Madhura Namala

• Associate Director level, part of Supply Chain Leadership group
• Scope of the role - Poland, Austria, Germany, Benelux, Czech Republic, Iberia,
  Italy, Adriatics, Nordics, Asia, China, Turkey & Middle East
• Business Partner to Global Supply Chain Leadership team, Supply Chain Leadership, Country Managing Director
• Support Partner to Country HR Directors
• Strengthening the Talent management process by evolving the Annual Performance & organisation review process
• Strengthening the Talent Acquisition process by introducing Hogan
  assessments, panel selection techniques
• Working with Country HR Leads/partners to support HR Leads with Union, Work's Council, European Works Council relationship management
• Launched a Global Recruitment Model for 114 Plants across countries
• Leading the development of Senior HR BPs, HRBP's across countries through collaboration & to raise the bar on Business advisory and partnering skills
• Strengthening the total compensation concept through educating the Supply Chain leadership
• Cross culture complex matrix cultural management
• Leading the organisation design change in countries
• Leading the Workforce planning for Manufacturing function of Supply Chain across countries
• Lead the integration of new acquisitions, advising & guiding HR Leads on consolidation & capacity network management
• Strengthening the culture and leadership potential coupled with improved Emotional Intelligence, proactive coaching through constructive feedback

• Part of the Executive Leadership Team
• Lead the transformation & change programme to strengthen the Directorates
  capacity & capability
• Designed transformation & change principles to include future of work & workforce planning
• Lead talent management forums for directorates, Graduate management, employee relations, Learning & development plan of each Directorate to align with the new Operating model
• Lead the job evaluation, pay & reward project launch plan for the directorates
• Lead and deliver the talent selection process through succession planning forums
• Leading the launch of pay & grading project for the directorates
• Lead the designing of coaching sessions for 150 leaders following people survey and its outputs
• Lead the launch of Well-being & various initiatives through discovery sessions
• Lead and designed the skills audit as a part of people survey action planning
• Modified current systems to enhance workflows and meet new needs.
• Educated line managers on policy and process changes for implementation.
• Navigated multiple application-specific interfaces to carry out analysis.

• Part of the Executive Leadership team
• Lead the design & delivery of the 10 point strategic HR plan for UK and EU fulfillment centers
• Regular review of employee relations scene, performance management, engagement and retention activities, including an understanding of compensation and benefits and development activity
• Project Lead for absence management, engagement initiatives through the associate forum
• Coaching line managers in employee relations, cultural transformation improved engagement of colleagues
• Lead the change of occupational health & well-being strategies that has become obsolete
• Managed performance appraisal systems and policies.
• Implemented diversity, equity and inclusion initiatives to boost employee engagement and retention.
• Planned, organised and managed leadership recruitment and selection processes, consistently meeting budget targets and recruitment goals.

• Analysed financial data to track and achieve headcount budget targets.
• Monitored and reviewed operational performance through performance processes, aiding improved business strategy to maximise productivity.
• Developed, recommended and implemented strategies to improve employee work quality and speed.
• Lead the integration of 5 new business entities, while overseeing TUPE legislation implications
• Business partner to CEO, COO, CFO, CRO.
• Lead implementation HRIS resulting in £13500 on labour cost & man hours
• Lead the implementation of selection/recruitment policy & a UK facing team to support this
• Lead the design of succession & talent management plan for UK
• Optimising social media, PSL relationships, market presence of KFG to talent bank
• Lead the implementation of turnover management plan for UK, Turnover reduced from 43% to 21%
• Lead the design & implementation HR shared service centre
• Lead the design & implementation of harmonizing premium overtime policy of all KFG UK entities
• Lead the design of KFG UK academy for coaching & leadership development programmes with Kuwait's L&OD team
• HR lead on the cross-border people forum, Executive leadership business review forum & cross-border Talent development forum

Giraffe Restaurants - Head of Human Resources - 02/2004 - 02/2007

Stand alone role - Scope included setting up the HR function from Policies to Talent management

John Lewis Partnership - Human Resources Manager - 06/2002 - 01/2004

First HR role, campus recruitment post graduate scheme.