As Mincon’s first Chief People Officer, I lead the global people strategy for an engineering-led organisation operating across 4 continents. I am driving a transformation that connects purpose, performance, and innovation, building a culture where people thrive, and business grows sustainably. My key areas of focus are: • Designed and implemented a global People & Performance strategy aligned to commercial growth, innovation and operational priorities. • Standardised a unified global HR operating model, integrating AI-enabled analytics, HR systems and technology platforms and regional capability to improve efficiency and scalability. • Partner with the CEO and Board on executive succession, workforce strategy, leadership capability and organisational design to support future growth readiness. • Lead culture and leadership transformation initiatives across regions, strengthening accountability, inclusion and performance standards. • Embedded AI-driven workforce insights and people analytics to enhance workforce planning, productivity and data-informed decision-making. • Established structured leadership development and executive coaching frameworks to strengthen bench strength and succession pipelines. • Supporting international M&A activity through due diligence, post-merger integration, cultural alignment and change leadership.

As Chief People Officer at Ad Astra, a US-based start-up transitioning into a scalable SaaS model, I led the global People strategy during a period of accelerated growth, supporting a 50% increase in both revenue and headcount. Partnering closely with the CEO and Founder, I aligned the People agenda with commercial scale, operational discipline and long-term value creation. I built and modernised the People function to support a globally distributed workforce, introducing an AI-enabled, data-driven approach to workforce planning, talent acquisition and performance management. This strengthened decision-making, improved operational efficiency and enhanced the overall employee experience across a remote, high-growth environment. My primary responsibilities included: • Designed and delivered a global People strategy aligned to SaaS growth, scalability and commercial priorities, directly supporting revenue expansion and operational maturity. • Introduced AI-enabled HR capabilities, leveraging automation and predictive analytics to improve decision-making, increase efficiency and support rapid international scale. • Led a data-driven talent acquisition transformation, reducing time to hire by 45% while strengthening the quality of hire and workforce capability. • Oversaw global HR operations across a distributed workforce, ensuring compliance, payroll accuracy and scalable, standardised people processes. • Drove organisation-wide change initiatives to support business model evolution, embedding agility and adaptability within a high-growth SaaS environment. • Partnered closely with the CEO and executive leadership team on succession planning, leadership capability and future skills strategy aligned to product and customer growth. • Designed and implemented competitive global reward, equity and benefits frameworks aligned to SaaS market benchmarks and retention strategy. • Implemented and optimised core HR systems including BambooHR, TalentLMS, Helpwise and Fathom, strengthening data visibility, performance management and development planning. • Embedded robust people analytics to inform executive decision-making, improve engagement and enhance employee experience across remote teams. • Led workforce planning and organisational design aligned to product development roadmaps and customer success objectives. • Elevated the employee experience through structured remote work optimisation, wellbeing strategy and inclusion initiatives, strengthening engagement and retention.

Strategic Partner in Business Transformation & People-Driven Growth HRInspire LTD consultancy is dedicated to helping businesses scale, transform, and thrive through strategic HR, growth, M&A, and operational change, with a strong focus on building modern, AI-enabled people models that improve efficiency, leadership capability, and workforce performance. I partner with CEOs, founders, boards and leadership teams to translate complex people challenges into clear, actionable solutions that drive sustainable business outcomes. • Deliver high-impact people and HR strategies aligned to growth, scale, and commercial performance. • Partner with CEOs, founders, and boards on talent strategy, organizational design, and workforce planning. • Lead end-to-end people support for transformation, restructuring, M&A, and post-merger integration. • Design and implement succession planning, leadership development, and executive coaching frameworks. • Build and embed AI-enabled HR technology, people analytics, scalable operating models, and governance. • Lead organizational design and change initiatives that improve productivity, engagement, and execution. • Strengthening culture, inclusion, and leadership accountability in fast-moving environments. • Known for making transformation happen, I combine strategic insight with hands-on delivery and trusted business. partnership. I work at a pace that focuses on outcomes and helps leaders make confident decisions at critical moments. Specialists focus areas: • Strategic HR and People Operations • Business Transformation and Change Leadership • Organisational Design and Workforce Planning • AI and Digital HR Transformation • Succession Planning and Leadership Development • HR Compliance, Risk, and Governance • Culture, Engagement, and Inclusion • Scale-up, PE-backed, and Global Business Support • M&A and Post-Merger People Integration

As a member of the Executive Leadership Team, I led the global People strategy for Argos, a private equity–backed language, data, quality and technology services organisation operating across Europe and the US. Reporting directly to the CEO, I shaped and delivered a People agenda fully aligned to revenue growth, operational scalability and long-term value creation. I built the global HR function from the ground up, establishing a high-performing team operating across 34 countries and creating the infrastructure required to support rapid international expansion. During my tenure, the organization achieved significant growth in both revenue and headcount, scaling from 120 to 450 employees globally and reaching €70 million in revenue. My focus was on building a modern, data-driven and AI-enabled People organisation capable of supporting a fast-growing, PE-backed business. I embedded scalable operating models, strengthened leadership capability, and introduced workforce analytics to enable informed decision-making at executive and investor levels. Key contributions: • Built and led a global HR function across 34 countries, supporting rapid growth and international expansion • Partnered with the CEO and executive team on people strategy, organizational design, and workforce planning. • Led HR strategy and execution during mergers and acquisitions, including people integration and culture alignment. • Owned global HR strategy and budgeting, delivering cost-effective and scalable HR operations. • Introduced AI-powered performance management using continuous feedback, behavioral analytics, and automated goal alignment to improve accountability and productivity. • Embedded AI-driven workforce and succession planning to support future growth scenarios. • Developed AI-enabled culture and engagement strategies to strengthen performance and retention. • Led global talent acquisition with a strong focus on diversity, inclusion, and quality of hire. • Designed and managed competitive global compensation and benefits frameworks. • Oversaw global performance management, talent and leadership development, and succession planning. • Led HR data analytics and implementation of HR technology, including BambooHR, TalentLMS, and Together Mentorship, to enable data-driven decision-making. • Built scalable HR infrastructure suitable for high-growth and private equity–backed environments. • Ensured compliance with local and global employment laws across all operating regions.

I led the development and implementation of impactful HR strategic goals for the EMENA division, overseeing 1800 employees across 18 countries (globally 20,000 in 65 countries with revenue of USD 1.9 billion). I successfully established the entire HR function and implemented programs fostering company growth and high employee engagement. During my tenure, I performed the following duties: • Championed overall responsibility for strategic and operational HR projects, locally and globally. • Coached EMENA management on how to improve morale, culture, and organizational effectiveness. • Assisted senior managers in restructuring for succession planning, career progression and talent development. • Identified and addressed training and development needs for management and key talent. • Fostered continuous improvement within EMENA using performance tools and metrics. • Implemented global HR initiatives uniformly, ensuring effective feedback and adaptation. • Performed HR due diligence for mergers and acquisitions to ensure smooth integration.

Green Isle Foods, a part of the UK-based 2 Sisters Food Group, boasted a £4.2 billion turnover and approximately 28,000 employees globally, operating in dynamic segments of the food industry. As HR manager, I successfully enhanced employee skills and performance through division-wide talent development programs for 200 employees. Leading strategic recruitment initiatives increased top-tier talent acquisition, contributing to overall organizational growth, while fostering a positive workplace culture and improving job satisfaction and retention rates. My responsibilities and achievements included: • Managing HR agenda from both operational and strategic perspectives. • Actively participating in the design and implementation of HR strategies. • Providing HR support and coaching to line and senior managers. • Leading employee deployment, succession planning, and talent acquisition training activities. • Applied data analytics to enhance recruitment, selection, and onboarding processes. • Implemented unified HR systems and processes. • Collaborated with management on performance, development, and compensation strategies.