Natalie Sobik

• Supporting Managing Directors of small businesses specifically on Policy, ER, and Management coaching.

• Managed employee relations (ER) cases, including flexible working requests, grievances, disciplinary actions, gross misconduct investigations, and tribunal preparation.
• Oversaw annual performance review and remuneration processes, ensuring consistency, fairness, and alignment with business objectives.
• Established strong, trusted relationships with key stakeholders, quickly becoming a fully integrated member of leadership teams.
• Leveraged coaching experience to develop leadership capabilities across management, contributing to the enhancement of organisational culture.
• Provided strategic input into the structure and direction of middle office functions through market data analysis, influencing senior-level decision making.
• Successfully led the TUPE transfer of services into the organisation, ensuring clear communication and colleague engagement during a period of significant change.
• Line managed a team of two HR operational professionals, providing guidance, support, and development opportunities.

Key Achievements & Contributions

• Built trusted, strategic partnerships with senior leaders across Corporate Services functions, influencing decision making at Director and Board level to drive improved business performance and alignment with people strategy.
• Established a strong reputation as a key advisor on all aspects of the employee lifecycle and organisational development, helping to embed a culture of continuous improvement and inclusive leadership.
• Hand picked as lead HR Business Partner for company wide workforce planning, collaborating closely with the CEO and Executive team to shape long term workforce strategies that balance business growth with employee wellbeing in mind.
• Successfully led the delivery of complex organisational change programmes, ensuring smooth structural transitions while mitigating risk and maintaining high levels of engagement.
• Fronted the creation and rollout of corporate succession planning frameworks, providing a clear and sustainable approach to talent pipeline development.
• Provided robust support in navigating high risk and sensitive employee relations cases, enabling senior leaders to respond confidently and compliantly to emerging challenges.
• Embedded a coaching led approach with managers, enhancing leadership capability and reinforcing desired cultural behaviours across diverse business units.
• Played a critical role in shaping new business initiatives, advising on people implications during the scoping of tender portfolios and strategic planning activities.
• Used people data and MI insight to identify trends affecting cost and engagement, driving smarter, evidence-led decisions at senior levels.
• Modernised HR policy frameworks, aligning internal practices with evolving legislation and organisational values.
• Led the annual ED&I roadshow and chaired the internal Champions Committee, driving inclusion efforts and creating spaces for employee voice and lived experience.

• Acted as a key HR partner to operational managers, providing professional advice and guidance on a wide range of employee relations matters, from routine cases to complex issues involving capability, grievance, disciplinary, absence, and redundancy.
• Built strong, trusted relationships with leaders to promote consistent and fair decision-making across the organisation, aligning people practices with legal requirements and internal values.
• Supported the Head of HR in the successful planning and delivery of multiple TUPE transfers and organisational restructures, ensuring compliance, minimising disruption, and safeguarding employee experience during periods of change.
• Designed and delivered targeted training for managers to develop their confidence and capability in handling people matters, with a focus on proactive, solution-oriented leadership.
• Championed a culture of engagement and inclusion by supporting managers in implementing meaningful people initiatives, such as structured one-to-ones and regular development conversations to ensure teams felt valued and motivated.
• Contributed to the continuous improvement of HR practices within the service, identifying opportunities for better consistency, clarity, and manager support in employee lifecycle processes.

• Advised global stakeholders across middle and back office on HR policy, process, and employee relations, ensuring consistency across jurisdictions.
• Managed and developed a team of six HR Assistants, delivering high-quality operational support to global HRBPs and business leaders.
• Led monthly global HR MI reporting and analysis, supporting strategic decision-making.
• Drove improvements in HR policies, procedures, and onboarding processes, aligning with legislation and business needs.
• Delivered key support for performance and remuneration cycles; implemented a bespoke SAP tool, reducing review time by 50%.
• Managed global immigration (Tier 2 & 5, ILR) and Right to Work processes, partnering with legal counsel to ensure compliance.
• Led a successful HR Assistant team transition from London to Manchester as part of a global transformation project.
• Supported senior HR leadership across a range of global projects and people initiatives.

• Delivered responsive HR administrative support across the full employee lifecycle, ensuring accuracy and efficiency
• Supported HR, Resourcing, and OD Business Partners, gaining exposure to performance management, employee relations, compensation cycles, and HR reporting.

• Supported graduate recruitment across Operations, Technology, and Finance in the UK and N. Ireland, coordinating interviews, assessment centres, and candidate feedback.
• Led the design and delivery of high-profile graduate experience events, securing senior stakeholder engagement and presenting competitor analysis to senior leadership.