Carl Cameron

Workforce Strategy & Organisational Impact

• Led AMP8 workforce mobilisation, scaling hiring from c.250 to 500 permanent and contractor hires at peak demand across safety critical engineering, scientific and corporate disciplines, including 4 executive director appointments.
• Partnered with HR Business Partners and senior leadership to align workforce planning with long-term business demand, influencing headcount decisions and capability priorities.
• Developed early careers and university partnership strategy to build sustainable pipelines across engineering, environmental and scientific disciplines.

Commercial & Performance Outcomes

• Reduced cost per hire by 27% (from £1,500 to £1,100), delivering sustained annual savings while improving direct sourcing capability.
• Maintained recruitment budget performance for five consecutive years following historic overspend.
• Reduced 6-month attrition to 5% through improved selection strategy and alignment of hiring insight with retention and performance data.

Leadership & Capability Building

• Built and scaled the function from 1 to 6 FTE, developing specialist capability and improving service delivery across the organisation.
• Led and developed a high-performing team aligned to key business areas, embedding accountability, performance standards and continuous improvement.
• Improved hiring manager capability and engagement through data insight and structured processes.

• Led multi year HR transformation programmes within a complex, regulated, customer led organisation.
• Managed £1m RFI and vendor selection process for Group HR and Payroll system.
• Delivered transformation of remuneration schemes affecting 1,300 employees and £3m annual budget.
• Led expansion of flexible working strategy, improving estate utilisation and increasing engagement (+5%).
• Chaired cross-functional governance forums and managed senior stakeholder communications.

• Led end-to-end recruitment operations and managed team of 7 Recruitment Managers.
• Reduced agency spend by £0.5m annually through commercial supplier optimisation.
• Designed contact centre selection processes reducing new starter attrition from c.20% to below 6%.
• Introduced 360 candidate feedback and hiring manager evaluation framework to improve candidate experience and quality of hire.
• Implemented data-led recruitment reporting and forecasting.

• Led high-performing insurance sales teams, accountable for operational and financial performance.