Tina Moseley

Responsible for the organisation’s people and talent strategy with business goals across culture and behaviour, recruitment, and talent acquisition, learning and development, succession planning, induction and re-induction, evolution of policies and procedures, employee engagement and organisational change.

Supported the CEO and CFO in the navigation of the recent private equity transaction.

Strategic Responsibilities

• Responsible to set the strategic People & Talent strategy to support the group’s three-year plan and provided strategic advice and guidance to business leaders around the group and engaged in the long-term strategic planning process to ensure the viability and sustainability of the group.
• Collaborated with team members at all levels within the group to ensure the strategic development of the Investors in People program.
• Oversaw the strategic development of the Total Target Compensation (TTC) and employee benefits statement across all jurisdictions.
• Responsible for setting and managing the strategic recruitment plan.

Equality & Diversity

• Implemented as lead advisor on equality and diversity issues, advising the Board and the leadership teams on policies in support of Cornwall Insight Group commitment to these principles.
• Responsible for monitoring the effectiveness of the current policy, reporting monthly to the Board and leadership teams on both compliance and further steps to support and develop the policy.
• Ensured that appropriate training is in place to fulfil the Cornwall Insight Group
• Set up a Disability Allies Group to support people in the organisation and those potentially joining on inclusive supportive strategies for those with neurodiversity, disability, and long-term health conditions.

Communication

• Developed programs for the evaluation, evolution and reinforcement of culture, behaviours, and values.
• Guided and supported the development and implementation of learning and development of people so they are equipped to achieve business objectives as well as advance employee career and personal development aspirations.
• Oversaw the advising and for certain key roles partaking in the process of making key hires, including engaging and guiding external agencies as required.
• Responsible for the organisational people and talent strategy with business goals across culture and behaviour, recruitment, and talent acquisition, learning and development, succession planning, induction and re-induction, evolution of policies and procedures, employee engagement and organisational change.

Strategic Direction

• Set strategic People & Talent strategy to support the group’s three-year plan and delivered advice and guidance to business leaders.
• Engaged in the long-term strategic planning process to ensure the viability and sustainability of the group.
• Collaborated with team members at all levels within the group to ensure the strategic development of the Investors in People program.
• Strategic development of the Total Target Compensation (TTC) and employee benefits statement across all jurisdictions and recruitment plan.

Equality & Diversity

• Implemented as lead advisor on equality and diversity issues, advising the Board and the leadership teams on policies in support of Cornwall Insight Group’s commitment to these principles.
• Responsible for monitoring the effectiveness of the current policy and reported monthly to the Board and leadership teams on both compliance and further steps to support and develop the policy.
• Ensured appropriate training is in place to fulfil the Cornwall Insight Group Communication and developed programs for the evaluation, evolution and reinforcement of culture, behaviours, and values.
• Guided and supported the development and implementation of learning and development of people so they are equipped to achieve business objectives as well as advance employee career and personal development aspirations.

• Planned, organised and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Improved business HR policies by guiding and collaborating with managers.
• Analysed market data to create competitive compensation and benefits packages.
• Performed exit interviews, gaining useful insights to improve employee retention rates.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Educated line managers on policy and process changes for implementation.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.

Responsible for managing and delivering the on-site HR function including recruitment, performance management, retention, talent management and employee relations. Assist the organisation in meeting it regulatory obligations and appropriate compliance related policies and procedures.

• Carried out new-starter HR briefings, providing up-to-date advice on best company practices for consistent staff compliance.
• Created succession plans and promotion paths for staff.
• Ensured accurate, efficient HR administration focused on recruitment, payroll and benefits support.
• Reduced staff turnover through improved performance development programmes.

• Contributed to delivery of first-class HR service by [Task], [Task] and [Task].
• Devised and implemented successful employee retention strategies, including improved exit interview and onboarding procedures.
• Crafted and managed [Number]+ vacancy advertisements using variety of job portals including Indeed, LinkedIn and Joblift.
• Managed complete recruitment and selection process by [Task], [Task] and [Task].