Geeta Jones

• Deploy RPO Infrastructure & AMS to streamline hiring operations.
• Develop a scalable RPO model with optimized recruitment processes & technology (Q4 2025).
• Create a Hiring Manager Recruitment Guide for NewCo.
• Develop a Talent Technology Roadmap, leveraging AI to enhance candidate experience.
• Design an end-to-end functional competency framework & assessments (Q4 2025).
• Implement L2+3 Leadership Competency Assessments to strengthen leadership pipelines.
• Partner with CFO to establish a Hiring Financial Controls Plan.
• Lead CFO Executive Search & Selection.
• Update the Hiring Manager Toolkit & Knowledge Base.
• Define a Hiring Technology Roadmap with business justification.
• Establish an Internal Hiring Board for integrated talent management across combined businesses.
• Develop a Functional Competency Framework & Assessments across all roles.
• Build a Job Profile Library for NewCo.
• Implement Interview Scorecards mapped to competencies & values.
• Develop an Employer Branding Roadmap to enhance talent attraction.
• Execute a Location Strategy with comprehensive talent mapping.
• Design & implement a Country Incentive Plan (Montreal & Ireland).
• Develop a DEI Plan to drive inclusive hiring practices.

• Managed team of three, including the Head of Employer Branding and Talent Partners for Commercial and EPD, to drive a high-impact talent acquisition strategy.
• Designed and executed sourcing strategies to attract top-tier talent, ensuring alignment with business objectives.
• Scaled recruiting processes across the UKI and US, enhancing employer branding to attract high-caliber candidates.
• Built and optimised recruitment pipelines for critical functions such as GTM, Marketing, Engineering Product and Design, including taking ownership for all and executive-level roles, ensuring an efficient hiring process.
• Spearheaded hiring events and established strong networks within top-tier sales and customer success (CS) communities to drive proactive talent engagement.
• Partnered with the executive team and L2 leaders to strategically plan workforce needs and proactively build talent pipelines.
• Implemented clear KPI's and Metrics for Talent Team to reduce time to hire, cost per hire and increase quality of direct hires.
• Implemented structured onboarding processes, facilitating smooth transitions for new hires at all levels to maximise retention.
• Established feedback loops and continuous improvement initiatives, refining recruitment strategies to enhance efficiency and effectiveness.

• Newly created role to build and execute a comprehensive executive recruiting strategy for Beamery that is aligned with our vision and our Growth Framework.
• Create, drive and manage the candidate engagement & intelligence strategy for each assigned executive search (Director-level +) in partnership with our Board, C-Suite/CEO, Co-Founders & Senior Leadership Team.
• Prepare for and present relevant market data at all points (search scoping & discovery meetings, search progress meetings, interview team calibration sessions & negotiation of offers).
• Drive thought leadership as a subject matter expert in the talent engagement process, showing knowledge of sources, industries and markets, organisational structures and companies.
• Built succession plans for all roles reporting into Co-Founders and Leadership Teams to support executive retention and identification of performance risks.
• Created a leadership hiring playbook and structured recruitment and assessment methodology to raise the bar on how Beamery recruits executive talent.
• Manage executive search partners throughout search process, negotiating rates and holding accountability for delivering results.
• Built end to end executive hiring and assessment process.

ACHIEVEMENTS:

• Cost avoidance of £1,009,800 in FY 22/23 - D&I Achievement 53% Males / 47% Females Hires into Leadership Roles | Hires across UK, US, Singapore & Europe | 88% Direct and 12% via Executive Search Agencies
• Projects Delivered: Beamery Alumni Network, Launch of Performance Based Hiring, Interview Training (covered unconscious bias & D&I), Mentoring & Coaching TA Team, supported HR projects and ensured that Talent were leading company external eventns across Engineering, Product, Revenue.

• Newly created role reporting into Global Chief People Officer based in London, offering advisory and business partnering service to our Chairman, Executive Committee and Family Office.
• Responsible for setting up a new executive search function and managing end-to-end recruitment process for all C-Suite roles (CEO, CFO, CCO, CMO, CPO, COO, CTO), Global Advisory Members (GAB), Non-Executive Directors (NED) and Senior Leadership Hires including full onboarding and integration of new hires.
• Responsible for global succession pipeline and external talent attraction strategy and engagement of high calibre C-Suite and Experienced Hires.
• Management of 2 FTE - Senior Talent Acquisition Advisor and Talent Acquisition Coordinator
• Strong collaborator with wider Talent & HR Team Members.
• Part of Global D & I Committee and leading Employer Branding for the UK & Europe

ACHIEVEMENTS:

• Cost Avoidance achievement of £1.7m in the first 12 months (C-suite and Experienced Hires, 92 hires)
• 80% Direct and 20% via Executive Search Agencies.
• Creating new recruitment tools and processes, to enhance candidate and hiring manager experience, with key focus on improving D & I targets.
• Improving our careers website and external platforms such as Linkedin / Glassdoor, including launching an internal jobs page on our intranet
• Key Projects: Creation of GFG's first Women's Network, D & I Committee, launching Mentoring and Coaching initiatives as the UK's first pilot.

• Newly created role reporting into Vice President, Human Resources, UK & Ireland and VP Talent, New York.
• Ensure our talent acquisition strategy, engages, and attracts the best talent from diverse backgrounds to support future organisational growth targets.
• Built best-in-class Talent Acquisition Function (Corporate and Retail)
• Responsible for Executive Recruitment UK and EMEA up to Vice President and General Management level across all ELC Brands.
• Creation of candidate attraction strategy that enables us to hire diverse talent, whilst proactively building talent pipelines for critical job segments.
• Responsible for bi-annual Global Talent Planning for C-Suite and Directors across Estee Lauder Brand Portfolio & Corporate Functions.
• Redesigned competency-based interview toolkits for Individual Contributors and Managers.
• Delivered mandatory workshops on structured interviewing and unconscious bias interview training aligned to D & I targets.
• Line Management 9 FTE heads across Corporate & Retail.
• Re-launched UK Careers Website www.ELCompanies.co.uk,

ACHIEVEMENTS:

• Nominated for Global HR Star Award - 2018 - Inspirational Influencer, somebody who encourages, empowers others, drives positivity, and activates results through people.
• Nominated to take part in UK & Canada Leadership Programme at University of Oxford, 2016.
• 98% Direct Hiring Corporate (c300 hires pa) and 100% Direct Hiring Retail (c3,000 hires pa).
• Project managed the deployment of Taleo (ATS) and Hirevue (Digital Video Platform) for all Retail Hires.

• Newly created role reporting into Global Talent Acquisition Executive Director, New York and Director, EMEA Talent.
• Created a modern and competitive EMEA-wide talent acquisition capability which attracts and retains our best talent and supports Avon's strategic growth plans.
• Responsible for recruitment & succession pipelining of Director + Vacancies across EMEA.
• Standardized and improved end to end recruitment & selection processes across EMEA.
• Nominated Global Linkedin Internal Account Manager, responsible for global contract negotiations, roll-out of best practice training and ensuring content is aligned with our new EVP.
• Established cohesive vendor partnership, which is fit for purpose and supports our immediate and future strategic growth plans.
• Responsible for ensuring Talent Acquisition Strategy and operational targets are in line with our global diversity targets.
• Created a world class Talent Acquisition Centre of Excellence (hybrid model) to support the UK and EMEA functions.
• Designed & launched a centralized EMEA-Wide internal job board to support talent retention.
• Successfully evolved the Talent Acquisition Team into a cost neutral operating model across UK and EMEA.
• Budget Responsibility of £700k

ACHIEVEMENTS:

• Awarded HR Associate, EMEA 2015 - Recognised at Annual Global Human Resources Town Hall.
• 93% agency spend reduction - UK, 72% agency spend reduction - Regional Functions
• Fulfillment of 450 vacancies pa and cost avoidance achievement of £500k.
• Average Time to hire 27 days, Average Cost per hire £1,500.

• Review, establish and agree the operating model for our new ‘head office' resourcing function and formulate an multi-channel resourcing strategy.
• Regular HR meetings to review current and forecasted vacancies against annual resource plans.
• Responsible for annual budget process & review across 3 operating companies.
• Implemented a new Agency Preferred Supplier Model and Performance Measures.
• Managed and developed resourcing team of 13 FTE
• Responsible for developing and delivering talent and employer branding attraction strategies.
• Budget responsibility of £1.5 m.

ACHIEVEMENTS:

• Designed & led the transformation of the new recruitment model for Head Office, which has effectively delivered against our annual workforce plans and to cost, quality and time to hire targets (1,000 + vacancies per annum).
• Direct sourcing increased by 39%, Average cost per hire reduced by 40% and Average Time to Hire reduced to 27 days.
• In-house Recruiter Awards for ‘Best Employee Referral Strategy' and runners up for ‘Best Social Media Strategy' 2012
• Received outstanding contribution award by HR Director, Argos for innovation and change.

• 3 Year Transformation project to reinvent Argos as a digital retail leader and reposition it from a catalogue-led business to a digitally led business in the UK.
• Reporting into Head of People and Organisational Change my responsibilities were to interview and influence hiring decisions with the Exec Board.
• Submission of weekly reports to the Exec Board and Transformation Director for all talent acquisition activities.
• Close partnership and management of executive search firms working on £100k + business critical roles.
• Created a multi-channel talent acquisition resourcing approach to attract high calibre talent.

ACHIEVEMENT:

• Only 42% of Budget was utilised to fulfil headcount requirements across Technology, Back-end Engineers, Android Engineers, IOS, Product, Project Managers, Finance, Marketing, Consultants.

• Provided strategic recruitment solutions to senior stakeholders on BAU recruitment and specific Customer Proposition Projects lead by Argos, Homebase or Habitat.
• Regular HR meetings to review current and forecasted vacancies against annual resource plans and I was responsible for annual budget process & review across 3 operating companies.
• Implemented a new Agency Preferred Supplier Model & Performance Measures.
• Managed and developed resourcing team of 13 Recruitment Associates responsible for all HQ recruitment including Digital, Ecommerce and Technology Recruitment.
• Responsible for developing and delivering talent and employer branding attraction strategies
• Budget responsibility of £1.5 m

ACHIEVEMENTS:

• Delivered fulfilment of 1,000 + vacancies per annum.
• Direct sourcing increased by 39%, Average cost per hire reduced by 40% and Average Time to Hire reduced to 27 days.

• Working closely with senior stakeholders across Commercial Bank with a team of 5.
• Responsible for the recruitment of all senior vacancies (Packages up to £400k) - using direct routes to markets and executive search firms when necessary.
• Provided regular MI to senior stakeholder and worked closely with HRBP & Business Heads on demand headcount planning and forecasting.
• Educated line managers on recruitment best practice and policies.
• Budget Responsibility of £800k.

• A high-profile ring-fenced project which involved recruiting 450 additional heads within a 12-month period, 30% on- shore and 70% offshore recruitment (New York & India)
• These heads included Project Managers, Technology Roles (Front & Back-end - Engineers/Data Scientists) & Business Analysts.
• Recruitment project consisted of permanent, temporary and contract headcount planning and forecasting.
• Responsible for preparing weekly MI for Global Payments project board and upskilling interview techniques for Hiring Managers in New York.

ACHIEVEMENT

• Reduced agency spend by 80%

I spent 3 years in targeted interim assignments to build my experience and support my career ambition to move in-house and build my Talent Acquisition career. These were both IC and Head of TA roles.