Katie Churchill-Cheatham

In my role as Business Development Manager, I strengthen the company’s digital presence by managing and creating content across LinkedIn, Instagram, Facebook, and TikTok, while also designing and maintaining the company website to maximise brand visibility. I lead property viewings in Cowes and Bembridge, contributing directly to increased sales. I build strategic partnerships with local businesses and implement targeted marketing campaigns across multiple locations to enhance customer value and extend brand reach. I proactively identify and pursue new business opportunities, expanding revenue streams and supporting sustainable growth. I maintain strong client relationships and manage key accounts to ensure a consistently high standard of service. Working closely with stakeholders, I align business objectives, negotiate favourable vendor contracts, and apply competitor and market insights to inform strategic decision-making at senior level.

In addition to this, I act as Human Resources Manager with a focus on Organisational Development. I oversee all key HR functions, including payroll, PAYE, VAT, CIS, and subcontractor account management, ensuring compliance and accuracy. I lead full-cycle recruitment to deliver strategic talent acquisition that supports evolving business needs. As a strong advocate for mental health and equity, diversity, and inclusion (EDI), I actively promote an inclusive and supportive workplace culture. I provide expert guidance on employee relations (ER) matters and manage absence processes to support both performance and wellbeing. I play a key role in driving employee engagement, learning and development (L&D), and apprenticeship programmes to promote personal and professional growth. I am also responsible for developing and implementing HR policies and procedures in line with current legal and regulatory requirements. Additionally, I deliver health and safety training, including inductions and toolbox talks, and lead organisational change initiatives to enhance adaptability and resilience within the business.

As acting HR Business Partner, I was responsible for developing and managing the HR function and leading the studio’s HR team. I provided strategic and operational HR support, ensuring that employee relations issues such as sickness, performance, attendance, conflict resolution, and conduct were addressed appropriately and in a timely manner. I coached and advised managers and the HR Administrator on ER matters, and supported leadership in identifying development needs, mentoring managers to implement solutions such as training programmes and structured performance reviews. I partnered with the Studio Head and Regional HR Director (UK & Ireland) on key initiatives including the annual budgeting process, succession planning, and talent management. Working closely with the Talent Acquisition Manager, I contributed to strategic workforce planning, talent attraction, and retention. I advised on underperformance interventions and worked with the Operations team to uphold studio culture and best practices. I maintained and updated HR policies and employee handbooks to reflect current legislation and group strategy, and ensured HR processes met performance review timelines and supported employee development. I also oversaw visa allocations and application processes for international hires, prepared HR reports and analysis, and collaborated with local and global HR teams to align studio HR strategy with wider business objectives.

I transitioned from OCEA Shipbuilding (UK) Ltd—now merged with Wight Shipyard Co.—where I served as HR Manager and Company Secretary. At the early stages of the company’s growth, I was also tasked with supporting the CEO as Executive Assistant. In this capacity, I managed diary coordination, travel arrangements, meeting preparation, document drafting, internal communications, and board-level administrative support. This role demanded discretion, organisation, and strategic awareness, particularly while liaising with senior stakeholders and external partners.

As a key member of the leadership team, I managed the HR function and supported the CEO in wider executive responsibilities.

As the Human Resources Manager I played a central role in organisational change, overseeing the full TUPE process during the merger and leading the global alignment of HR systems across subsidiaries. I managed the company’s sponsorship licence and gained relevant accreditation, while also advocating for Mental Health, Equity, Diversity & Inclusion (EDI), and LGBTQIA+ representation. I was an active participant in the Pride in Maritime, Women in Maritime, and Ethnicity in Maritime groups.

My responsibilities included 360-degree recruitment, employee relations (ER) advice, absence and annual leave management, and raising employee engagement across the business. I developed and translated HR policies and procedures (French–English), implemented structured salary banding, and led cost of living review initiatives in collaboration with the CEO. I oversaw learning and development for all apprentices in partnership with the Isle of Wight College, and delivered workshops aligned to senior management priorities. Additionally, I prepared analytical reports on sickness, absence, timekeeping, and health and safety, providing key insights to the board. This role combined strategic HR leadership with organisational development and executive-level support, contributing to both the operational and cultural growth of the business.

I initially joined the company as Human Resources Manager, where I held a multifaceted role covering HR, QHSE, reception, payroll, accounts administration, and digital marketing. I was responsible for creating and maintaining holiday and timesheet systems, drafting contracts, coordinating planning applications, organising company events, and managing internal communications. I also liaised between managing directors, subcontractors, clients, and service providers to ensure high levels of customer and employee satisfaction. Additionally, I supported recruitment and onboarding processes, arranged property viewings, conducted interviews and appraisals, and oversaw apprenticeship programmes. My contributions were quickly recognised, and after 11 months, I was promoted to Head of HR and Company Secretary, also serving as Assistant Director.

In this expanded leadership role, I established the HR function from the ground up, serving as a key advocate for mental health, EDI, and inclusive workplace practices. I led full-cycle recruitment, provided expert ER advice, managed annual leave and absence, and oversaw TUPE processes. I introduced employee engagement initiatives, created HR policies and procedures, and drove L&D strategies and organisational change. Reporting directly to the Managing Directors, I prepared agendas and board papers, took meeting minutes, drafted resolutions, and ensured follow-ups on action points.

In parallel, I supported business development by implementing policy frameworks, digitising financial systems, and maintaining the company’s social media presence to enhance branding, recruitment, and client outreach. I collaborated with legal, accounting, and tax teams to advise on the implications of new policies, monitored legislative changes, and ensured compliance with legal and regulatory requirements. Additionally, I managed insurance, property matters, and office operations, including administration for employees and subcontractors. My role also included overseeing PR, coordinating with the H&S officer, and leading apprenticeship and work experience programmes.

In my role, I led the project management of initiatives exceeding £100,000, working closely with the Senior Project Manager and finance team to maintain accurate weekly project summaries, ensuring deadlines, budgets, and profit margins were consistently met. I maintained key reports such as the risk register and lessons learned log to improve performance on future projects. I provided translation of technical documents and manuals to and from French, Spanish, Italian, and English. I was instrumental in designing BMS training courses—including MLM, Dock Alert, and Maintenance—and contributed to the development of the company's CWS curriculum. As part of the social committee, I helped organise staff events and supported business development through research and strategic input. I also collaborated with the BMS Project Manager to implement ISO 9001:2015 standards and stepped in to support QHSE functions, contributing to the enhancement of health and safety practices across the business.

Additionally, I supported the operations coordinator and office staff during high-demand periods, ensuring seamless administrative and operational continuity. I managed and updated manufacturing instructions and contract documentation within the company system, provided reception cover—including handling customer service and travel logistics—and kept employee holiday records up to date. As a member of the Employee Working Group (EWG), I championed employee wellbeing, helping to implement initiatives such as the creation of a staff picnic area and the redesign of office layouts in collaboration with electricians and contractors. It was through this experience—working alongside Strainstall’s HR team to enhance workplace culture—that I first discovered my passion for human resources and began to understand its impact on organisational wellbeing and employee engagement.

During my year abroad, I taught English to students from Year 7 to Year 10 (6e to 3e) at Collège Benjamin Franklin. In addition to classroom teaching, I delivered external English lessons, supported sports activities, and assisted with school outings, contributing to both the academic and extracurricular development of the pupils.