Whether you need coaching support across all areas of HR, or ‘done for you’ support on a specific HR activity, or simply need a fresh perspective on a specific HR challenge or topic, I can guide and deliver across a wide range of HR topics.
Stop drowning in the headache of people challenges, or worrying if you should be doing something different with your HR. I can be there for you whenever you need, to give you an honest view on what you need to focus on to get the best out of your people.
Whether you need senior HR expertise to provide guidance and support, or to more tactically take a key people project off your plate, I’ll roll my sleeves up and get it done. I’ll diagnose the challenge, develop the best approach, and make it happen.
You don’t need a big HR team to get results – instead add some tactical, short term HR expertise to make a real impact – fast.
Senior HR support for small- medium sized businesses
When small businesses experience rapid growth, the person who assumes the role of Head of HR is often not deeply experienced in all aspects of HR.
Does that sound like you?
I help HR professionals in small and medium sized businesses to prioritise what HR frameworks are needed, and provide a much-needed senior HR sounding board that larger businesses can offer their HR teams who are growing and developing their HR careers.
By establishing a clear, relevant people strategy, you can achieve growth, boost performance and morale, and attract and retain the best and brightest people for sustainable future success. I love helping businesses achieve their goals and what sets me apart is my dedication to really getting to know your business first.
I help YOU to create HR strategies that are bespoke to your needs encouraging you to take an integrated business strategy approach, starting with an honest assessment. I ask questions like ‘What kind of company is this?’ and ‘How would we describe the kind of people who work here?’ and ‘What makes us different from others?’ before tackling the more usual strategy question of ‘Where do we want to get to?’. This approach helps to set high performing organisations apart from others.
I believe the organisation’s leadership profile, company culture, and people’s talents should all drive and impact business strategy.
‘The HR Strategy you developed is so good I could cry!’
DR, Company Director
The complex area of reward is considered a dark art by many. And for good reason. It can be highly technical, analytical and structured, and yet also needs to be innovative, relevant and flexible.
Reward and recognition is integral to the wider HR strategy, in particular employee engagement and performance management, and often it’s hard to know where to start. And with Gender Pay Gap Reporting now front and centre on the agenda for every company over 250 employees, the link to diversity and inclusion has become ever more prominent. Frankly, there has never been a more critical time to get this important area right.
‘Gemma has the ability to think strategically and influence senior leaders.’
Rosie Ranganathan, HR Director, England & Wales Cricket Board
How would your employees describe your workplace culture? Having engaged, positive, happy employees makes sound commercial sense.
Disengaged employees will create an atmosphere of negativity, talent will leave and customers won’t get the service they deserve. Simply put, creating a great place to work has a direct impact on business performance and profitability. And yet very few organisations have a stated employee engagement strategy.
‘I am quite sure that Gemma’s strategy was integral to our achieving a place on the Sunday Times Top 100 list twice in a row’
Director, Technology Company
Leadership is no longer about sitting in an oak-panelled room controlling the finances and making decisions behind closed doors. Modern leaders have to collaborate, and be transparent, engaging and receptive. They need to lead with impact and presence and yet retain humility and authenticity; make clear decisions and yet consult and listen; be bold, and yet build trust and be aware of their impact on others.
Building leadership capability is a challenge that is critical to overcome for business to succeed. I can help you to equip your leaders with the skills, tools, and confidence required to lead by example and inspire those around them, through a blend of coaching and training. Together we can build and deliver leadership development programmes across all levels, or bespoke training to suit the needs of the leadership population.
‘I’m really pleased with what we managed to achieve with the Leadership Team. I found Gemma’s perspective on our issues hugely valuable and I’m convinced what we covered together will help us in future.’
Ian Hillary, Director, Pfizer
Competition for talent is hot. Developing and retaining talent is critical to the success of any organisation. It’s important to know where your talent is, what development they need to truly excel, and how to keep them motivated and interested while delivering the day to day requirements of the business.
A bespoke training & development framework will ensure that talent at all levels will build on the core skills needed, and accelerate progress and performance to support the future plans of your organisation. An important feature of the development I can help you with is continuity of learning and practical opportunities to apply and embed the newly acquired skills.
One such development framework I have previously evolved and implemented was shortlisted for the CIPD Annual Award for Best Learning & Development Initiative.
‘The programme produced a step change in the way our employees position themselves to clients, and was directly aligned to our business strategy to change how we position ourselves in the market.’
Director, Technology Consultancy
Long before we had the natty acronym VUCA to describe our world (Volatile, Unpredictable, Complex, Ambiguous), Darwin had already pointed out that the species most adaptable to change is most likely to survive. For me, the corporate world is no different.
Whatever the cause of the change – restructure, acquisition, culture change, or other change initiative – it can often feel difficult, unsettling and risky. If handled incorrectly, emotions can run high, resulting in an unnecessarily disruptive and costly exercise.
I help you to ensure any change management initiative in your organisation is conducted fairly, meets all legal requirements and allows your business to emerge positively and with its reputation intact. I can guide the process from start to finish with practical hands-on help to navigate through a potentially difficult and emotional time for your organisation allowing you to achieve the best results for both your business and your team.
What my clients say
“When Gemma came on board we needed help with a restructure and collective consultation. She quickly put in place a robust process that supported us through this. I asked her to stay on to put in place an HR strategy that would quickly identify what people priorities to focus on. Everything she identified was relevant to what we wanted to achieve. In the short time Gemma has been involved in WoolOvers, she has made a huge impact and the strategy she has put in place should set us up well for the future.”