Anita Muldoon

• Lead Global Employee Relations strategy across AMER, APJ, and EMEA, overseeing complex investigations and ensuring fair, ethical outcomes in line with legal and organisational requirements.
• Partner with legal counsel and HR teams to ensure compliance with labor laws, mitigate risks, and align ER practices with regional and organisational objectives.
• Advise senior leadership on performance management, conflict resolution, and strategic decision-making to drive organisational goals and cultural change.
• Leverage HRIS and case management systems to track trends, optimise ER processes, and provide data-driven insights to inform business decisions and improve efficiency.
• Lead employee engagement initiatives, develop policies, enhance ER branding, improve reporting channels, and provide training to managers on performance management and ER best practices.

Key Achievements:

• Enhanced Global ER Process and Mitigation of Legal Risk: Led the development of standardised, regionally aligned Employee Relations processes, creating new policies, comprehensive FAQ guides, including a jurisdiction-specific reference guide. These improvements reduced investigation timelines and minimised legal risks, achieving strategic alignment that increased consistency and compliance across regions. This initiative resulted in significant operational cost savings, including a reduction in reliance on external counsel services, by streamlining internal processes and ensuring uniform application of standards company-wide.
• Data-Driven Insights via ER Metrics Dashboard: Launched the first ER Metrics Dashboard, providing leadership with actionable insights to align ER strategies with business goals, resulting in proactive issue resolution and cost savings in turnover and resource allocation.
• Strengthened Employee Engagement & Trust: Launched targeted employee initiatives, such as ER Office hours, to educate employees on the investigation and reporting process, ensuring they understood how to report issues effectively. These efforts improved transparency and communication, reduced repeated complaints, addressed recurring issues, and fostered a more positive, supportive work environment.

Hybrid Role - Global Employee Relations Investigations, EMEA HR, Policy Manager + Head of Women’s UK ERG

• Advised senior leadership, people managers and HR across AMER, APJ, and EMEA on complex employee relations matters, delivering strategic, actionable guidance on investigations and ensuring alignment with global business goals and regional legal standards.
• Overseeing complex Global investigations and ensuring fair, ethical outcomes in line with legal and organisational requirements
• Developed and refined global ER and HR policies to meet regional compliance needs, foster consistency, and support a cohesive approach to practices across all regions.
• Supported leaders through annual performance reviews, compensation reviews, and restructuring processes in the UK & Ireland.
• Consultation on performance management strategies, PIPs, disciplinary actions, and employee recognition programs, ensuring consistent policy adherence and organisational accountability.
• Oversaw leave processes, including maternity and sick leave, ensuring smooth administration, compliance, and timely resolution of employee queries.

Key Achievements:

• Strategic Global ER Process Overhaul: Designed and executed new, ER processes and practices, aligning with organisational goals to ensure consistency, compliance, and risk mitigation. This initiative optimised case management, streamlined investigations, and enhanced employee support, including enhancing the reporting tool to improve the employee experience. These changes significantly improved operational efficiency and reinforced the company’s commitment to a fair, consistent, and legally compliant workplace.
• Streamlined Global Performance Management: Developed standardised HR practices, including a Performance Improvement Plan (PIP) Manager’s Toolkit to support fair and transparent performance management. This toolkit enabled employees to improve through structured guidance while holding managers accountable for coaching and providing documented feedback. The initiative reduced post-termination complaints, improved compliance, and ensured consistent HR standards across regions.
• Women’s ERG Lead & Family Leave Initiatives: Successfully Led the Women’s ERG, creating family leave resources and guides, and developed mentorship programs, skill-building workshops, and networking events to empower women’s career growth. Advocated for inclusive policies and awareness campaigns, fostering a supportive workplace culture. These initiatives improved employee retention, engagement, and the employer brand, driving a more diverse and productive workforce.

• Provide expert HR advise to senior leadership and people managers to align HR strategies with business goals, driving transformation and supporting change management initiatives.
• Led succession planning efforts and designed employee engagement programs to improve work-life balance, career development, and retention.
• Managed complex employee relations investigations, ensuring fair outcomes and compliance with local employment laws.
• Delivered training for people managers on performance management, D&I initiatives, employee recognition, and performance improvement strategies.
• Developed and created policies that are fully aligned with legal requirements and compliance standards, ensuring adherence to applicable laws and minimising risk across the organisation.

Key Achievements:

• Employee Engagement & Retention Programs: Developed targeted engagement and retention initiatives, such as employee recognition programs and career development opportunities. These programs reduced turnover and improved job satisfaction, saving on costs associated with recruitment, onboarding, and training.
• Leadership Development and Succession Planning: Designed and implemented leadership development programs, succession planning, and talent reviews to prepare high-potential employees for future leadership roles. This reduced external hiring costs and built a robust internal talent pipeline, ensuring business continuity.
• Data-Driven Workforce Planning: Conducted workforce analysis to align talent strategy with business goals, identifying skills gaps, optimising workforce allocation, and reducing recruitment costs by planning for future needs.

• Led and managed a high-performing HR operations team across the EMEA region, ensuring alignment with organisational goals while delivering effective resolutions for complex HR issues. Prioritised enhancing the employee experience by providing timely, empathetic, and effective support to employees, consistently meeting ticketing deadlines and service level agreements (SLAs).
• Managed complex employee relations investigations, ensuring fair outcomes and compliance with local employment laws.
• Developed and implemented streamlined HR processes and procedures that improved service delivery across multiple countries, optimising efficiency and enhancing the overall employee experience by ensuring faster response times and smoother interactions.
• Ensured continuous adherence to labor laws and regulations, proactively updating policies in response to legislative changes, maintaining a compliant and supportive environment for employees.
• Collaborated with cross-functional teams to leverage HR metrics and data, driving strategic initiatives that enhanced decision-making, streamlined processes, and improved the overall employee experience through data-driven insights.

Key Accomplishments:

• Enhanced Employee Experience through Streamlined HR Processes: Developed and implemented optimised HR processes and procedures across multiple countries, improving service delivery and reducing response times. This led to a 25% increase in employee satisfaction and contributed to faster issue resolution, enhancing the overall employee experience.
• Proactive Compliance and Policy Development: Spearheaded the continuous review and update of HR policies to ensure alignment with changing labor laws and regulations across the EMEA region. This proactive approach minimised legal risk and ensured the organisation maintained a compliant, positive, and supportive work environment for employees.