performance Management
• Led performance management review to ensure link to grading and reward initiatives.
• Utilised appraisal output to review staffing levels and career development needs, helping managers to identify issues and develop training and succession plans.
• Provided guidance to managers to ensure individual development plan tailored to improvement of performance and career development.
• Trained line managers to use 9 grid box in appraisals to evaluate employee's current contribution and potential level of future contribution, helping with succession planning.
• Partnered with Learning & Development team to identify and deliver training needs as a result of the annual review process
• Ran bi-monthly meetings with managers to review development plans and propose changes if necessary.
Learning & Development
• Facilitated leadership development and coaching skills across the business.
• Designed reviewer training sessions to build line managers capability for effective performance conversations and guidance on closing performance gap.
• Provided senior leaders with the support they need to embed cultural change within the organisation, such as briefings and material to use for training and communication.
• Delivered training associated with HR activities such as legislative compliance and best practice.
• HR lead on Ethics, Diversity & Inclusion training and application.
• Experienced at delivering training and facilitating away days.
Change and Organisational Restructuring
• Prepared, planned and delivered HR Merger & Acquisition programmes and HR due diligence.
• Developed project plan timeframe and communications strategy to deal with changes.
• Identified potential people issues and planned HR integration, retention of people and separation strategy.
• Managed TUPE transfers and change management initiatives.
• Ensured alignment of compensation and benefits.
• Harmonised policies and processes.
• Managed retention strategy during uncertain period for the company.
Leadership / Stakeholder Management
• Managed £2.3m budget, regularly reviewing P&L budget lines to ensure on track.
• Conducted performance evaluations and career development discussions with team.
• Mentored and developed capability of line managed staff to deliver quality service.
• Set standard within teams to build a culture that reflected company values, encouraging ownership and accountability.
• Managed payroll, bonus & pension schemes.
• Built trusted and influential relationships with leadership.
Development, Service, People management, Compliance, Recruitment, Embedded, Support, Retention, Business Partner, Analytics, Organization, BEE, Pension, Processes, Bonus, LED, Manager, Design, Integration, Talent acquisition, Management, Due Diligence, Leadership development, Employee Engagement, Leadership, Performance Management, Stakeholder Management, Mentoring, Training, Budget, Coaching, Business strategy, Change management
1990 - 1998
job
HR Executive
Melody Radio.
Created stand-alone HR and Administration function.
Administration
1988 - 1990
job
Financial Manager
Ogilvy & Mather Advertising.
Responsible for implementation of financial control for advertisers.
Implementation, Manager
1985 - 1988
job
Budget Controller
Saatchi & Saatchi Advertising.
Responsible for finance budget of advertising campaign from client brief through to delivery.
Advertising, Budget, Finance, Campaign
My education
?
-
2015
n/a
Certification, Trauma Risk
Certification, Trauma Risk
?
-
2005
Westminster University
Masters, Personnel & Development
Masters, Personnel & Development
?
-
2003
Kensington AND Chelsea College
Certification, N/a
Certification, N/a
Angie's reviews
Angie has not received any reviews on Worksome.
Contact Angie Kikkides
Worksome removes the expensive intermediaries and gives you direct contact with relevant talent.
Create a login and get the opportunity to write to Angie directly in Worksome.
are ready to help you
and get specific bids from skilled talent in Denmark