– Conducted a comprehensive HR and capability maturity assessment across Kenya, Rwanda, India and UK — identifying critical gaps in people processes and delivering prioritised improvement roadmaps to leadership. – Designed and deployed a company-wide job architecture (Radford methodology) and career framework across all functions — clarifying progression pathways and enabling consistent, fair reward decisions aligned to commercial strategy. – Led the end-to-end 2025 salary review cycle, building internal pay bands and conducting gender pay analysis to embed pay-for-performance principles. – Partnered with cross-regional business leaders and HR teams to drive adoption of the HR roadmap, operating effectively in politically complex, multi-stakeholder environments. – Drafted employee handbooks and HR policies across all locations (Africa, UK, India) — ensuring local legal compliance and consistency with company standards.

– Led the design and global rollout of a core capability framework for 3,500+ employees using Korn Ferry methodology — defining skill requirements and development pathways by career stage to strengthen the talent pipeline and drive internal mobility. – Designed and delivered end-to-end global leadership programmes (Director & above, First Time Managers, Individual Contributors) — managing vendors, logistics, faculty and full programme lifecycle across regions, reaching 1,500+ employees. – Owned full LMS procurement from RFP to go-live and launched LinkedIn Learning — designing capability-mapped learning paths, driving adoption, and building dashboards to report impact to senior leadership. – Created career development planning toolkits for managers and employees, including HRIS configuration in Oracle HCM.

– Post-merger, harmonised performance management processes of two organisations into a single global framework — updating definitions, calibration guidance, and manager toolkits across three regions. – Configured and enabled Oracle HCM performance and talent modules globally — overseeing system setup, user testing and training to drive adoption at scale. – Redesigned the end-to-end talent review and succession planning cycle using Agile methodologies — engaging senior executives to drive consensus on bench strength and pipeline readiness. – Built executive dashboards tracking succession health, bench strength and performance outcomes to inform C-suite workforce planning.

– Led post-acquisition HR integration across the US and EMEA — harmonising learning, performance and succession frameworks across two organisations within a 12-month transition period. – Covered EMEA Reward Lead (maternity cover) — conducting WTW-based compensation benchmarking, leading EMEA benefits and employment term harmonisation, and supporting the end-to-end salary review cycle.