Pau***ips

Team Leadership, Collaborative Problem Solving, Shared Services, Change Management

Global Head of Business HR, Talent Acquisition & Onboarding at Avanade

• Location: Greater New York City Area
• Duration: 2017-09 to Present
• Description: Proud to be on point for leading our Talent Acquisition team globally across 26 countries. Adding talented individuals to the Avanade family is key to our growth ambition, so its incredibly important that we have a dynamic candidate first approach. We ensure we develop and execute a comprehensive, strategic Talent Acquisition plan to meet Avanade's talent and skill requirements - now and in the future. We bring Avanade’s brand to life for our candidates and new hires, and provides an engaging, high-touch and consistent pre-board and onboarding experience that reaffirms the new hire decision to stay and integrates them into Avanade’s culture, core values, processes and policies. As of June 2024, in addition to my current responsibilities, I am pleased to share that I am leading our Business HR community. Supporting our team of Business HR professionals to create an inspiring community that everyone feels inspired to do their best while being confident to innovate and cared for throughout their experience.

Global Head of Total Rewards at Avanade

• Location: New York, United States
• Duration: 2020-01 to 2022-02
• Description: Our approach to Total Rewards is to ensure our people are rewarded and recognized for how they go above and beyond to support our clients. We leverage a holistic Total Reward strategy that brings our Employee Value Proposition to life. We provide an enticing compensation package with a curatable playlist of benefits to match. Enabling a talented and engaged group of individuals to go above and beyond for our clients.

Global Head of HR Strategy & Operations at Avanade

• Location: New York
• Duration: 2014-06 to 2017-09
• Description: Paul is based out of New York but has a global remit, and is a member of the Global HR Leadership Team. In this role Paul is responsible for: • leading the development and implementation of our Human Capital Strategy and metrics; • all people-related HR policies; • HR operations’ activities, including HR Shared Services and Technology; • our HR Transformation program In addition, he is responsible for the establishment of an HR global program management office to monitor and manage all People programs that will impact our business in all markets.

Global HR Strategy & Business Operations Director at CGI

• Location: London, United Kingdom
• Duration: 2011-03 to 2014-05
• Description: Following Logica's acquisition by CGI, Paul was pleased to be offered a position as Global HR Strategy & Business Operations Director. He played a key role in providing analytical problem-solving, project management, and change management skills to strategic and operational initiatives as part of the Global HR Leadership Team. Also, he served as the business operations lead for the HR function. This responsibility included monitoring HR budgets globally, quarterly and annual business reviews, and planning with various ad hoc projects sponsored by our team. Prior to the acquisition, Paul led the formulation and delivery of Logica's People Strategy globally as well as drive the transformation of the HR delivery model outside of the HRSS. His leadership helped to deliver a 30% people cost efficiency which was re-invested into People programs

HR Transformation Consultant at PricewaterhouseCoopers

• Location:
• Duration: 2006-11 to 2011-03
• Description: Paul was a Senior Manager in the Human Resources Transformation team. He has broad range of experience covering many sectors in both the private and public sector, including finance, pharmaceutical, retail, construction, technology, utilities, government and education. He has experience of working with overseas clients as well as within the UK. Since joining PwC, Paul has been involved in a number of HR Transformation projects that have enabled him to use a number of his specialist skills, which include project and programme management, formulating business cases and organisation design. His involvement of projects has included but not limited to: • Conducting an evaluation of a HR SSC transformation project for a large construction company; • Building a business case for a global HR restructuring project for a multinational insurance organisation; • Undertaking an organisation design project for a European Supervisory Authority in Brussels; • Developing a feasibility study for a European cross-boarder HR Shared Services at a Global Bank; • Delivering a 2012 Blueprint for a public sector HR Shared Service centre, focussing specifically on the business case as well as being an integral part of the project office in ensuring its delivery; and • Establishing and mobilising a programme office for an HR Transformation programme at a large utility compan Most recently, he was working as part of a wider team for a multi-national pharma organisation who are implementing a global HRO. Paul was the organisation design workstream lead and was responsible for developing and implementing the next level retained HR design. In addition, Paul attended the Emerging Leaders Programme and was the Social President for his line of service c160 people.