About Bernadette
More than 20 years of senior HR leadership across industries, countries and cultures, now working inside businesses at a point of change.
Real-world expertise
I bring more than 20 years of strategic HR leadership across diverse industries, countries and cultures, including senior executive roles in global, blue-chip organisations, leading large teams. My career has combined in-house leadership, interim roles and consultancy.
Now I offer that same experience to start-ups, SMEs and business units at a point of change: organisations that need the calibre of a blue-chip HR Director, but only for as long as it adds most value.
As a Fractional HR Director I work inside the business, sharing accountability for outcomes, while my consultancy experience adds an objective outside view and proven tools from many different organisations. I am equally at home with the technology side of HR, from HRIS and learning management systems to using AI responsibly in hiring.
I continue to invest in my own learning, academically and professionally, so that what I bring is current and evidence-based.
Change that lasts
I have personally assessed and coached hundreds of leaders, including C-suite teams, delivered three post-merger integrations, and acted as a trusted advisor to CEOs and senior teams on talent, structure and people strategy across multinational businesses.
I believe in joined-up HR: a people strategy integrated with the business strategy, not run in a silo beside it. From the Target Operating Model and job design to hiring and leadership development, each piece reinforces the others, so that change lasts.
Qualifications and accreditations
PG Diploma, Organisational and Behavioural Psychology
PGCE
Also NLP Master Language and Behaviour Coach (Shelle Rose Charvet) and HNC in Systems Analysis and Computer Science.
Where to start
Every engagement begins with a conversation about where your organisation is now and what you want to achieve.
For a specific programme, workshop or Hogan assessment, we agree the scope and outcomes together, and get started.
For a Fractional HR Director role, that conversation usually leads to an organisational diagnostic: an evidence-based view of what is working, what needs to change and where senior HR leadership would add most value. From there, we agree priorities, days per month and what success looks like.
