Nancy Ives

• Responsible for designing and delivering the strategic talent framework
• Responsible for all companywide talent development programmes from conception and design, through to delivery and evaluation
• Responsible for all assessment design, including graduates, early careers, executives and professional hires
• Partnered with senior leaders to utilise talent management which included succession planning, critical roles, flight risks and high potentials
• Designed a high potential programmes for future retail managers and future head office leaders
• Support senior leaders in their development through one-to-one and team coaching delivery
• Created a career management strategy which included mentoring, career clinics and self-driven career management available to all employees

Achievements:

• Increased engagement careers satisfaction from 51% to 73%.
• Increased potential retention from 6% to 13%.
• Increased employee engagement wellbeing metrics on all careers related programmes from 63% to 83%.
• Reduced employee attrition on mentoring platform from 27% to 12%.

• Responsible for the design and delivery of all executive assessments
• Conducted behavioural interviews and psychometric assessments for a breadth of executive roles
• Worked with directors one-to-one to provide developmental coaching post assessment
• Supported hiring managers in selection decision making

Achievements:

• Delivered approximately twenty psychometric and behavioural assessments per week
• Improved employee perception of the fairness of selection decisions by 5% in the engagement survey

• Reporting directly to the CEO, responsible for creating a companywide approach to talent and leadership development, to support the organisation to achieve its strategic goals
• Coached and developed the senior leadership team and one-to-one

Achievements:

• Created the organisations first people development strategy aligned to the growth aspirations of the business

• Led the implementation of all leadership and management development programmes (1,400 managers)
• Coached leaders one-to-one and worked as a team coach for leadership teams
• Delivered a new talent framework to identify and retain high potential and critical employees
• Worked one-to-one with high potential individuals to develop a bespoke development programme
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Achievements:

• Delivered a thorough review of the potential and succession of the 150 most senior roles

• Responsible for the design of a companywide high potential programme across circa 100,000 employees globally
• Conducted behavioural interviews and psychometric interpretation for future senior executives
• Supported high potentials in their individual development plan

• Worked closely with the Group CFO and his leadership team to drive improved capability, engagement and performance across the global finance function of circa 4,000 people
• Responsible for the design and delivery of all talent and leadership programmes

Achievements:

• Improved and maintained employee engagement scores across the finance function from 63% to 84%

• Worked closely with the Group CFO and the leadership team, responsible for improving talent pipelines across a finance population of circa 4,000 people.
• Led the design and delivery of all talent pipeline programmes including apprentices, graduates, MBA's, international assignments and fast-track future leaders
• Reduced time to hire on all finance recruitment and cost per hire

Achievements:

• Reduced time to hire by over 50%
• Reduced new joiner attrition by 30%

• Worked as a recruitment consultant across a number of recruitment consultancies recruiting senior CFO's across the home counties.

Achievements:

• Won consultant of the year in 2005 in my first year recruiting
• Relocated to Birmingham to open a new office and won consultant of the quarter multiple times for revenue growth