Geeta Kantelia-Jones

Newly created role to build and execute a comprehensive executive recruiting strategy for Beamery that is aligned with our vision and our Growth Framework, in order to identify & engage a diverse range of high quality candidates for Director + roles as well as partnering with Executive Search Firms when required. Managed the candidate engagement & intelligence strategy for each assigned executive search (Director-level +) with partnership and input from our Co-founders, C-Suite and Leadership Teams. Created a closed-loop inspection mechanism to evaluate our exec hiring strategy and outcomes, report progress, and drive continuous improvement. Prepared for and presented relevant market data at all points (search scoping & discovery meetings, search progress meetings, interview team calibration sessions, etc.) Conducted “deep dive,” competency-based assessments of candidates to ensure our C-Suite is only seeing qualified, top-of-market talent. Drive thought leadership as a subject matter expert in the talent engagement process, showing knowledge of sources, industries and markets, organisational structures and companies. Built succession plans for all roles reporting into Co-Founders and Leadership Teams to support executive retention and identification of performance risks. Created a leadership hiring playbook and structured recruitment and assessment methodology to raise the bar on how Beamery recruits executive talent. Close working relationship with CEO, C-suite, Senior Leadership Team and Board. I also supported the Talent Acquisition Team on complex / high priority vacancies and projects.

This transformation plan will reinvent Argos as a digital retail leader and reposition it from a catalogue-led retailer to a digitally-led retailer over the next 3 years. Newly created role reporting into Head of People and Organisational Change my responsibilities include; Responsible for all executive hiring to support the future success of the Argos Digital Transformation. Submission of weekly reports to the Exec Board and Transformation Director for all resourcing activities Providing strategic resourcing advice to the Senior Execs and Transformation Director to help support the recruitment of headcount requirements within the Transformation Office and functionally across the programme. Working closely with the functional HRBP’s to ensure role profiles clearly reflect the type of skill-sets and capabilities required for the success of the programme Working closely with the BAU Resourcing Team to ensure they are delivering headcount requirements on time and within budget. Close partnership and management of executive search firms working on £100k + business critical roles Using a multi-channel resourcing approach to attract high calibre talent (e.g. via internal succession plans, linked-In, market mapping, direct head-hunting using referrals obtained from the exec and using the internal referral programme to increase pipeline of candidates). Onboarding & Induction Project - May - Sept 13 Delivered an inspiring, exciting and engaging digital onboarding experience that increased new starter productivity, engagement and reduced attrition.

Reporting to Director of HR Operations, my initial responsibilities were to review, establish and agree the operating model for our new ‘head office’ resourcing function and formulate a multi-channel resourcing strategy; whilst delivering the business resource requirements to cost, quality and time to hire targets. Providing strategic recruitment solutions to senior stakeholders & HR community. Regular meetings with HRBP’s to review current and forecasted vacancies against annual resource plan and identification of talent through our succession planning and talent management programme. Responsible for annual budget process across all operating companies. Responsible for managing and developing a resourcing team of 13. Regularly providing directors with competitor intelligence, marketplace trends and bench-marking salaries. Providing monthly resourcing update to the Group Operating Board and HR Leadership Team. Optimisation of social media and business networking tools to build appropriate talent pools (active & passive). Responsible for developing and delivering talent and employer branding attraction strategies across a broad range of disciplines and job roles across all operating companies. Regular coaching Resourcing Team to proactively use cost effective routes to market and shifting mindsets of recruiters from ‘order takers’ to ‘decision influencers’. Working closely with other Resourcing Managers within the Group to create a community to share knowledge and best practice, discuss key initiatives and join up on projects to create further cost efficiencies. - Winners of Best Employee Referral Strategy by In-house Recruiter Awards (Nov 2012) - Shortlisted by in-house recruiter awards for best social media strategy.

A high profile ring fenced project which involved recruiting 450 additional heads within a 12 month period, 30% on-shore and 70% off-shore recruitment (New York & India). Recruitment project consisted of permanent, temporary & contract headcount planning & forecasting as well as responsibility for all executive hiring. Responsible for preparing weekly MI for Global Payments project board. Close working relationships with HRBP’s, Reward, Talent, and Learning & Development & Global Mobility. Key focus on reducing agency spend resulted in only 20% of budget utilisation. Involved with up skilling Hiring Manager interview skills in New York.

Working closely with senior stake holders across Commercial Bank. Responsible for all executive hiring (Packages up to £400k) – using direct routes to markets and executive search firms when necessary. Provided regular MI to senior stakeholder and worked closely with HRBP & Business Heads on demand headcount planning & fore-casting. Team management & development of up to 5 employees. Coaching Hiring Managers on recruitment best practice and policies. Improved direct-hire capability using Linked-In and promoting Refer a Friend. Budget responsibility of £800k.