Cyreta James

CYRETA JAMES Tel Number:- | Email:-LinkedIn Profile URL: Linkedin.com/in/cyreta-james Address: Kent,U.K Dynamic People Practitioner with extensive experience in global H.R operations, talent acquisition, and workforce planning across diverse regions. Skilled in aligning H.R initiatives with business goals to drive growth, optimize performance, and ensure compliance with local employment laws. Proven ability to build and lead cross-cultural teams, foster inclusivity, and implement policies that boost productivity and satisfaction. Proficient in HR technology, data analytics, and change management to streamline processes and support scalable operations in dynamic international environments. KE YSKIL L S Agile Working Talent Acquisition Strategy Planning Policy Implementation Leadership Change Management H.R. Information Systems Data Analysing Performance Management Organisational Development Succession Planning Employee Engagement CARE ER SU M M AR Y May 2024- December 2024| International H.R Manager | Openwave Messaging, Remote (Contract) • • • • • • • • • • • • • • Design and implement initiatives to build a strong employer brand globally, enhancing talent attraction and retention Collaborate with senior leadership to align HR strategies with long-term business objectives and international growth plans Develop programs for diversity, equity, and inclusion (DEI) to cultivate a global workforce that values varied perspectives and backgrounds Create and manage international assignment policies, including expatriate management, tax compliance, and relocation support Conduct workforce planning and forecasting to ensure that HR resources meet evolving business needs across different regions Monitor and analyze HR metrics to identify trends, forecast needs, and make data-driven decisions on workforce management using Workday Oversee HR compliance audits across regions to identify potential risks and implement corrective actions as necessary Implement learning and development initiatives that cater to the needs of a globally dispersed workforce Provide guidance and support for crisis management and business continuity planning, particularly in regions with high-risk factors Coordinate global employee engagement surveys and feedback mechanisms to assess employee satisfaction and drive improvement initiatives Build and maintain strong relationships with local HR vendors, legal advisors, and government agencies to streamline international HR operations Design and oversee flexible work arrangements and remote work policies for cross-border teams, balancing productivity and local compliance Manage budget planning for HR operations, ensuring cost-effective practices across all international locations Act as a key liaison for cross-departmental collaboration, working closely with finance, legal, and operations teams on international HR matters Achievements: • Increased global talent retention by 30% through employer branding initiatives. • • Developed international assignment policies covering 5+ regions, ensuring 100% compliance with tax and relocation laws Achieved a 20% improvement in employee satisfaction scores by leading engagement surveys and targeted action plans June 2023- February 2024| H.R Manager | Fuji Seal Europe Ltd, Gillingham Kent (Contract) • • • • • • • • • • • • • • • • Partner with leadership to develop and execute HR strategies that drive business objectives, employee engagement, and organizational effectiveness Champion a high-performance culture, fostering an inclusive, diverse, and psychologically safe work environment that aligns with company values Lead workforce planning, talent acquisition, and succession strategies, collaborating with business leaders to ensure the right talent is in place to support growth and innovation Shape and drive the learning and development agenda, identifying skill gaps and implementing training programs that enhance capability and career progression. Act as a key HR representative on European and global HR initiatives, ensuring local implementation aligns with broader business strategies. Own HR compliance and governance, proactively managing internal and external audits while mitigating risks related to employment law and industry regulations Coach and influence managers and leaders, equipping them with the tools and confidence to manage teams effectively and drive performance Ensure HR policies and frameworks remain competitive, compliant, and fit for purpose, regularly reviewing compensation, benefits, and employee relations strategies Lead complex employee relations cases, including disciplinary, grievance, redundancy, and tribunal matters, balancing commercial and legal considerations Manage HR budgets and resources strategically, optimising costs while ensuring investments in employee wellbeing, benefits, and HR technology add value Oversee payroll accuracy and compliance, working with external providers to ensure efficiency and alignment with legal standards Drive data-driven HR decision-making, leveraging workforce analytics to improve retention, engagement, and business performance Support organizational change and transformation, including restructures, mergers, acquisitions, and cultural shifts Partner with legal and senior leadership on high-risk employment matters, including dismissals, settlements, and restrictive covenants Ensure immigration and mobility compliance, supporting cross-border talent management and intracompany transfers Act as a strategic HR voice at the leadership table, driving initiatives that align people strategy with business success Achievements: • • • Advised 15+ senior leaders, aligning HR policies with business goals and improving decision-making Led digital HR transformation, reducing manual processes by 50% using HR tech solutions Designed and delivered training programs for 200+ employees, enhancing leadership development December 2022- Present| H.R Consultant| The Resourceful Human (Freelance) • • • • • Providing strategic HR counsel to senior management, ensuring human resources policies and procedures align with business objectives and drive organizational effectiveness Leading, influencing, and developing teams to foster a high-performance culture and ensure alignment with company goals Acting as a strategic HR partner, analysing existing HR frameworks, identifying gaps, and implementing innovative, data-driven solutions to enhance business performance Driving organizational agility, proactively adapting HR strategies to evolving business needs, industry trends, and regulatory changes Designing and executing HR policies and frameworks that support business growth, employee engagement, and • • • • • • • compliance with UK employment law Ensuring HR compliance and risk mitigation, embedding best practices to align with legal and regulatory standards while supporting a positive employee experience Leveraging HR analytics and insights to inform decision-making, optimize workforce planning, and measure the impact of HR initiatives Optimizing operational efficiency by streamlining HR processes, enhancing workflows, and implementing technology-driven solutions Conducting HR audits and governance reviews to safeguard compliance, identify areas for improvement, and drive continuous enhancement Developing and delivering impactful learning and development programs that support business capability and leadership growth Building and maintaining strategic partnerships with internal and external stakeholders to enhance collaboration, innovation, and business success Driving digital transformation within HR, ensuring the effective use of HRIS, payroll systems, and data analytics to improve decision-making and efficiency Achievements: • • • Advised 15+ senior leaders, aligning HR policies with business goals and improving decision-making Led digital HR transformation, reducing manual processes by 50% using HR tech solutions Designed and delivered training programs for 200+ employees, enhancing leadership development June 2022– November 2022 |Group H.R Manager |Olympic Studio, London • • • • • • • • • • • • Implement HR strategy within the organisation working alongside the Senior Management team and General Managers Ensure the HR function is aligned with the business objectives To manage team projects initiatives that are implemented across the business Overseer the compilation of all HR metrics including staff turnover, retention and leavers and provide recommendations on HR metrics that are recorded Regularly review all HR, recruitment and learning and development policies and materials, recommending changes for improvement, producing and delivering and implementing communication around existing and new policies and procedures Ensure that best practice and relevant employment law is followed all employment policies Work within and apply business drivers to people management strategies Introduces and drive change management initiatives and incentive plans Keep all employees informed of key organisational issues Evaluate and implement training and development programs alongside the training manager Lead on and develop employee communication strategy Lead and drive succession planning to proactively understand staffing needs. Carrying out regular assessments, including team mapping to asses both recruitment and development needs, building engagement and retention plans to retain and develop our teams To lead the Performance and career review process to ensure powerful conversations are held focusing on career development and performance enhancement Achievements: • • • Implemented succession planning for 100+ employees, ensuring a 95% leadership readiness rate Developed 10+ new HR policies, improving compliance and operational efficiency Increased participation in performance reviews by 60%, leading to better career development discussions December 2021– June 2022| H.R Transformation Manager (Agile team) |Danone Limited, London(Contract) • • • Driving HR transformation by leading the delivery of HR initiatives in major business change programs, ensuring agility and alignment with evolving organizational needs Supporting a dynamic workforce of 10,000+ employees across four sites, enabling scalable and responsive HR practices Ensuring proactive and adaptive HR governance, continuously reviewing and evolving policies to future- • • • • • • • proof the organization and enhance employee experience Conducting continuous HR assessments, leveraging real-time feedback and data to refine people strategies and improve employee engagement Championing agile HR processes, streamlining workflows, and leveraging digital tools like ASANA, SuccessFactors, and Oracle for efficiency and collaboration Shaping a seamless onboarding and offboarding experience, embedding best practices that drive engagement, retention, and cultural alignment Turning people insights into action, using survey data, onboarding feedback, exit interviews, and dashboards to drive meaningful improvements Ensuring an equitable and consistent approach to key People Cycle and RF processes, equipping managers with the tools and guidance to execute effectively Leading GPTW & B-Corp initiatives, embedding continuous improvement practices to enhance workplace culture and sustainability Driving culture, engagement, and workforce planning initiatives, ensuring HR strategies flex and evolve to meet business and employee needs Achievements: • • • Led HR transformation initiatives affecting 10,000+ employees across 4 sites. Improved process efficiency by 35% by implementing digital HR tools (Asana, Oracle, SuccessFactors). Increased employee engagement scores by 20% through culture and workforce planning initiatives. August 2021– November 2021 | People Manager |KERB Foods Limited, London (Contract) • • • • • • • • • • • • Supporting over 100 employees over 4 sites including head office Implementing policies and procedures Working with the Head of People on critical projects and process areas and undertaking work from start to finish, as required Overseeing the HR components of TUPE to ensure appropriate cost analysis and HR risk management is taken into account and briefed to all the key stakeholders Interacting with Trade Union representatives Working in close partnership with Talent Acquisition Manager in recruitment as well as creating purposeful training plans Partner with department heads to recognize key people issues Bringing data, insight and business case into assessment and planning process Provide advice and guidance to leaders and managers on HR and business issues Promoting the company culture and values through inductions, staff events and using monthly staff engagement surveys to create actions Managing the employee life cycle The key point of contact for central engagement and termination of agency workers, ensuring that the best value is obtained for any agency worker contract Achievements: • • • Managed TUPE transfers for 100+ employees, ensuring 100% compliance with regulations. Developed structured recruitment and training plans, reducing turnover by 25%. Used HR analytics to improve workforce planning, cutting operational inefficiencies by 30%. June 2019 – April 2021 | H.R. Manager |National Gallery, London • • • • • Continuously reviewing operational processes, ensuring our policies and procedures meet standards of good practice Working with the Head of H.R. on critical projects and process areas and undertaking work from start to finish, as required Advising and assisting managers with the preparation of job descriptions and person specifications and taking responsibility for candidate recruitment information Support to the Gallery's Department Heads with their contingent workforce needs (from workforce planning, rostering, shift fulfilment, hiring, through to post-termination) The key point of contact for central engagement and termination of agency workers, ensuring that the best value is obtained for any agency worker contract • • • • • To provide advice and guidance to other H.R. colleagues regarding worker requirements, ensuring a separation of essential elements from employee provisions Maintain a pool of workers that meet the future needs of the Gallery through ongoing recruitment, selection and appointment, including testing, interviewing, pre-employment and security checking and induction Liaise and maintain relationships with staffing agencies to ensure the Gallery is supplied with the best quality staff and rates following procurement and staffing guidelines, acting as the point of contact for managers who have authority to engage an agency temp and in the absence of a suitable Gallery worker Act as the primary contact point for workers between assignments, dealing with queries, concerns and issues from managers and workers Interacting with Trade Union representatives Achievements: • • • Led workforce planning for 500+ employees, ensuring smooth talent acquisition and retention. Optimized staffing agency partnerships, reducing contingent labour costs by 15%. Streamlined employee life cycle processes, cutting onboarding time by 40% while ensuring compliance. Additional Work Experience • • • • • • • • • • • • Nov 2018 – May 2019 | H.R. Manager| Bourne & Hollingsworth, London October 2017 –November 2018 | H.R. Manager| Glee Hospitality, Dubai, U.A.E. August 2017 – September 2017 | H.R. Manager| Aurora Aviation, Dubai, U.A.E. (Contract) October 2015- October 2017 | H.R. Business Partner | Food Fund International, Dubai, U.A.E. April 2015- September 2015 | H.R. Executive| Al Tayer, Dubai, U.A.E. January 2015- April 2015 | H.R. Advisor| Caesar's Entertainment, London (Contract) September 2013- December 2014 | H.R. Officer| River Island, London August 2011- May 2013 | H.R. Generalist| IKEA, London (Tottenham branch July 2010 to July 2011| H.R. Officer| Salisbury Autistic Care Limited, London December 2008 to March 2011 | H.R. Team Leader| Urban Youth (Voluntary) July 2009 to April 2010| H.R. Officer| N.C.Y. Trust (Voluntary) July 2009- July 2010| H.R. Assistant| Austin Reed, London EDU C AT I ON • • • February 2023-November 2025| M.S.C. in Human Resources Management and Training| University of Arden (Distance learning) October 2004 to July 200| B.A. in Human Resource Management (2:1) |University of East London September 2002- September 2004| A-Level in English Literature (C), Psychology (C), and Sociology (B)| Brooke House Sixth Form College REFERENCES AVAILABLE ON REQUEST