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jobs
Independent HR Director
Piers Crowder
,
Bristol, United Kingdom
Experience
Other titles
Skills
I'm offering
HR Director level insight without the commitment or full-time cost implications.
HR advice can be onerous, full of jargon and fluffy. Often you'll be made aware of everything you cannot do. I am practical and pragmatic in my approach and I'll give you the best options for progressing forwards.
I offer peace of mind, high quality advice and support as well as ensuring the relationship we have is tailored and flexible.
* Recruitment and onboarding
* Tailored Policies and Staff Handbooks
* Contracts of Employment and Contracts for Services
* Making sense of process requirements - legal compliance
* HR Budgets and Strategies
* Performance Improvement Strategies
* 'HR for Manager' Training
* Culture and Engagement
* HR Tech
* Change Management
* Focus Groups
With more than a decade of top table experience in HR reporting directly to CEOs and working collaboratively with C-Level Directors and Senior Management, I want to share my insight and experience where applicable. Learning from mistakes is good and is progress, but learning from other people's mistakes is precious.
In addition to establishing successful HR functions on a number of occasions, building competence and confidence in senior teams has been critical in driving positive change and leading teams to exceed against their expectations. I can be that non-judgemental sounding-block to clarify what you might be too close to. Let me help simplify objectively those outcomes that you want to achieve so you can take action.
We all think we know our teams and believe they'll be open and honest with us. The truth is that many will be holding back. Listening to your people can lead to loyalty and innovation like you've never seen before. Having lead several culture and change projects, I can be that third party who will get the genuine opinions of your people so you can make informed decisions that will make a positive difference. I can then manage the professional delivery to embed desired behavioural refinements.
I am looking to work with companies who think they need HR Director level insight without the permanent price tag. Ideally I'd be able to work with companies who have business growth in mind and might need support to get there. Of course you might be restructuring or downsizing where legal process causes headaches. I can bring clarity and calm to guide you through difficult decisions and ensure due process is adhered to.
HR advice can be onerous, full of jargon and fluffy. Often you'll be made aware of everything you cannot do. I am practical and pragmatic in my approach and I'll give you the best options for progressing forwards.
I offer peace of mind, high quality advice and support as well as ensuring the relationship we have is tailored and flexible.
* Recruitment and onboarding
* Tailored Policies and Staff Handbooks
* Contracts of Employment and Contracts for Services
* Making sense of process requirements - legal compliance
* HR Budgets and Strategies
* Performance Improvement Strategies
* 'HR for Manager' Training
* Culture and Engagement
* HR Tech
* Change Management
* Focus Groups
With more than a decade of top table experience in HR reporting directly to CEOs and working collaboratively with C-Level Directors and Senior Management, I want to share my insight and experience where applicable. Learning from mistakes is good and is progress, but learning from other people's mistakes is precious.
In addition to establishing successful HR functions on a number of occasions, building competence and confidence in senior teams has been critical in driving positive change and leading teams to exceed against their expectations. I can be that non-judgemental sounding-block to clarify what you might be too close to. Let me help simplify objectively those outcomes that you want to achieve so you can take action.
We all think we know our teams and believe they'll be open and honest with us. The truth is that many will be holding back. Listening to your people can lead to loyalty and innovation like you've never seen before. Having lead several culture and change projects, I can be that third party who will get the genuine opinions of your people so you can make informed decisions that will make a positive difference. I can then manage the professional delivery to embed desired behavioural refinements.
I am looking to work with companies who think they need HR Director level insight without the permanent price tag. Ideally I'd be able to work with companies who have business growth in mind and might need support to get there. Of course you might be restructuring or downsizing where legal process causes headaches. I can bring clarity and calm to guide you through difficult decisions and ensure due process is adhered to.
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
Larger project
Ongoing relation / part-time
Available
My experience
2017 - ?
job
Director of People
AC Group.
• International HR for a high-growth B2B tour operator (c. 100 staff worldwide - London, Paris and New York)
• Predominantly focus on the most important aspects for the business: the People Services as an experience
throughout the employee lifecycle, vision, engagement and high performance.
• Established the company vision - "to be the travel company that people want to work with and work for "
• Developed the company culture, values, and developed expected behaviours that defines the company.
• As a standalone HR professional - set a solid HR function and synergised each critical element of the HR mix whilst
focused on the company's vision, employee engagement and high-performance.
• Continuously improved each year tailored HR strategies, policies and practices to support the aspirations of the business strategy whilst delivering full employee lifecycle support.
• Headed monthly meetings with the Directors on all people-focused projects and plans.
• Coached and collaborated with management on commercial advice, career planning and people-related matters.
• Developed competency frameworks aligned to onboarding and career planning through clear measurement of performance; enabling mutually-beneficial ongoing professional development.
• Launched company-wide KPIs that cascade to personalised development programmes - which in turn evolve
through formalised monthly one-to-ones and perpetual coaching and guidance.
• Reviewed, reformed and embedded a culture of talent through tailored recruitment strategies aiding acquisition,
development and career pathing. Coached hiring managers in running effective interviews and setting suitable
assessments to improve reliability of hiring decisions. Personally managed all senior recruitment processes.
• HR business partnering approach with responsibility for all three offices.
• Managed and coached the L&D Manager and Executive PA by understanding their wants and needs to excel in their roles now and the future.
• Ownership for all HR data, metrics and reporting to assist in refined business decision making.
• Predominantly focus on the most important aspects for the business: the People Services as an experience
throughout the employee lifecycle, vision, engagement and high performance.
• Established the company vision - "to be the travel company that people want to work with and work for "
• Developed the company culture, values, and developed expected behaviours that defines the company.
• As a standalone HR professional - set a solid HR function and synergised each critical element of the HR mix whilst
focused on the company's vision, employee engagement and high-performance.
• Continuously improved each year tailored HR strategies, policies and practices to support the aspirations of the business strategy whilst delivering full employee lifecycle support.
• Headed monthly meetings with the Directors on all people-focused projects and plans.
• Coached and collaborated with management on commercial advice, career planning and people-related matters.
• Developed competency frameworks aligned to onboarding and career planning through clear measurement of performance; enabling mutually-beneficial ongoing professional development.
• Launched company-wide KPIs that cascade to personalised development programmes - which in turn evolve
through formalised monthly one-to-ones and perpetual coaching and guidance.
• Reviewed, reformed and embedded a culture of talent through tailored recruitment strategies aiding acquisition,
development and career pathing. Coached hiring managers in running effective interviews and setting suitable
assessments to improve reliability of hiring decisions. Personally managed all senior recruitment processes.
• HR business partnering approach with responsibility for all three offices.
• Managed and coached the L&D Manager and Executive PA by understanding their wants and needs to excel in their roles now and the future.
• Ownership for all HR data, metrics and reporting to assist in refined business decision making.
Embedded, Manager, Processes, ON, International, Development, SOLID, Support, Growth, Excel, Recruitment, Management, Onboarding, Employee Engagement, C, B2B, Coaching, Business strategy
2011 - 2017
job
Head of HR and then HR Special Projects Manager (post-acquisition)
JacTravel Ltd.
International HR in a PE-backed, £400m revenue, B2B travel group with staff employed in the UK, Ireland, France,
Germany, Italy, Spain, Romania, Cyprus, Czech Republic, Tunisia, Dubai, Hong Kong, Brazil, Canada and USA.
• Built strong relationships allowing effective partnering with C-level Directors, Management and staff alike.
• Recruitment and Talent - Reviewed, reformed and instilled a culture of talent through tailored recruitment
strategies aiding acquisition, development and career pathing. Recruited, managed and coached the solitary,
dedicated Internal Recruiter for the company.
• Launched tailored development schemes to each department and team requirements via a complementary
combination of in-house and external training providers.
• Post-acquisition - heavily involved in OD, TUPE, redundancies and change management in order to create
synergies and influence positive communications, energies and results.
• Collaborating with colleagues in every HR project with lead role for Appraisals, Performance Management, Bonus
Schemes, Salary Reviews, Health & Safety, HRIS roll out as well as monthly HR Reporting & Metrics.
• Compensation and Benefits - Reviewed, researched and rolled out a global reward structure (post acquisition),
taking into account and harmonising remuneration, bonus and benefit structures across two companies, eight core
countries and additional contractors worldwide.
• Internal Communications - Coordinated content requirements on the Company's intranet as well as proposing
improved strategies for budget review and participation in the website regeneration team.
• Was part of the Executive Management Team along with the CEO, CFO and Directors.
• Managed Payroll Manager, Internal Recruiter, Office Manager and coached a team of 3 HRBPs and 1 Administrator.
• Advised to establish, and managed, an annual budget of circa £1m.
• Managed payroll processes in Dubai, France, Germany, Hong Kong, and USA.
Germany, Italy, Spain, Romania, Cyprus, Czech Republic, Tunisia, Dubai, Hong Kong, Brazil, Canada and USA.
• Built strong relationships allowing effective partnering with C-level Directors, Management and staff alike.
• Recruitment and Talent - Reviewed, reformed and instilled a culture of talent through tailored recruitment
strategies aiding acquisition, development and career pathing. Recruited, managed and coached the solitary,
dedicated Internal Recruiter for the company.
• Launched tailored development schemes to each department and team requirements via a complementary
combination of in-house and external training providers.
• Post-acquisition - heavily involved in OD, TUPE, redundancies and change management in order to create
synergies and influence positive communications, energies and results.
• Collaborating with colleagues in every HR project with lead role for Appraisals, Performance Management, Bonus
Schemes, Salary Reviews, Health & Safety, HRIS roll out as well as monthly HR Reporting & Metrics.
• Compensation and Benefits - Reviewed, researched and rolled out a global reward structure (post acquisition),
taking into account and harmonising remuneration, bonus and benefit structures across two companies, eight core
countries and additional contractors worldwide.
• Internal Communications - Coordinated content requirements on the Company's intranet as well as proposing
improved strategies for budget review and participation in the website regeneration team.
• Was part of the Executive Management Team along with the CEO, CFO and Directors.
• Managed Payroll Manager, Internal Recruiter, Office Manager and coached a team of 3 HRBPs and 1 Administrator.
• Advised to establish, and managed, an annual budget of circa £1m.
• Managed payroll processes in Dubai, France, Germany, Hong Kong, and USA.
Safety, Manager, Bonus, Processes, USA, Administrator, International, Office, Development, Health, Ceo, CFO, Change management, Content, Website, Recruitment, Recruiter, Management, C, Performance Management, Training, Budget, B2B
2010 - 2010
job
HR Manager
Carousel Ventures Ltd & SFYL.
Established appropriate recruitment strategies; job adverts and placements; CV screening; selection assessments;
conducting interviews; reference checking; and issuing offers.
• Introduced new policies and procedures aligned to British Columbia Employment Standards.
• Managed the orientation and induction process of new hires across four facilities as well as head office.
• Participated in various HR projects as assigned, including but not limited to; performance management, bonus
schemes, training and development, health and safety, salary administration and HR metrics &reporting.
• Internal Communications - Coordinated and contributed to the SFYL Knowledge Base on a regular basis
• Ensured timely and accurate HR data regarding hiring, salaries, timesheets and payroll in liaison with the external
payroll provider (Ceridian), and managed benefit administration.
conducting interviews; reference checking; and issuing offers.
• Introduced new policies and procedures aligned to British Columbia Employment Standards.
• Managed the orientation and induction process of new hires across four facilities as well as head office.
• Participated in various HR projects as assigned, including but not limited to; performance management, bonus
schemes, training and development, health and safety, salary administration and HR metrics &reporting.
• Internal Communications - Coordinated and contributed to the SFYL Knowledge Base on a regular basis
• Ensured timely and accurate HR data regarding hiring, salaries, timesheets and payroll in liaison with the external
payroll provider (Ceridian), and managed benefit administration.
Administration, Training, Performance Management, Management, Recruitment, Safety, Health, Development, Office, Bonus, Manager
2008 - 2010
job
HR Business Partner
Fisher Meredith LLP.
Snowdrop (Sage), a new HR database and self-service software, was researched, negotiated, installed and rolled-
out with training to all staff.
• Networked closely with agencies and advertisement boards to benefit from reduced costs.
• Rewrote the office manual, created a staff handbook, overhauled the induction process, introduced incentive
policies and benefits, organised and ran focus groups around areas of development to gain input and commitment,
coordinated the trainee recruitment process, coordinated and interviewed in most recruitment activities, involved
with grievance and disciplinary, agreed maternity/paternity leave arrangements.
• Created a competency framework in conjunction with a new appraisal process as well as a fair and equitable
remuneration process.
out with training to all staff.
• Networked closely with agencies and advertisement boards to benefit from reduced costs.
• Rewrote the office manual, created a staff handbook, overhauled the induction process, introduced incentive
policies and benefits, organised and ran focus groups around areas of development to gain input and commitment,
coordinated the trainee recruitment process, coordinated and interviewed in most recruitment activities, involved
with grievance and disciplinary, agreed maternity/paternity leave arrangements.
• Created a competency framework in conjunction with a new appraisal process as well as a fair and equitable
remuneration process.
Training, Database, Service, Recruitment, Business Partner, Development, Office, Software, Framework
2007 - 2007
freelance
Executive Search Consultant
Webber Chase.
A consultant in a small, fast-paced expanding derivatives-focused search firm, specialising in market risk, credit risk
and the buy-side (Achieved offers and deals).
and the buy-side (Achieved offers and deals).
Market Risk, Search
2006 - 2006
job
People Capital Analyst
Australia and New Zealand Bank.
• Collated data and issued revised contracts in line with a pressured remuneration review period.
• Analysed and reported on how flexible work practices were implemented and received across the bank
• Analysed and reported on how flexible work practices were implemented and received across the bank
Contracts, Analyst, Contracts
My education
2008
-
2010
Chartered Institute of Personnel and Development Professional Development Scheme
Associate, N/a
Associate, N/a
2003
-
2006
Cardiff University
BSc, Business Administration
BSc, Business Administration
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