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Primary specialism: Employment/Labor Law

Markets with deep expertise: Europe - regional labor/employee relations, i.e. European Works Councils spanning the region and country based within the EU and UK. Knowledge also for Russia, Middle-East.
I have familiarity with other areas such as North America and Asia Pac. Not at the market expert level, but I'm strong enough to apply my broad knowledge to specific situations and asking the right questions.

Languages : Fluent English

Salary expectations: £120,000 plus bonus and pension

Workforce types directly supported: IT professionals, Sales, Manufacturing, Techs and Mechs, Manager & Professional grades, Admin staff

Current home country: United Kingdom and for the right role, I would consider relocation worldwide. I'm a UK passport holder but in the process of obtaining and EU citizenship

Team management: I've directly managed teams of between 2-4. However, by the nature of the cross-functional work I've done I've often led project teams larger than this (between 10-30) to achieve objectives.

Current/recent employer: Fortune 50 with nearly 150,000 employees worldwide and revenues over USD50 billion. My previous employer was FTSE 100, employed 120,000 worldwide, and had revenues of circa £20 billion.

Remits of particular interest: A requirement for multi country labor/industrial relations to drive forward change programs (growth, harmonisation, M&A, retrenchment) consistently across a business. Underpinned with responsibility for employee engagement/voice activity and a range of employee relations.

Unique expertise: I have a deep understanding of dealing with labor/employee relations in organisations that require cultural education into process and practicalities, i.e. not just managing works councils but explaining to senior leaders (American, British etc) why they need to be done that way. I also have a great knowledge and experience of the US model of LR and how to link in with other cultures. I've worked as a union representative and works council advisor, giving me great insights into how they operate, but I've also spent years in developing direct relationships with employees to avoid/mitigate the need for third party involvement where possible. I have deep knowledge of multi-country, represented/non-represented, distinct workforces.

Commerciality: Led to successful conclusion all required European consultation and information requirements of the introduction of global HRIS systems in two companies. Negotiated changes to managerial and professional employment contracts - realigning annual leave, increasing notice periods and probation periods - with estimated savings of £12m over first 5 years. Carried out UK Reduction in Force which achieved over £2m savings, with mixed union and non union populations. Led on consistent delivery of RiF across multiple countries delivering more than $4m savings. Developed plan to prevent ongoing retention requirements in Russia, with a annualised cost of $2m but which stabilised business situation. Successfully defended against TUPE dispute with another company that could have led to £4.2m costs.

Strengths: Integrity. I will drive forward the requirements of the business but I will also push back internally when I believe them to be unfair and counterproductive. My depth of integrity and willingness to speak up have been seen as a core strength by my previous employers. I'm also willing to be vulnerable which is a real asset when dealing with different cultures and methods of working, enabling the establishment of trust and the avoidance of costly missteps. I enjoy the creativity of operating within the ambiguity and uncertainty of LR/ER and building consistently and predictability.

Need to know: I'm a humble leader - I take real joy in the development and success of the team and sharing in, and building upon, the diversity of cultures, views and approaches. I get real enjoyment from working the 'grey areas' - ambiguous, unclear, uncertain - and navigating this to achieve a goal.

CMTS reference P020035