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XANDER HOUGH
07725039475
uk.linkedin.com/in/xanderhough
IN BRIEF
I'm a driven and brave Human Resources generalist practitioner with over 10 years' experience working in a variety of creative
environments.
I've worked within the cultural and creative industries and have experience of working in business partnering models both in the
public and private sector.
I've worked in standalone roles and as part of a larger HR team, managing junior HR professionals. I get particularly excited about
employee relations case work but also strategic HR and talent planning.
I geek out about organisational and social psychology, constantly drawing on them in helping to shape an organisation's culture for
business results.
MY STYLE
As described by colleagues and partners;
Fearless, problem-solver, knowledgeable, stead-fast, reassuring, 'warm steel', 'intuitively a great coach', 'determined to raise
standards', 'a real partner', providing 'candid advice', is ‘clear and concise’ with his point of view by displaying ‘cut through’.
Check out my LinkedIn profile for more recommendations.
MY QUALIFICATIONS
A CIPD Level 7 MSc in Human Resources Management (Distinction) from London Southbank University
BSc in Psychology (First Class) from Royal Holloway University of London
Workplace Mediation – Certificated by Open College Network
Level A & B for Ability and Psychometric Testing – Registered with the British Psychological Society
HR MANAGER, WOLFF OLINS (OMNICOM), FROM JANUARY 2014
The HR Manager at Wolff Olins creates and then delivers the Talent Plan in partnership with the CEO, COO, Lead Coach,
Commercial Director and Community (Department) Coaches. The role assumes overall responsibility for the architecture of WO’s
Talent System; that the components of Talent Acquisition, Reward, Employee Engagement, Performance Management, Employee
Relations, Learning & Development and Global Mobility work logically, consistently and efficiently together to produce the best
possible results given the business’ ambitions. The HR Manager has direct responsibility for the HR Advisor and shared
responsibility for the Payroll Manager.
Since I joined Wolff Olins, I have:
Completed a global leadership restructure to strengthen the performance of the London and New York offices
Global reorganisation and closure of Dubai office
Reduced spend on employment lawyers by 50%
Renegotiated recruitment agency fee rates down by 5%
Implemented direct search tactics saving c.£100k per year
Introduced several pieces of guidance and policy on people practice across all offices
Completed the London Office move including redundancy and TUPE programme (in and out)
Lead the working practices and culture workstreams for the office move
Overhauled the reward structure (providing a new pay, progression and bonus framework)
Supported the roll out of a new Payroll system and customisation of a group-wide HRIS
Introduced a pension scheme in compliance with auto-enrolment legislation
Contributed to the formation of the company's new talent proposition
Contributed to the re-design of the company website and careers pages to increase employer brand
Coordinated the recruitment of the company's digital and technology department
HR BUSINESS PARTNER, BARBICAN CENTRE, APRIL 2013 - JANUARY2014
I acted as a HR Business Partner for client departments which include the Barbican's Marketing, PR/Communications,
Fundraising/Development, Customer Experience (Front of House, Visitor Experience and Ticket Sales operations), Cinema
Programming, Business Events & Conferencing team - a client group of 150 employees and over 200 casual workers. Key
relationships include partnering the Director of Audiences & Development, heads of department and senior departmental
managers.
The role involved:
Creating, developing and implementing the People Plan for client departments
Offering support and advice to all staff on all HR related issues with particular regard to effective structures, work
patterns, employee relations cases, remuneration packages, staff costs and contractual relationships.
Advising on and implementing all HR policies and procedures, ensuring legislative requirements are met including
designing and delivering support mechanisms to assist with embedding
Develop and implement local policies
Undertaking project work
Overseeing the recruitment process and learning and development activities
Managing the HR budgets
Managing, develop and coach an HR Advisor and HR Administrator, setting objectives, deadlines and encouraging
personal development/professional growth.
Partnering with employment, advertising and development agencies, minimising costs and maximising value at every
opportunity with internal and external clients.
Deputising for the Head of HR
Some key achievements in this role were:
Successful employee roll out of the Barbican's new brand
Securing recruitment advertising packages reducing annual costs by 25%
Successful resolution of long outstanding employee relations cases poorly managed by previous post-holder
Leading on employee relations cases involving the media and reputation management
Leading a project team to overhaul the new employee induction programme
Introduction of apprenticeships to the client group
HR ADVISOR, BARBICAN CENTRE AND GUILDHALL SCHOOL OF MUSIC & DRAMA, MARCH 2008 – APRIL 2013
Working under a Business Partner, my role involved:
Providing advice and coaching to managers on the full range of HR policies and practices for client
group of 150 employees and over 200 casual workers at the Barbican Centre and 30 employees in the Drama and
Technical Theatre departments of the Guildhall School of Music & Drama
Act as a Trainee Business Partner for a small portfolio of client departments
Manage capability, absence, grievance and conduct cases including conducting investigations and
advising managers in formal meetings (including sanctions, dismissal and appeal processes)
Manage over 100 end-to-end recruitment campaigns per year, including job design/evaluation and undertaking
psychometric and ability testing
Undertaking HR projects to review aspects of the service, benchmark and ensure best practice
Analysing HR metrics and produce management reports
Design and deliver training courses for managers and employees
Supervising an HR Administrator and acting as a mentor
Assisting in annual salary review exercises and prepare business cases for bonus/honoraria
Some key personal achievements in this role for Barbican Centre were:
Running the consultation process for a redundancy programme creating 10% salary reduction
Leading a project to introduce an internship scheme which was subsequently audited by HMRC and described as an
example of best practice in the field
Successful resolution of a number of complex disciplinary (inc. gross misconduct), grievance and capability casework
Creation and implementation of a number of local HR policies and support materials
Embedding a new competency framework and performance-related pay appraisal system as well as a new sickness
absence management procedure
Creation of Barbican Campus Learning - a new on-line learning environment and design of bespoke online learning
modules
Introduction of ability and psychometric testing to the Barbican's recruitment practices
And for GSMD:
Gave presentations to students to increase employability
Designed and participated in other student employability events such as organising CV clinics
Project managed the annual submission of HR data to the HESA critical for securing the School's core funding from
HEFCE
VICE CHAIR, CYPRESS PRIMARY SCHOOL, JULY 2012 – JULY 2016
In this role as a community governor for a primary school in Upper Norwood (Croydon), I:
Provided strategic input to whole school development plan of this primary school
Coached, advised and offered challenge to the senior leadership team of the school, specifically on HR matters
Reviewed drafted HR policies and support the implementation of new policy
Lead the Resources sub-committee (HR, Premises & Finance)
Acted as a community governor representative on staff disciplinary, absence management cases as well as pupil
disciplinary appeals
Lead a project to refresh and redefine School values and brand
Supported the Chair on consultation and process of joining a multi-academy trust.
The school was recently OFSTED inspected twice during my tenure and governance was praised as being strong.
FREELANCE CONSULTANT, COACH, MEDIATOR AND BLOGGER
I work with private clients to coach on employment, management or career issues including interview preparation. This year I have
helped clients negotiate settlements of over £100k in excess of their original offers.
I also work as a workplace mediator. Previous mediation clients have included the City of London Corporation and the Financial
Times.
I provide consultancy services for small organisations. A recent piece of work was for the Stanley People's Initiative - the
organisation managing the Stanley Halls, a new performance and community venue in Croydon.
I blog on LinkedIn about HR and people matters. My blogs have been re-posted by Creative Huddle, MindBodySpiritforLife.com and
Kitchen (by Wolff Olins). I have been a guest blogger for Focal Point.
CAREER BEFORE 2008
Administration Manager, the Broadway Theatre – October 2005 to March 2008
Quote Executive, Bluesure – June 2005 to October 2005
Nexus Project Administrator, Smith & Nephew Ltd – Summer 2004
Change Control Administrator, Smith & Nephew Ltd – Summer 2003