James Sharman

Successfully led the annual compensation cycles for over 2,500 employees across the UK and US, ensuring fairness, compliance, and alignment with business performance. Designed and delivered annual performance management and evaluation training, and facilitated performance calibration sessions with senior leaders to ensure consistency and transparency in performance outcomes. Implemented the "Leaders of People Forum", establishing a consistent approach to employee engagement and manager effectiveness, resulting in a 10% increase in employee engagement across the division. Provided senior leadership with comprehensive monthly HR analytics on retention, voluntary turnover (VTO), DE&I, and engagement metrics, using data insights to drive initiatives that delivered a 10% improvement in High 5 engagement scores. Partnered with Eaton's HR Integration team to plan and execute the full integration of Mission Systems Division into Eaton, including HRIS migration, compensation and benefits alignment, and enterprise-wide harmonisation consultations. Negotiated a 5-year transition agreement with the UK employee representative group covering contracts, pay, and benefits — ensuring a smooth transition to Eaton Ltd terms and conditions. Led a global benchmarking initiative to identify and address salary misalignments across key functions (SCM, Engineering, Operations, Pricing, BD, CCL, HR), securing approval for 200+ salary adjustments that reduced VTO by 20–50% and boosted employee engagement by 10%.

Led the Compensation and Benefits strategy for the Division, overseeing the annual merit and bonus review process to ensure fairness, consistency, and alignment with business performance and budgets. Facilitated annual performance calibration sessions with the Senior Leadership Team, ensuring compliance with the established performance distribution curve and reinforcing a culture of merit-based recognition. Managed annual compensation budgets, ensuring fiscal discipline while maintaining market competitiveness and internal equity. Conducted market benchmarking and salary structure reviews to ensure roles and grades remained competitive across key talent markets. Delivered manager training across all sites to enhance understanding and execution of performance reviews, merit, and bonus processes. Oversaw vendor management for UK and US benefits providers, conducting annual reviews to secure optimal value, service quality, and employee experience. Partnered with the Senior Leadership Team to manage HR due diligence activities during the proposed sale of Cobham Mission Systems to Eaton Ltd. This included coordinating with external legal teams, managing the document repository, and preparing detailed briefings on vendor contracts, policies, and benefits across multiple international sites — all under tight legal and transactional deadlines.

Led the annual merit and bonus cycle for global employee populations, ensuring adherence to budgets and alignment with business objectives. Managed expatriate programs and ensured UK employee tax and social security compliance, maintaining high standards of governance and regulatory adherence. Oversaw global employee benefits and vendor management across the UK, US, and India, ensuring competitiveness, cost efficiency, and a positive employee experience. Acted as the responsible officer for UK and US immigration sponsorship licenses, ensuring full compliance with all legal and immigration requirements. Delivered annual training to over 500 managers across the UK, US, and India on performance evaluation, merit, and bonus processes, driving consistency and capability across the organisation. Produced and presented monthly HR analytics to the senior leadership team, covering retention, voluntary turnover (VTO), and key workforce trends, providing actionable insights and recommendations. Led the All-Employee Engagement Survey process from preparation and rollout through to feedback review and action planning. Collaborated with the CHRO to design and implement a targeted engagement action plan, resulting in a 10% increase in overall employee engagement across the business.

Led the annual merit and bonus cycle, ensuring alignment with corporate budgets and strategic objectives. Oversaw global mobility programs including expatriate management and UK employee tax and social security compliance. Managed global employee benefits and vendor relationships across the UK, US, and India to ensure competitive, compliant, and cost-effective programs. Served as the responsible officer for UK and US immigration sponsorship licenses, ensuring full regulatory compliance. Designed and delivered annual performance evaluation, merit, and bonus training for all people managers across the UK, US, and India. Prepared and presented monthly HR metrics and analytics to the senior leadership team, covering retention and voluntary turnover (VTO), while identifying key workforce trends and recommending actionable solutions.

Successfully in-sourced Global Mobility services, delivering annual cost savings of £350k through process optimisation and vendor consolidation. Operated as an individual contributor managing a diverse population of 100 expatriates (50 traditional and 50 hybrid) across multiple international locations, including the US, Curaçao, Cyprus, Brunei, PNG, Australia, Canada, and India. Ensured full compliance with UK Short-Term Business Visitor regulations, completing annual reviews and timely reporting to HMRC. Managed international expatriate payroll, including the UK Modified PAYE Scheme, ensuring accurate reporting and adherence to all statutory deadlines in both home and host locations. Conducted biannual Cost of Living Allowance (COLA) reviews and oversaw all related adjustments with assignees and payroll to maintain equity and consistency. Oversaw global vendor relationships for tax return preparation, social security, and immigration services, ensuring high service standards and compliance. Led a global RFP process for Tax, Social Security, and Immigration services, achieving an additional £150k in annual savings through renegotiated contracts and improved service delivery. Mitigated tax and immigration risks by introducing manager pre-trip compliance checks and delivering targeted training to ensure proactive risk management and policy adherence.

Developed and owned the Cost Projection proposition for all clients across the South Coast business area — creating tools, training, and methodologies to help both internal teams and clients understand the true cost of international assignments, significantly enhancing financial planning and client value. Served as a UK/US Expatriate Tax Dual Handler, advising Fortune 500, FTSE 100 & 250, high-net-worth individual (HNWI), and private equity clients across global locations on complex mobility and tax compliance matters. Implemented a Tax Equalisation Policy for a major Fortune 500 client, delivering training and ongoing support across all of their global mobility centers to ensure consistent policy application. Designed and led the EMEA Level 1 training program for new graduates, held annually across the region.The five-day course covered Cost of Living calculations, Tax Equalisation methodologies, Tax Gross-Ups, assignment types, and interactive group exercises, helping to develop the next generation of global mobility professionals. Managed a team of 10 overseeing a client base of 450–600 expatriates, ensuring full compliance with home and host country tax return and social security obligations, completing all Tax Equalisation calculations, and managing related assignee settlements. Provided strategic consulting to clients on UK and US expatriate tax and payroll compliance, salary sacrifice schemes, and benefit-related tax efficiency opportunities. Supported the relocation of a client's headquarters from the UK to New York, providing on-the-ground assistance to 50 employees with US tax, social security, relocation logistics, housing, and car lease arrangements.