Vivian Eni
Summary
A Senior HR Business Partner with extensive experience in various industries such as information technology, banking, consulting and services. Holds a Master of Science degree in Human Resources Management & International Business from De Montfort University (2008), and an Associate Certified Coach credential from the International Coaching Federation (ICF) in 2021. Currently employed by EPAM Systems, where she leads the people strategy, leadership coaching, and employee engagement for a tier client account with operations in 33 countries. Also oversees the community strategy for the Europe, Middle East and Africa region, and offers professional coaching services to employees at different career levels. In her previous roles, she has supported senior leadership teams in BT Business & Public Sector and Accenture Strategy with strategic HR direction, change management, talent and succession planning, reward review, performance management, employee engagement, and complex employee relations cases. She has also led complex and sensitive redundancies, managed exit, and restructure programs and implemented future focused performance program.
Overview
16
16
years of professional experience
Work History
Senior HR Business Partner, Global Client Account
EPAM Systems
08.2022 - Current
- Accountable for creating and implementing People Strategy, Leadership Coaching, and Employee Engagement for a tier client account with revenue of c.$100+mill, 1450+ employees & 33 counties (key locations being UK, Ukraine, India, Poland)
- Partnership & Influence with senior leadership team: Work closely with VPs, directors, and account leadership teams to build & influence People strategy, participate in & drive OKRs initiatives, and utilize analytics to make proposals for improvement of people experience regularly
- Partner with Leaders as a strategic consultant, and advice on people management solutions
- Coach senior leaders
- Ensures that the people management solutions support the current and future business needs
- People Management Processes and Strategy: Initiate and develop new People (HR) Strategy with a focus on the account’s & EPAM’s business strategy and improved people management processes, reduce attrition for enhanced employee experience
- Own people management initiatives rollout & success tracking
- Work with account leadership to implement strategic initiatives/ changes and Business Continuity Programs
- Onboarding, Leadership Coaching and Consultancy: Action leadership onboarding in role, facilitate onboarding of new locations, create custom onboarding module to ensure proper integration to the account based on clients’ requirements
- Improve adaptation process and prevent attrition of newcomers
- Coaches & support the leadership team with their people management skills, provides consultancy and support on people management processes and programs
- Support, Nurture, Grow and Retain Talent : Partner with leaders to develop and execute plans for building leadership and management capability that align to the Account priorities
- Work with leadership to ensure organizational health
- Analyse people survey and other custom survey to develop improvement action plan Develop programs to increase employee’s engagement globally with implementation focused on local markets
- Collaborate with L&D Partner on overall development for employees on the account
- With a focus on continues development in line with industry trend
- Partnership & Global Team Leadership and Collaboration: Leads a team of People Partners (HR), develops and mentors them
- Collaborates with local/ In-country People (HR) teams, L&D, Operations, Talent Acquisition, Marketing, Legal & Compliance teams
- Exchange best practice sharing with global teams and other Global People Partners and contribute to EPAM’s Global People Partner Community agenda
- Communication: Promotion and internal brand development, develop communication flow and risk management from People Partner (HR) perspective
- Maintain PoC for communication with a client ad-hoc and regular business update meetings for all people-related topics
Special Projects, Europe, Middle East & Africa *EMEA
EPAM Systems
04.2021 - Current
Professional In-House Coach
EPAM Systems
04.2020 - Current
- Responsible for developing in-house Coaching offerings at EPAM, training curriculum on Coaching Approach for managers and providing Coaching services in-house to employees from early careers to senior business leaders
ESG (Community) Lead, Europe, Middle East & Africa *EMEA
EPAM Systems
03.2020 - Current
- Accountable for shaping and executing community strategies, developing individual communities, establishing connections to business needs and monitoring growth and viability of existing EPAM communities in in the region
- Develop and Implement Community Strategy: Design, and develop the blueprint for communities across the region
- Set, agree, communicate and measure annual KPIs against ROI
- Relationships & Coaching: Strengthen communities within the region by collaborating with various community leaders, and internal teams
- Coach community leaders to implement their community vision, and manage and support key community contributors
- Maintain a pipeline of initiatives aimed at fostering a positive, inclusive and learning work environment
- Monitor, Analyse & Report: Track and measure the success of community initiatives YoY, QoQ, and modify plans based on feedback, industry and company trends
- Communicate & Promote: Create awareness through various medium on communities, impact and buy-in for on-going exposure
Snr HR Business Partner, European Delivery
EPAM Systems
04.2018 - 06.2022
- Responsible for supporting European Delivery Business Lead with a focus on creating similar employee experience in 10+ European Locations, to retain Talent and grow Delivery organization
Senior HR Business Partner
BT
02.2017 - 03.2018
- Strategic HR Business Partner in BT Business & Public Sector (B&PS) £5bn rev working with senior leadership teams (4 Directors and 35 direct reports), c.500 employees to create appropriate people strategies across all HR disciplines with a particular emphasis on engagement, recruitment, and coaching and leadership development
- This role is also vitally responsible for supporting on-going integration of EE, BT B&PS and BT Global Services
- Senior HRBP reporting to HR Director
- Accountable for 4 professional functions (£21 million total labour cost) - Customer Operations £6 million, Corporate Commercial £4m, mid-market sales £4m and Strategy & Transformations £7m
- Led a HR Ways of Working initiative aimed at simpler working practices for HRBPs across BPS
- Presented suggestions on implementing lean E2E Recruitment process to HR Leadership team & BT Group and received approval for trial in BT B&PS
- This lean E2E recruitment process is currently being reviewed by BT group for adoption across BT Plc
- Re-purposed employee within BT transition pool (due to lack of redundancy policy) which led to generating value of c
- 60,000 pa (excluding benefits)
- Refreshed and led on Talent & Succession Planning for c.15 Functions in B&PS with key strategic actions to bridge talent gaps, business risk, promote, retain key talents including High Potential Programme nominations and review of programme content to ensure it is fit for purpose
- Led on Employee Engagement actions & introduced Thank You Tuesday initiative as part of Proud2bCorporate initiative within BT Business
- Supported various volunteering initiatives across BT Business & Public Sector including HR
- An active member of B&PS OD book club - responsible for creating OD knowledge bank article on B&PS HR share point and Embedding Change within HR team
- Critical player in leadership teams being the conscience of the team in a challenging / supportive way which creates relevant insight
- Provide strategic HR direction to the Directors, Heads of and their teams
- Strong stakeholder influencer through creating a trusted advisor model
- Lead complex cases which need a commercial resolution & often involve Union engagement
- Recruitment & Selection – Designing recruitment programme to enable success in sales growth programme
- Also Responsible for all role appointments and associated approvals
- Employee Engagement (Your Say) - Instrumental in managing survey including developing action planning with LT and engagement champions to address outputs of results
- Change management programs – “Sales as a Profession” – delivering fundamental “standards expectations” in order to create a high performing team, and roll out of the new pan BT performance management process for in my business units
- Resourcing (TLC & TLR) - Designed implemented and led on people plans to recruit needed skills & reduce where necessary in a culture with no compulsory redundancy
- Performance management (Time Elapse) - lead on-going review of employee performance in order to deliver against performance metrics
- Talent and Succession planning – refreshed talent plans and implemented a “value for money” concept using BTs 3As high potential model
- Also providing guidance on development for managers and their teams
- Lead on annual compensation reviews and provided required input for quarterly salary reviews for employees below starting salary range
- Instrumental in OD review – role sizing, JD update and spans and layers for my client groups, so as to achieve BT’s competitive organization strategy
- Partnering with HR Shared Services Centre to deliver; People KPI’s, monthly MI reporting, employment lifecycle issues, conduit (as and when required) between HRSSC and client group
HR Business Partner - Accenture Strategy
Accenture Strategy
05.2013 - 01.2017
- Trusted Advisor to Accenture Strategy leadership team – 15 Managing Directors, for all employee life cycle activities, people agenda and change management programmes
- Directly responsible for 500 and indirectly c.800 employees (including 70 MDs)
- Successfully lead various complex redundancy, managed exit programmes (c.150 employees within 4 months) and restructure programmes alongside BAU activities
- Successfully re-designed and delivered annual performance achievement pilot for c.800 employees, replacing annual performance rating with forward looking discussion which is focused on individual career goals and aspiration
- Lead Reward review in line with annual performance achievement pilot
- Coached business leadership on how to apply reward discretion consistently whilst adhering to Accenture’s principles and allocated budget
- Planned and facilitated annual performance, promotion and reward review for Accenture’s new MD promotes (Career Level 4- & Career Level 3 process)
- Lead talent review and succession planning discussions using 9 box grid model and retention activities of high performing employees
- Deliver bi-monthly HR benefits presentation for Accenture’s orientation and induction events
- Designed various on-boarding strategies to cater for MBA new hires, experienced hire from industry roles on how to adapt acquired skill to consulting
- Responsible for managing 1 HR People Advisor
- Manage on-going relationship with leadership team and act as 1st point of contact for HR queries
- Effectively use centrally produced management information to identify trends and pro-actively suggest HR interventions to the business to help address key issues
- Support leadership team with succession planning for their practise using 9 box grid and decide coaching/ role opportunities to help achieve talent agenda
- Collaborate with recruitment team on workforce planning, HR interviews, international mobility and salary benchmark activities
- Resolve complex and/or high risk people issues to deliver commercially pragmatic outcomes
- Act as panel member for Employee Relation cases, lead/ participate in firm-wide acquisition, TUPE and post-merger integration activities
- Lead complex ER initiatives programme such as managed exits and redundancy activities including settlement agreement to minimise employment risks
- Effectively coach line managers on managing poor performance, long & short term sickness absence, pay dispute, probation review, disciplinary, grievances and appeals
- Regularly challenge business leaders on approaches to people issues, whilst proactively coaching on best practices
- Lead annual and mid-year performance management and pay reviews in line with Accenture values, Reward principle and budget and also managing feedback process for all employees
- Actively contribute to HR knowledge bank and act as coach/ role model for ensuring HR policy is fairly implemented
- Liaising with occupational health team to provide on-going support to employees
- Review Tier 2 (General) visa sponsorships in line with UKBA guidelines and annual Accenture sponsored MBA programmes
Field HR Business Advisor
Pearson Publishing
03.2013 - 05.2013
- Responsible for providing specialist advice & HR support to Marketing Vice president on redundancy and recruitment process for newly created roles
- Successfully managed redundancies (including settlement agreement) for 45 employees in 6 weeks with no risk of tribunal
- Successfully outsourced payroll for 120 employees at Person Publishing Ltd within 4 weeks, following HMRC regulation (Real Time Legislation effective 5th April 2013)
- Re-designed exit interview template to help identify potential tribunal risks and opportunities to improve existing people processes
- This template was rolled out across the business
HR Business Advisor
Equal Approach Ltd
03.2012 - 03.2013
- Trusted Advisor and responsible for facilitating TUPE & Redundancy program for 300 employees across 4 locations and also provide HR support for central function
- Led redundancy for process for 250 employees with no risk of tribunal
- Successfully led TUPE out process for 50 employees
- Developed and delivered training material and presentation to 60 business managers and HR colleagues on the use of Customer Relationship Management (CRM) tool for the purpose of understanding employee journey throughout redundancy and TUPE programme
- Collaborated with HR colleagues to re-write policies, procedure and workflow processes to reflect new organisational function post-merger
- Coached, supervised and developed team of 2 Administrator in shared centre environment
HR Generalist
Hays Specialist Recruitment Ltd
02.2011 - 01.2012
ER Coordinator
Santander
07.2010 - 01.2011
HR Administrator
RR Donnelly
01.2010 - 06.2010
HR Administrator
Soapbox World
01.2009 - 12.2009
Education
Associate Certified Coach (ACC)
International Coach Federation – ICF
11.2021
Associate Certified Coach -
Barefoot Coaching Ltd
06.2020
M.Sc. - Human Resources Management & International Business
De Montfort University
Leicester12.2008
Skills
- Strategy
- Project & Team Management
- People Engagement
- Stakeholder relationship Management
- TUPE/Redundancy/Acquisition
- Succession planning & Performance management
- Power BI analysis
- Leadership coaching and development
- International mobility/outsourcing
- Grievances, disciplinary & appeals management
- Workforce Planning
- Talent management
- Employee Retention
- Retention Strategies
Personal Information
Title: Senior HR Business Partner
Timeline
Senior HR Business Partner, Global Client Account
EPAM Systems
08.2022 - Current
Special Projects, Europe, Middle East & Africa *EMEA
EPAM Systems
04.2021 - Current
Professional In-House Coach
EPAM Systems
04.2020 - Current
ESG (Community) Lead, Europe, Middle East & Africa *EMEA
EPAM Systems
03.2020 - Current
Snr HR Business Partner, European Delivery
EPAM Systems
04.2018 - 06.2022
Senior HR Business Partner
BT
02.2017 - 03.2018
HR Business Partner - Accenture Strategy
Accenture Strategy
05.2013 - 01.2017
Field HR Business Advisor
Pearson Publishing
03.2013 - 05.2013
HR Business Advisor
Equal Approach Ltd
03.2012 - 03.2013
HR Generalist
Hays Specialist Recruitment Ltd
02.2011 - 01.2012
ER Coordinator
Santander
07.2010 - 01.2011
HR Administrator
RR Donnelly
01.2010 - 06.2010
HR Administrator
Soapbox World
01.2009 - 12.2009
Associate Certified Coach (ACC)
International Coach Federation – ICF
Associate Certified Coach -
Barefoot Coaching Ltd
M.Sc. - Human Resources Management & International Business
De Montfort University
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