Refiya Turner

Explored market demand for integrated wellbeing and OD support with SMEs and sole traders Delivered pilot coaching and EFT tapping workshops focused on resilience and stress management Completed advanced certifications in EFT, mental health advocacy, and behavioural insight Developed insight into barriers to engagement and what smaller organisations need from OD support Recently pivoted to developing a digital education offer for SMEs facing threshold growth challenges

Brought in to strengthen workforce capability through practical OD and learning support. Worked with stakeholders to understand capability gaps affecting delivery Designed targeted learning interventions aligned to organisational priorities Supported programme design and delivery with a focus on application, not attendance Operated within a delivery-focused environment where formal measurement of impact was limited, requiring a pragmatic and stakeholder-led approach Worked within a delivery-focused environment where formal measurement of impact was limited, requiring a pragmatic and stakeholder-led approach

I am leveraging my years of experience, extensive network, premium qualifications, and affiliations in this venture, ideally suited to enterprises that are not able to employ full-time Change Managers to interrogate and resolve entrenched organizational problems. I offer consulting, advisory, and project management services including one or all of the following:  Talent Management  Performance Management  Experience designing a Competency framework  Investigation and identification of problem areas  Strategic plans for restructuring staff and processes  Learning and Organisational Development  Change Management  Behavioral culture alignment programs  HR generalist support  Documentation and Regulatory Compliance. In close collaboration with senior management, I undertake customized, targeted short or long-term projects. I am adept at working with and leading cross-functional teams or be it in a solo capacity. My experience extends across multiple sectors and I am very sensitive to industry-specific regulations, challenges, and operating environments. My approach is holistic, integrated, and aimed at improving the engagement and performance of all stakeholders.

Recruited to establish and lead the Learning, Talent and OD function, aligning workforce capability with organisational goals within a developing OD environment. In order to successfully integrate all aspects of the project, I built a network of external consultants/providers and negotiated with them to develop solutions including e-learning, distance learning, and a pathway to professional qualifications. Being in the Charity sector, this was done after careful and constrained budgeting after tough negotiations. I created in-house courses, training interventions, and management development programs i.e., preparing and delivering workshops. Other interventions and consulting areas included organizational continuity, talent management, starter induction, PDR process, and systems as well as coaching and mentoring support. Vital to the brief was the preparation, management, and monitoring of the L&OD budget and to this end the assessing of cost-effective initiatives to measure employee engagement viz. preparation for IiP accreditation, managing survey lifecycles, and the ensuing analyses and action plans. Other operational and strategic support included: Managing the apprentice levy spend, providing advice on legislation, funding, and external training Supporting the Company Secretary and other stakeholders to source and deliver appropriate learning & development interventions for the Board Trustees and involved residents Partnering with HR and IS colleagues to develop and maintain L&OD systems, data, and intranet pages, providing expert assistance and training to users Providing management information for evaluation and continuous improvement purposes Introduced approaches to evaluation and ROI, increasing visibility of impact where organisational systems allowed Identified opportunities to strengthen alignment between OD activity and measurable business outcomes

In this portfolio, I initially recruited and grew the team. We then identified training requirements with a view to developing and implementing effective and appropriate Learning and Development procedures. These were designed after extensive consultation with all stakeholders and at the core had methodologies to ensure that progress could be measured and reported. In support, I introduced competency assessment tools for post-training monitoring of performance. Another aspect of stakeholder and change management, pivotal to the entire project, was liaising with training providers, assessing data pre, during, and post-delivery for analysis by senior management. This involved a deep look at the ongoing influence of the learning interventions on daily on-the-job operations, progress, and improvements

•Determined development needs with appraisal of company processes & procedures for quality assurance. Drove continuous performance improvement of management with Leadership Programs & Employment Relations intervention. Actively managed project performance by developing review/reward system. •Developed management programs for delivery which improved performance and motivated staff. Strategically planned and designed HR Policy training and induction program for a staff of multi-disciplinary organisation and helped them reach their full potential. •Translated business requirements into learning needs and then into suitable e-learning, workshops and classroom programs in compliance with regulatory procedures. Utilised Ms Access to develop and maintain training records. Leverage support for the reduction of redundancy by outsourcing training programs. •Developed induction programs to suit the complexity of the different brands the business had acquired.

•Provided strategic training services that improved employee performance and ensured optimal organisational productivity/effectiveness. Developed and implemented technical and management programs that built capability through continuous learning and supported business strategies. •Introduced Continuous Improvement Forums by delivering classroom training and gave expertise for the preparation of curriculum for e-learning interventions that leveraged best practices/lessons. Key Achievements: •Created E-learning modules for HR policies to drive improvements in service of health & safety, diversity, purchasing system and corporate induction procedures. •Tailored and implemented customer service processes to boost customer satisfaction levels. Collaborated with organisation development team to plan and design management training workshops

Key Achievements • Bridged the gap between competency and requirements with the production of Business Process improvements plans, Project Management and problem solving solutions. Solidified exclusive partnership with senior stakeholder through application of changes identified in L&D activities. • Devised a suite operational interventions of on job training and formal training blended solutions, attained by working closely with external providers, across all levels of the business. • Assessed business value & conducted needs analysis for procurement of leadership and management programs. Increased availability of information regarding work methods through a new initiative. • Established transparency of policies and ethical behaviour programs including classroom attendance, e learning and symbolic material Managed workforce performance measurement, analytics and metrics to meet statutory training requirements regarding HR procedures, conflict and relationship management.

Delivered new starter induction training Facilitated and supported Case Management System use Delivered training and support on MS Office applications Developed a skills assessment programme and incorporated outcomes into the training plan Maintained and updated the schedule of courses to fit with business needs Procured external mentoring and coaching services

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