Rentokil-Initial is one of the largest business services companies in the world with a total workforce of circa 80,000, operating in Europe, North America, Asia Pacific and Africa. I enabled the organisation to move forward through delivery of:
• A HRIS specification enabling identification and selection of an internationally capable HR, Talent and Performance Management system.
• Review, analysis, re-mapping and documentation of employee lifecycle processes with efficiency and added value indicators.
• Process design testing within the application.
• Advice on contractual issues regarding Key Performance Indicators with a 3rd party supplier (Northgate).
• High-level review of in-house payroll application and recommendations for change and enhancements.

BG is an international oil and gas exploration company. The objective of the project was to utilise the current SAP HR system more effectively and maximise the investment made. As Business Analyst I was engaged in and delivered:
• Workshops with key members of the international HR Community to analyse the “as is” work processes used in SAP and producing detailed “to be” processed that described primary and secondary stakeholders, international considerations, communications and change management, data and functional workflows.
• Detailed requirements documentation describing the entirety of the HR/employee process lifecycle including E-Recruitment, Internal and External talent Management, Succession Planning, Performance Management. International transfers and Reporting.

New Star is a financial management organisation. A decision had taken to replace their ADP HR system with Snowdrop. As Project Manager I managed the transition to a fully functional, interfaced system through the provision of:
• HR Business Process Analysis.
• Project planning and associated control processes.
• Data cleansing, coding and restructure.
• System installation, build and testing.
• Payroll interface to ADP Surepay.
• Interdepartmental relationship management
• P11D/Benefits data sourcing, data feed and service supplier sourcing.
• 3rd Party relationship management.

Cazenove is an investment bank. During the de-merger from JP Morgan Cazenove I successfully facilitated the transfer to an outsourced HR and Payroll system through:
• Production of the business case, project plan and requirements statements
• Project Planning and associated control processes.
• Management of supplier selection and contract negotiation.
• Managing and directing the data transfer process to Ceridian as outsourced supplier.
• Testing migration data
• Cross departmental relationship management and change control
• Delivery of the General Ledger (CODA) interface

On this project I successfully transferred Magistrates Courts payrolls in Wales, Cheshire and the South West from individual, local council systems to an outsourced Payroll system (Northgate’s ResourceLink). The project entailed: -
• Project Management for the individual areas
• Organisation of the data transfer for all areas
• User and Supplier liaison and communications
• Data migration quality checks

I was invited to rejoin the Bank to manage multiple projects within HR Shared Services in Manchester. The key areas in which I was engaged were: -
1. Consolidation of the European Payroll:
The Bank has approx 3000 offshore personnel in 14 countries in Europe, paid through a variety of means and suppliers. I had the responsibility for:-
• Investigating and documenting existing applications and processes
• Developing and issuing the requirements specification
• Reviewing and liasing with prospective suppliers and their solutions
• Liaison with Group Systems and Group Purchasing.
2. P11D and Offshore Benefits Reporting:
The Bank provides employees with a comprehensive range of benefits. I was responsible for ensuring that all employees received correct benefits statements and mandatory returns were provided to the Inland Revenue through:
• Managing internal and external data supplies for each area within the Group
• 3rd party supplier management.
• P11D Team Management (4 personnel).
• Full production and distribution to all Group areas and subsequent query management.

Sefton Borough Council selected Northgate ResourceLink v 8.00 to replace their existing internally developed HR system and REBUS Unipay systems. In this project I had sole responsibility for :
• Project Management of the entire process to implementation
• Inter-departmental relationship management and change control.
• Communications planning
• Training planning and delivery
• Supplier management
• System build team management (8 personnel from HR, Payroll and IT)
• Organisation of Special Interest Groups for process review and systems optimisation

Responsible for:
• Analysis and mapping of HR processes, work-flows and systems interfaces.
• Producing the Statement of Requirements document.
• Producing the Strategic Options paper for service and technology

1. Employee Benefits Reporting.
During the merger if the two organisations I was accountable for the introduction and implementation of two separate instances of the new Employee Benefits reporting application including:
• Supplier selection.
• 3rd party management.
• Project Management
• Process and data requirements.
• Communications
• Team Management (7 across RBS and NW plus external service suppliers)
• Sourcing data from legacy and new systems (48 feeds)
• Production, printing and distribution
• Helpdesk and query management

2. Employee Self Service
• Responsible for developing and delivering the business case and cost benefit analysis for Employee Self Service across RBS and NatWest in readiness for the implementation of People Soft 8.

3. HR Shared Services - Process Analysis
Working specifically for the HR Shared Service Director I delivered a series of strategic papers including:
• Review of all Shared Services processes and costs in order to compare the benefits and financial impacts of external v internal service delivery. This resulted in outsourced operations for starters, leavers, special leave and absence management being brought back in-house to a new shared service function
• Design of the Executive Benefits Rewards Intranet sites
• Time and attendance systems requirements analysis
• Recruitment contractual process analysis and documentation

Responsible for business process analysis within HR with the objective of replacing the Open Door HR and Payroll system at the completion of which I developed and produced:
• Project Initiation Document.
• Business Case.
• Statement of Requirements and Strategic Options.
• Supplier shortlist.
• Invitation to Tender.