Nicola Wellman

• Working closely with key stakeholders, providing strategic and operational HR guidance and support to our Business Services departments across three UK locations. Focus on improving the performance of the Departments through its people and ensuring
  alignment with the overall strategy.
• In partnership with Chiefs and Heads of Department, defining the department people plan and talent strategy and ensure successful implementation. Monitoring progress and reviewing impact in terms of business outcomes.
• Coaching business leaders and managers in HR matters to manage change effectively.
• Overseeing talent management and succession planning for my departments, focusing on preparing and retaining talent for future positions.
• Ensuring diversity and inclusion is a central part of the department's people plan and ensuring that business leaders look at each decision through a D&I lens.
• Ensuring my departments are the right size and shape to deliver against annual business targets and budgets; keeping this regularly under review and use insight to influence decision making about people, promotions, and recruitment throughout the year. Advising on organisational design as needed.
• Supporting business leaders to continually improve employee engagement and wellbeing within departments and ensure feedback is is listened to and acted upon so that culture
  remains a competitive advantage.
• Using data driven insights to drive the people agenda and influence decision making.
• Leading on complex or sensitive employee relations matters as needed. Acting as an escalation point for the HR Adviser on employee relations cases and overseeing the HR Advisers
  workload.
• Leading on strategic HR projects, as well as influence and contribute to change projects across the business.
• Influencing reward decisions in Business Services and Business Support, driving fairness and consistency, and take the lead on annual pay review and bonus nominations.
• Firmwide job evaluation with Willis Towers Watson
• Firmwide Engagement Survey

Responsible for:

• Delivering the HR strategy in line with the Board’s strategic objectives
• Full employee lifecycle
• Developing and implementing the firm’s L&D programme
• Trainee solicitor recruitment and contract management
• Succession planning

Notable achievements:

New Career Framework and appraisal model

Developed the firm’s approach to the SQE route to qualification

New pro-bono scheme with Cardiff University

Introduction of new software to reduce administration time for trainees and supervising lawyers

360 review process and feedback for the firm’s key stakeholders and Partners

Responsible for:

• The firm’s London office – playing a key role in its growth from two people to thirty upon leaving
• Mentoring and supervising junior Advisors, Assistants, and Administrators
• Complex case management
• Change initiatives – TUPE, restructuring and redundancies (including collective consultations with some union involvement)
• Fully payroll conversant – iTrent/MHR
• Gender Pay Gap reporting and Modern Slavery statements
• Annual pay and reward reviews
• Professional Placement Year and Trainee Solicitor recruitment