Multi-Regional Technology Start-Up


Simply put, this tech start-up wanted to develop an internal leadership academy. Their aim was for their employees to have the opportunity to progress from entry-level candidate through to director. To achieve this, they needed to develop the soft and technical skills to take ownership of those positions.

I was tasked with rolling out a Learning and Development programme across four international sites. I was also the one who provided training and coaching support to middle management.

"You jumped straight in like you were already one of us. The team trusted you from the get-go. A strategic and passionate HR professional who really gets that this role is about enabling people, so that they can enable the business."

Retail Me Not

Senior HR Business Partner


In order to implement an efficient Learning and Development programme, I first reflected on the skills that the business needed both at that moment and in the future. This way, we could ensure proper succession planning was in place. Because the company was going through a growth spurt, people were promoted quickly. This created a need for training and coaching among middle management. This is where I came in to enable them to improve as professionals by providing those resources.

One issue was the company’s over-reliance on agencies to provide temporary workers. To tackle this, I helped build the employer brand. I supported the C-suite team in fostering the right culture for the company.


Given the company’s fast-past environment and the multinational aspect of the Learning and Development programme, I had to be proactive and responsive. I adapted quickly to complex, changing and challenging circumstances. I dealt with ad hoc employee issues, joined projects at the last minute and delivered team integration and communication work on short notice. This is what made it such an exciting challenge.

We made the Learning and Development programme a key part of progression within the business. The company culture became an offshoot of their aspirational L&D. This helped tackle their issue with retention and improved their employer brand.

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