Emma Miller

Responsible for Global Human Resources across 40+ countries, including set up of new entities and ongoing operational leadership. Supported by regional HR teams.

Member of the Senior Leadership Team, setting business strategy and managing performance
Accountable for culture, values, and organisation design
Managed, post-acquisition Human Resources for a micro-lending business in Kenya, Nigeria, Cameroon including restructures, organisational design, integration, serious disciplinary investigations.
Management of global HR budget
Implementation of revised compensation & benefits, including ESOP/RSU’s, sales commission plans, pay for performance bonus & global health insurances.
Significant M&A activity, series A funding
Implementation of global employee engagement tools and initiatives
Set up and rolled out compulsory training, such as GDPR, Anti Bribery etc.
Recruitment of new or replacement Executives
Senior business partner to CEO and Executive team
Facilitation for fireside chats, lunch & learns in particular D&I, mental wellbeing, blockchain / crypto, personal branding.

•Manage a 20+ global HR team across APAC, MENA, Africa & LATAM (29 countries) consisting of HRBP’s, C&B, HR Operations and Talent Acquisition
•Implementation of HR strategy, aligned to global business objectives
•Oversee business expansions, new markets, JV’s, acquisitions and detailed investor/funding due-diligence.
•Management of global headcount costs, HR budget, headcount planning, reorganisations.
•Implementation Global HR Projects:
oMoral Manifesto (Code of Conduct) & Confidential Website Reporting
oImplementing B.E.T (Boosting Equal Talent) - Gender Diversity and supporting local communities (Winner of Women in Empowerment HR Malaysia Awards)
oASPIRE- High Potential 18-month development program
oRollout of iflix University & Digital Badging - online elearning system
oSTIP & LTIP Implementation and management of cap table.
oLeadership Development workshop for 50+ executives
oCompensation strategy and overhead cost management
•Part of the Executive team, business partner on all people related matters, such as succession planning, career ladders, restructuring, executive compensation, sensitive terminations, senior level legal issues.
•Recruitment of Executives & Board Members (CFO, CMO, CCO)
•Management of Employer Branding, Tao of iflix (Values) and Engagement strategies.

•Lead the execution of the Human Resources strategy in support of Fosroc’s overall strategic and business plans, in the areas of total rewards, talent acquisition, employee relations, learning and development, talent management, succession planning, employee engagement and retention, and policy development.
•Leading and directing the Human Resources team to meet Fosroc’s goals and objectives through building and developing a strong team of HR professionals.
•Managing merger and acquisition planning, activity and decisions, ensuring smooth integration of successful partnerships - completion of acquisition in Turkey, South Africa and Iran underway. JV Projects.
•Oversee all new business expansions, such as Kenya, Sri Lanka, Nigeria, Iran and South Africa.
•Extensive management and implementation of Global HR Projects across 5 regions, such as facilitation with VP’s/GM’s in creation of Company Values - design, overhaul and integration of Performance Appraisals, Interview Process and High Potential/Succession Planning Programme, design and implementation of Dual Career Ladders, Competency Framework and Grading Structure. Design of Global Sales Assessment tool and management of Market Mapping exercise within Asia.
•Providing coaching and guidance to Leaders to manage change and improve behaviour and performance.

•Develop the HR strategy and direction for the Middle East & Hong Kong office to support delivery of business strategies and the group plan.
•Implement people strategies in the key areas of talent, resourcing, reward, employee engagement and organisation development, to reinforce the culture required to drive a successful organisation
•Provide an assurance role in ensuring consistency across the region in the implementation of HR strategies that are integrated, fair and equitable and aligned to best practice.
•Develop the strategic workforce plan for the region, defining the capability and skills required to deliver a cost effective and sustainable organisation.
•Supporting day to day operations, such as initiating and supporting business changes, advising line managers on HR and employee relations matters, taking a prime role in change management, organisational development/restructures, advising on resourcing, talent management, staff development, motivation & reward.
•Review and streamlining of business processes globally, including implementation of Salesforce.

Reporting directly to Managing Partner/Co-founder. Ultimate responsibility for all people based activity within the organisation from both an operational and strategic perspective.
Developing and implementing the annual agenda for the HR Strategy in line with the UAE and MENA business plan. Ensuring that the HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation.

Responsibilities:
•Implementation of a HRIS system - Zeta Software
•Conduct training needs analysis and design and implement a training plan with input from the business heads. Manage costs to budget.
•Implementation of coaching across Senior Management Team.
•Co-ordinate recruitment throughout the company. Build relationships with recruiters, manage SLA’s, draft briefs, Interview senior level candidates, training recruiting mangers on competency based Interviews.
•Implementation of performance appraisal system, including 180 feedback.
•Participating in Towers Watson market data and review of Company compensation.
•Investigation into implementation of flexible benefits across the business.
•Provide day to day advice to line managers on all related people matters.
•Review and make salary recommendations for promotions, transfers and annual salary review, in conjunction with internal budget and Towers Watson Market data.
•Analyse business needs and ensure critical HR policies are designed and implemented in accordance with Labour Law.
•Management of small team.

Working as a key member of the management team l help drive the people strategy to ensure it’s in line with business needs. Ensure that the people and development plans are effectively implemented at an operational level and provide strategic direction to help facilitate international growth, new business acquisitions and market challenges. Supported by a HR Advisor, help build line management capability through day-to-day people management coaching and the implementation of new ways of working.

Responsibilities:
•Bringing expertise, perspective and challenge to decision making in supporting senior line managers to achieve their objectives.
•Ensure that the divisions people and development plans are effectively implemented and aligned within local departments.
•Support the development and implementation of the businesses organisational change plan, design, implementation, monitoring and review of appropriate interventions to meet those needs.
•Provide insight on decisions around succession planning and career management for key talent.
•Encourage line managers to improve individual performance and manage complex individual staff issues using coaching techniques.
•Develop and improve the use of Performance Management System and individual development plans to support objectives and drive training needs analysis.
•Oversee the annual pay review process for the business.
•Constantly review and develop incentive schemes that encourage improved performance and accurately drive and maximise commercial opportunities.

As part of the senior management team within a complex matrix structure, act as a Functional Business Partner to Board members and directors supporting the business in achieving its objectives, driving forward strategic HR initiatives and offering ‘best in class’ operational support to local, regional and global areas.

Responsibilities:
•Act as an advisor in driving forward the HR agenda to realise the achievement of business objectives.
•Support functions in the planning & development of people processes such as resource planning, organisation design and development, performance management, retention and development strategies.
•Recruitment of staff including senior appointments.
•Project Lead for major design & restructure activity following Terra Firma’s acquisition of EMI, including implementation of a matrix organisation.
•Extensive negotiation of Managing Directors’, A&R and Senior Management Service Agreements with external solicitors.
•Design & Implementation of a Talent Management programme, developing key global successors.
•Global role out of a new Performance Management System.
•Development and delivery of Change Management workshops.
•Provide support, counselling and guidance to all levels of management and staff including President, VP’s, Directors & Senior Managers.
•Project manager and lead on UK Merges & Acquisitions.
•Liaise with European and US offices regarding HR policies and procedures, ensuring compliance with employment law.

Reporting to the European Head of HR Operations, supporting the UK/European HQ business for approx. 550 employees across 3 divisions - Kelkoo, Overture and Yahoo!

Responsibilities:
•Management of HR Operations team.
•Managing the day-to-day HR operations including extensive recruitment, learning and development, compensation and benefits, employee relations, performance and change management.
•Act as HR interface with the business for recruitment and work with in-house recruitment team, approx 100 additional headcount for 2006.
•HR Business Partner for UK, specifically Sales, Sales Operations, Yahoo! Personals, Kelkoo & Engineering.
•Responsible for inter-company transfers and international relocations including working with external Immigration Counsel.

Reported to the European HR Director. Worked as a business partner to provide HR support to the four UK divisions in Slough, Bracknell, and Woking circa 350 employees.

Responsibilities:
•Successfully changed the perception of the UK HR function to be viewed as a support function to assist business needs as opposed to an ‘administration’ function.
•Managed the implementation of a European Grading structure including revision of European commission structures.
•Provided guidance to line managers on performance management issues including: management skills, recognition and motivation, under-performance and capability, absence and turnover.
•Identified and worked with line management to source external training, including design and delivery of internal training courses.
•Managed the annual salary review process - advised managers on market rates, assessed individual cases and ensured fairness and consistency in line with the European budget.
•Held overall responsibility for the UK recruitment activity from initial confirmation of vacancies and profiling positions through to sourcing and interviewing. Ensured that all additional headcount fell within the European labour cost budget.
•Provided consultancy and support ensuring any termination, via redundancy, mutual agreement, compromise agreements, dismissals were correctly conducted in line with company policies and employment law.
•Held overall responsibility for all HR activities related to UK acquisitions and TUPE transfers, making contractual changes and successful integration.
•Managed UK Variable Compensation for all employees, including revision of the current plan and the roll out of new targets and commission payments.
•Managed and maintained all European Executive Team Packages, including stock option grants, salary, commission and other benefits.

General HR Operations

General HR Operations