Summary
Overview
Work history
Education
Skills
Custom
Timeline
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Shona Amelia McDonald

Bury,Lancashire

Summary

Astute People Partner with extensive experience developing improved corporate policy and strategy. Adept in motivating high-performing, compliant HR, payroll and recruitment teams. Aids smooth business operations through successful implementation of key process improvements. Accomplished human resources professional specialising in employment law. Meticulous and focused to deliver targeted policy and process improvements. Proven track record of improving staff performance and retention for enhanced business operations. Dedicated Human Resource Specialist with 14 years of experience. Demonstrated history of meeting company goals and promoting best practices. Thrives under pressure and adapts to challenges with ingenuity and resilience.

Overview

5
5
years of professional experience
7
7
years of post-secondary education

Work history

People Partner

Inside Ideas Group
01.2023 - Current
  • A senior leader responsible for implementing people strategy by executing organisational change initiatives, talent management, organisational effectiveness, providing guidance to business leaders on human resources issues, workforce planning and employee engagement
  • Supporting management teams to manage complex employee relations issues
  • Partnering with Senior Leadership team to effectively lead, manage and support their teams to deliver on local and global business priorities
  • Providing a strategic HR partnership to develop and execute both long-term and short-term HR strategies
  • Leading on numerous Key Projects - Charity Project, Change Management and Transition of the People Administration function to the People Partnering Vertical, Creating At Risk process and management internal moves and the implementation of talent and succession plans (introducing 9-box scoring matrix)
  • Assisting in driving broad change and improving the employee experience
  • Strategically partner with Senior Leadership teams to design and implement effective global organisational structures to drive business growth and team performance
  • Leading succession planning and talent development strategies for the organisation, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc
  • Providing timely, effective, and direct coaching to business leaders, assisting in the development of strong, contemporary leadership skills
  • Providing specialist coaching and support to allow management teams to effectively deliver people strategy
  • Strategically lead business and HR team through critical HR operating rhythms such as People Reviews, salary planning, performance management, culture stewardship and change management
  • Leading on HR projects to drive year on year profitable business growth
  • Overseeing and delivering a high quality, professional and valued HR service to the UK wide business ensuring that the HR service drives business results and supports business strategy
  • Supporting the HR team, develop and drive strategies to attract, develop, engage and retain strong and diverse talent
  • Partnering with broader HR team to share best practices and focused HR solutions that support business strategic goals while responding to change management
  • A key member of the HR leadership team, serving as a key member of the overall Operating Functions HR leadership team, partnering and engaging in overall talent and organisational planning activities for the HR function.

HR Consultant

Inside Ideas Group
01.2022 - 12.2022
  • A senior leader to be a subject matter expert in the team, providing solutions for implementations when training and onboarding complexities present
  • Ensure internal teams deliver implementations according to best practise processes and are able identify improvements in the training and onboarding of the Implementation Team where needed
  • Identifying Global Employment Transfer constraints based on country of origin providing Senior Leadership Team with risks and legalisations laws pertaining to country of origin
  • Consult on each implementation to support with training design and planning of the launch phase of projects, ensuring in-house teams for accounts have the best possible experience allowing them to deliver the agreed scope and services to clients
  • A consistent global approach across people, process and technology
  • A suite of tools and templates for teams to use across people, process, finance, legal, HR and onboarding
  • Leading workforce planning and modelling
  • Increase profitability of implementations and new business wins across the group
  • Support on rolling out and embedding new services
  • Providing leadership coaching and challenging leaders when needed while creating trusting relationships with senior leaders
  • Driving a high performing culture across the business enabled by solutions and strategy Updating and owning transformation plan
  • Ensuring client is kept up to date each week with outstanding actions and deliverables
  • Coordinating all relevant internal IIG departments
  • Maintain risk log and implementation status sheet for top level review.

Global People Partner

Inside Ideas Group
01.2021 - 12.2021
  • Creating trusted relationships across the business to plan and develop, monitor and measure the success of the people strategy
  • Develop and implement strategic people plans to enable business success across areas such as talent management, talent development, organisational effectiveness, employee engagement or leadership development
  • Co-leading the implementation of the strategic HR processes, including but not limited to, Strategic Workforce Planning, Talent Management, Training and Development, Performance Management, Employee Relations, Compensation Strategy and Culture change
  • Review and implement systems, policies, processes, and procedures that provide value-added business solutions to supporting high levels of employee engagement and productivity
  • Supporting local Leadership from an organisational development perspective by conducting needs assessments to determine the appropriate interventions to build the required capabilities & enhancing people performance in line with Business Strategic Objectives
  • Provide strategic advice and consultative solutions to business leaders on all people aspects of their business
  • Coach managers on day-to-day needs, manage key people processes, and design and implement new programs
  • Lead the Strategic Workforce Plan for the business units with a focus on enhancing the quality of leaders and managers, building future talent needs and ensuring succession bench strength
  • Leading on D&I initiatives and educating the business groups
  • Partnering with “centres of excellence” (e.g., Talent Acquisition, People Solutions or Compensation & Benefits) to deliver on business requests, solve business problems and improve positive changes and employee experience
  • Act as an escalation point for People Business Partners on complex Employee Relations matters
  • Leverage data to track progress on priorities and proactively recommend solutions to enhance organisational effectiveness
  • Head global initiatives and ensure delivery of the Global people plan for my area, and support on projects.

People Operations Partner

OLIVER Agency
11.2020 - 01.2021
  • Collaborate closely with senior business leaders and HRBPs to identify and address employee performance management opportunities and conduct in-depth employee relations investigations
  • Managing a team of 7 employees with a goal to improve SLA’s
  • Advise on appropriate methods and strategies for cost reduction, cost avoidance, cost containment programs (as needed) in order to achieve the annual scorecard targets set for the business
  • Advise on appropriate methods and strategies for cost reduction, cost avoidance, cost containment programs (as needed) in order to achieve the annual scorecard targets set for the business
  • Partner with HRBPs during the annual performance review cycle, providing guidance on ratings and facilitating merit calibration conversations with global leaders
  • Collaborate closely with leaders in Global People Operations to develop comprehensive programs that enhance all aspects of the employee lifecycle
  • This includes utilizing feedback from new hires and departing employees to continuously enhance and improve the global employee experience
  • Support and lead key People & Culture priorities and strategic projects, positioning our organization as an 'employer of choice'
  • Navigate the complexities of internal HRIS system, ensuring accurate processing of employee organization and compensation changes, and providing insightful reports and people analytics to HRBPs and business leader.

People Partner

OLIVER Agency
02.2019 - 11.2020
  • My strategic role is to support and deliver the businesses mission across various Clients
  • I work closely with Directors and their direct reports to ensure that all HR/Business needs are met
  • My key achievements to date include: - Lead Business Partner on all employee relations
  • For example, Settlement Agreements, TUPE’s, Redundancies, Disciplinaries, Grievances and Mediation
  • Leading HR improvement projects such as championing employee’s health, safety and well-being initiatives
  • Updated all HR Processes and Polices for review and signed off by Global People Director in turn it has made significant improvement, efficiency and consistency across all departments
  • An example, being the Maternity polices, Furlough and Performance Management etc
  • Working across EMEA in multiple jurisdictions including familiarity with EMEA Employment Law & Employee relations Implementing HR Operations through day-to-day management of the HR Administration Team and working closely with the Global People Director to ensure the new HR processes are followed consistently in all departments and that all documents are processed in accurate and timely manner
  • Making recommendations on identified opportunities for process improvement by plugging the gaps in the new processes as they are rolled out across the organisation
  • For example, identifying changes required to current processes so that they conform to legislation and best practice
  • Implementing People Strategy and delivering against our people values across the business
  • Execute transformation and change within the business, for example instrumental in the closer of a main office, managed the TUPE, Settlement agreements and in some cases redeployment internally
  • Providing accurate and timely HR advice on policy, process, employment law and best practice
  • This includes, probationary reviews, absence management, handling grievances, performance management, redundancy process and TUPE
  • Building working relationships with internal and external stakeholders including FTSE 100 companies for example Tesco, Unilever, Diageo, and Barclaycard
  • I am recognised as a trusted partner of the business, and I ensure that the staff align with wider people objectives and initiatives
  • Promoting internal platforms including learning and development platform for employees to develop and grow in their career aspirations
  • Working closely with internal stakeholders to provide support with annual remuneration reviews including assisting with recommendations in line with company benchmarking
  • Promoting sustainability to improve the Companies environmental footprint
  • For example, I recommended and introduced “follow me printing” which has resulted in a significant reduction in wastepaper
  • Interpreting metrics and data to implement key changes and monitor their impact
  • For example, data analysis indicated staff turnover in the first six months of employment was too high
  • I led on the overhaul of the on-boarding process for new starters process
  • The new ways of working have reduced the number of early leavers, this was achieved by smoothing more robust on-boarding giving the New Employee a positive experience, a robust performance process and a development process
  • Analysing the results of the staff survey and using this to identify issues and then implementing actions to make a difference
  • For example, developing a simpler way for staff to know about and be able to access professional development courses on the internal training platform
  • Supporting the Talent team to ensure the recruitment needs of the business are met.

Education

Coaching Professional Level 5 Qualification -

The Tess Group
09.2021 - 05.2023

MSc Human Resource Management and Development (Level 7 CIPD Associate Level membership) - undefined

University of Salford
09.2013 - 05.2015

BA Business Management (Human Resource Management) (BMH) (2:1 Class) (student ambassador) - undefined

University of Gloucestershire
01.2009 - 04.2012

Skills

  • Employment law specialism
  • Highly organised
  • Persuasive communicator
  • Effective negotiation
  • Leadership
  • Dispute resolution

Custom

Available on request.

Timeline

People Partner

Inside Ideas Group
01.2023 - Current

HR Consultant

Inside Ideas Group
01.2022 - 12.2022

Coaching Professional Level 5 Qualification -

The Tess Group
09.2021 - 05.2023

Global People Partner

Inside Ideas Group
01.2021 - 12.2021

People Operations Partner

OLIVER Agency
11.2020 - 01.2021

People Partner

OLIVER Agency
02.2019 - 11.2020

MSc Human Resource Management and Development (Level 7 CIPD Associate Level membership) - undefined

University of Salford
09.2013 - 05.2015

BA Business Management (Human Resource Management) (BMH) (2:1 Class) (student ambassador) - undefined

University of Gloucestershire
01.2009 - 04.2012

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Shona Amelia McDonald