Rachel Hibberd

Company Overview: UK RETAIL

• Accountable for the talent and development agenda in Inchcape Retail UK for circa 600 managers and 3000 colleagues, ensuring robust succession and development plans are in place across departments in the organisation for critical roles in Retail Operations and Retail Support leading to 40% internal promotions in the first year
• Successfully delivered 5 years consecutively, a full talent review across UK Retail’s top 150 leaders to take to the General Exec Council of Inchcape Plc to assist in the overall picture of organisational health with supporting succession and development plans in place
• Facilitated talent calibration sessions across the Exec and Senior Management team to ensure fair and consistent output across all business areas
• Redesigned and relaunched the 9 box talent model to a 4 box model to ensure a more fair and consistent approach was taken to identifying talent and a simpler process put in place to build talent pools and promote from within
• Successfully lead a team of 3 Business Partners, Digital Online Learning Specialist and 3 Sales and Service trainers to support the development of new and existing talent across 3500 colleagues in all roles
• Identified and managed the design and delivery of management and leadership skills training following talent reviews to mobilise development plans for succession including design and delivery of the training
• Managed the early careers agenda for UK Retail leading the Early Careers Manager with onboarding of apprentices and ongoing pastoral care and support (currently 150 apprenticeships in Technical, Parts, Service, Digital, Marketing, Data, Procurement and HR)
• Managed the development of a graduate assessment centre leading to selection and onboarding of a graduate into the business
• Designed and delivered on the leadership development strategy including a 3-tier programme for leaders with 360 feedback, coaching and development using blended learning interventions and measuring return on investment through promotions and linear job moves
• Worked globally across different regions to support the development agenda through both design and delivery of key management & leadership skills modules against a robust behaviour framework – ensuring culture difference and ways of working were aligned
• Assisted in the setup of a new HR system to include both performance and goal setting processes and talent management processes
• Working across CEO, and senior team and external implementation team to implement and embed new processes across the business - performance and talent
• Managed redesign of induction process across circa 3600 staff ensuring an onboarding and induction experience to retain and embed colleagues into the business as soon as possible using feedback from employee engagement survey
• Managed and worked through acquisition of Inchcape into Group 1 Automotive ensuring a seamless transition for all new starters including induction programmes, new starter sales programme and new starter aftersales programme
• Design and delivered a 2 day coaching skills programme for all line managers in order to enhance business performance across all teams with internal accreditation and follow on support where needed. Measuring performance from each site on a quarterly basis
• Increased employee retention with proactive talent management initiatives. Managing the design of an Aspiring Operational Management course to build a talent pool for the future. 30% placement rate to date

• Responsible for designing and delivering bespoke management and leadership development solutions to clients ensuring content is aligned to business need and culture with full evaluation of the programme taking place back in the workplace
• Clients include EE, Resolution Interiors, Lifetime, Virgin Media, Screwfix, easyJet, Gradwell, BMW and Hanson
• Responsible for integration of learning and development processes during the merger of Orange and T-Mobile. Working across both businesses to ensure alignment and harmonisation of all learning and development activity to for Everything Everywhere (EE)
• Conference facilitation for Williams & Glyn Bank to launch new Vision, Purpose and Values across 450-line managers from around the Business to enable them to communicate to their teams and realise the benefits of the new ways of working
• Ongoing delivery of modules for BMW Academy’s ILM programme level 3 ensuring successful accreditation across all managers
• Designed and delivered a 6 module Management Development Programme for Gradwell junior management team to assist in the development of managers that allowed the current CEO to step down and pursue further business development opportunities
• Designed and delivered Myers Briggs Type Indicator (MBTI) sessions to various teams in Carphone Warehouse, assisting in the personal development of managers across the functions in terms of working together and managing stakeholders
• Designed and delivered a High Performing Team 1-day programme for 110 managers across the Finance function within EE working closely with Human Resources Business Partner to monitor and evaluate benefit and return on investment
• Designed and delivered a 5-module programme across newly appointed managers in Factory Media and Lifetime ensuring they were able to ‘step-up’ and take on responsibilities of Senior Management Team allowing the SMT to expand the business
• Redesigned the customer service induction programme for easyJet to roll out across a new outsource partner in India and Poland, running a train the trainer assessment to ensure trainer were competent to deliver the new material
• Assisted in the design and solely delivered a 1 day’ Engaging Your People’ programme across all of the management team within Hanson (circa 500 managers) consistently achieving top scores on evaluation forms and subsequently delivering 5 programmes a year to cover promotion and attrition
• Worked as an associate facilitator for Blue Sky – delivering bespoke cultural change and customer service programme across large corporate companies including Williams & Glyn and Thames Water

Company Overview: part of the Virgin Media Group

• Responsible for delivering a business partnering service to 660 members of staff, including Executive Directors and Managing Directors across the Growth and Content Division in Virgin Media satisfying all training needs across the function through internal and external training solutions
• Delivered to circa 150 people Myers Briggs Best Fit sessions to enhance and improve working relationships across teams and departments. Resulting in onward development and one to one coaching for individuals and enhanced understanding of working preferences in teams
• Delivered one to one performance coaching sessions to Managers and Directors to enhance personal performance and team performance following assessment style workshops using a leadership framework

Company Overview: part of the Virgin Media Group

• Responsible for determining and influencing the Learning and Development Strategy for circa 250 employees from the Technology and Finance functions, up to and including board level
• Supporting and enabling the delivery of business objectives through internal and external training solutions. Identified through performance reviews and appraisal conversations
• Determined strategic plans for learning and development with Directors and Heads of Departments ensuring all plans aligned to business objectives, reviewing these on a regular basis to ensure alignment with Company strategy allowing more aligned training needs to business needs
• Designed and delivered comprehensive induction programmes aligned to the company values, to all new internal and external employees into client groups liaising directly with line managers ensuring all employees received a smooth transition into the business
• Designed, delivered and managed internal training events including junior management courses, Myers Briggs and performance management training resulting in practical application of learning within the classroom and back in the workplace
• Delivered one to one coaching with circa 50-line managers and their teams following training events resulting in embedded learning in the workplace and identified ongoing development required

• Responsible for sourcing learning and development solutions for Customer Centre Management and Customer Centre support team staff (circa 80 people) in line with identified needs and business objectives
• Designed and delivered a management development programme for all line managers in the business measuring success against key contact centre KPIs and department targets

• Responsible for designing and delivering Customer Centre Team Leader training programme, whilst managing and developing the Customer Centre Trainers and Learning Resource Manager to ensure all customer centre training needs are accurately identified, met and evaluated

Company Overview: SOUTHWEST REGIONAL OFFICE, BRISTOL

• Responsible for assessment centre recruitment methodology across the Southwest region covering all role up to and including Senior Managers. Designing activities to assess skills and capabilities required for the job
• Facilitated circa 3 assessment centres per week for key roles up to and including middle managers - assessing and measuring performance against set criteria, delivering outcomes and giving feedback

Company Overview: SOUTHWEST REGIONAL OFFICE, BRISTOL

• Responsible for designing and delivering face to face training to ensure the region and individuals are fully supported through their development. Including management training, induction training, systems training and implementation of systems