Confidently There

I equip teams and individuals to more ethically and effectively handle difficult conversations. 

Think:

- understanding power dynamics and knowing how to approach them restoratively
- having the tools to approach the difficult subjects productively, kindly AND feeling ok to do so
- feeling equipped to handle the challenging or toxic relationships so they no longer bug you long after the conversation has finished.


And more simply: 
- calmly navigating conflict
- not fearing confrontation
- saying no without the guilt
- putting ideas across without apology
- speaking up with confidence and ease

My work is kind, evidence-based, psychology-backed and really practical. 

It exclusively promotes and utilises ethical communication strategies promoting equal voice, accountability and integrity at every turn. 

For organisations, my work can help you cultivate an environment that allows all voices to be heard, connection to be prioritised and a culture of challenge and kindness in equal measure upheld. I upskill my clients as communicators to no longer shy away from the tough stuff, but to learn to approach it all without blame or shame, judgement or assumption. This culture shift will not only boost morale and your bottom line, but it is a key equality, diversity and inclusion issue too as it brings all voices to the fore and does away for good with outdated and problematic dominance dynamics.

For individuals, my work equips you to reclaim your sense-of-self in any problematic or toxic working relationships, gives you the tools to know how to respond to any challenging conversation with a restorative approach, and allows YOU to redefine your work-life balance, no longer feeling that it needs to be a binary choice between being respected and being well-liked.

Founder

Royal Welsh College of Music & Drama

Lecturer in Voice 

Audition panelist

Lecturer in Voice

Working predominantly with the Postgraduate students on the MA Musical Theatre and MA Acting for Stage, Screen and Radio, and student actors on the 3 year BA Acting course, in a combination of group classes in vocal technique, text work, combined with accent and dialect work for show support.

Voice Teacher

Freelance / Self-employed

Freelance Voice Coach

Freelance Singing Teacher

Royal Shakespeare Company

Voice, Singing and Dialect coach for this new British musical, written by Sam Kenyon and directed by Erica Whyman, played in the Swan Theatre summer 2018. https://www.rsc.org.uk/miss-littlewood/tickets

Voice, Singing & Dialect coach, Miss Littlewood

BRISTOL OLD VIC THEATRE SCHOOL LIMITED

The Oxford School of Drama

I head up the singing work at OSD, working on a balance of precise technique, and bold, creative, truthful Acting through Song with the second years, the postgraduates, and students on the six month intensive Foundation Course.

Head of Singing

National Youth Theatre Wales

The American Musical Theatre Academy - London and New York

Singing Teacher

City Academy Ltd

Urdang Academy

I specialise in supporting values-led organisations and heart-centred leaders to have difficult conversations more often, more ethically, and more effectively. 

It takes difficult conversations and uncomfortable changes when we want to bring about genuine shifts to our culture. Something many people are not professionally equipped for. 

My area of expertise is giving you the tools to handle any challenging situation through open, honest, and rigorous conversations where all parties feel supported and heard. Because when you get that right, everything else follows. 

This helps to fill the gaps between people-first policies and the reality of your day-to-day culture. 

Through quality, active, curious listening and no longer shying away from difficult conversations, you can start aligning behaviours and standards with your big-picture goals. 

All from a PROPERLY human-first approach.

Louisa Clarke

Royal Voluntary Service

HR Business Partner

ELEVATE Hub

Founding Member

St John Ambulance Cymru

•	BUSINESS PARTNERING: Collaborate closely with senior leaders and stakeholders to align HR initiatives with business goals, providing expert advice on people management and fostering a supportive, high-performance culture
•	STRATEGY DEVELOPMENT: Contributed to HR strategy formulation to enhance workforce planning, organisational structure, and talent retention, with a focus on aligning HR initiatives to broader business objectives
•	DATA & REPORTING: Generated reports for senior management, highlighting trends to inform decision-making and support continuous improvement
•	EMPLOYEE RELATIONS: Successfully managed complex employee relations cases, including grievance, discipline, and performance management, ensuring resolutions aligned with organisational policies and legal compliance
•	TRAINING & DEVELOPMENT: Designed and delivered HR workshops for line managers, enhancing their capabilities in people management and creating a culture of learning and growth
•	COMMERCIAL ACUMENT: Demonstrated strong commercial insight by aligning HR initiatives with business objectives, analysing workforce costs, and supporting decisions that drive profitability and operational efficiency.
•	TALENT ACQUISITION: Led end-to-end recruitment processes, from defining role requirements to onboarding, ensuring effective selection and integration of new hires aligned with organisational values and goals
•	HRIS & TECHNOLOGY: Implemented and managed HRIS systems to streamline HR functions, improving data accessibility and efficiency in HR operations
•	COACHING AND MENTORING: Developed training sessions and guidance tools to empower managers in effective people management, adopting a culture of growth, accountability, and continuous learning
•	EMPLOYEE ENGAGEMENT: Spearheaded initiatives to boost employee engagement, including organising surveys, analysing feedback, and developing targeted action plans with leadership

RGifts

•	POLICY DEVELOPMENT – Developed, reviewed, and updated HR policies to reflect best practices and ensure legal compliance, providing clear guidance for both employees and managers
•	BUSINESS DEVELOPMENT – Collaborating with department heads to align HR initiatives with business goals, providing guidance on areas such as talent management, succession, restructures and addressing workforce challenges to support the overall people strategy
•	STRATEGY DEVELOPMENT – Analysing HR metrics and trends to develop and implement strategic plans that enhance workforce effectiveness, improve employee engagement, and drive organisational success
•	PERFROMANCE MANAGEMENT – Led performance management processes, including setting performance standards, conducting appraisals, and supporting managers with regular feedback and development plans. Guided leaders on adopting a culture of continuous improvement and accountability, using coaching, mentoring and development tools to enhance individual and team performance
•	PAYROLL MANAGEMENT – Oversaw payroll administration to ensure timely and accurate processing, and resolving any discrepancies whilst maintaining compliance with relevant tax and employment regulations. Implemented process improvements to enhance payroll accuracy and efficiency, contributing to a positive employee experience
•	BENEFITS ADMINISTRATION – Managed employee benefits programs, including health, retirement, and wellness offerings, ensuring clear communication and optimal employee engagement. Reviewed and updated benefits packages to remain competitive and aligned, contributing to talent retention and overall employee satisfaction

HR Manager

Principality Building Society

•	Lead on delivery of the Society’s Individual Capital Adequacy Assessment Process (ICAAP) and Reverse Stress Testing (RST) which is supported by undertaking detailed stress testing and scenario analysis.
•	Support delivery of the Individual Liquidity Adequacy Assessment Process (ILAAP) and Recovery and Resolution Plan.
•	Enhanced the Society’s financial risk management framework by supporting the effective review of the Society’s Medium-Term Plan and providing risk oversight of financial models.
•	Work with colleagues in the first line to enhance financial models, regulatory returns and financial risk processes and controls.
•	Ensure that all Treasury and Financial models are classified and reviewed in line with business requirements and against required criteria, with outputs being fed into the relevant committee.
•	Review relevant line assumptions and interpretations and challenge the accuracy of returns e.g. COREP, MTP, etc.
•	Interpret and apply new regulatory and audit requirements to ensure the Society is operating a compliant approach to financial risk management.
•	Ad-hoc process and control reviews, thematic analytical reviews and identification and analysis of forthcoming regulatory changes impacting the Society’s financial risk.
•	Working collaboratively with stakeholders from across the organisation including Finance, Risk, Treasury, and the Front Office, as well as the senior management of each entity.
HR responsibilities
•	Assist with team recruitment from start to finish including creating the job advertisement and assessments, reviewing CVs, assist in assessment centre recruitment days, shortlisting and interviewing candidates and providing feedback on interviews.

Financial Risk Analyst

•	Support project lead through ensuring targets were consistently met and prioritised, providing weekly analysis, burndown rates on successful and completed areas of the project;
•	Coordinate projects inclusive of meetings, training, recording and distributing minutes;
•	Assist the project lead in the production and maintenance of project plans whilst developing and maintaining the project library, filing, recording and reporting systems.
•	Shadowed the HR function to understand and map out their current processes. This included working closely with Business Partners, HR Admin and Management teams and the Recruitment department

Process Management Project Support

Legal & General

•	Assisted the team with the recruitment process by reviewing CVs, shortlisting and identifying suitable candidates;
•	Provide one-on-one coaching to assist in improve quality and understanding within the team.
•	Month End reporting for all Legal & General Capital costs;
•	Produce analysis and trend reports and Management Information Packs for senior management to aid decision-making and strategic planning in order to achieve business objectives;
•	Business Partnering – support and manage the review and monitoring of accounting standards, policies and financial controls across the team;
•	Project work – support the management team by undertaking ad-hoc analysis on a number of various projects within the L&G Capital division as well as Group Finance.

Finance Analyst

DS Smith

•	Acted as a link to the HR department, manage the Travel and Fleet system for the UK part of the business, ensuring that all Fleet information is accurate and updated where necessary and the HR database is kept up to date;
•	Worked on a European wide HR and Procurement project as a finance lead, which meant combining my finance, HR and project management skills to improve overall operations within the temporary labour company structure across Europe;
•	Reporting to the Finance Controller, manage all costs within the Group Procurement, analyse all recharges across Europe for Group Procurement and code all recharges to match the budget/forecast costs;
•	Budget formation and forecasting of whole department within the Group Plc function;
•	Presenting at budgetary meetings to the Chief Procurement Officer and department heads to leading on finance communication at workshops;
•	Developed and manage a new reporting system that allows analysis of the Group Procurement division to be split into categories to facilitate detailed category reporting;
•	Developed a new category reporting system which allows all category heads within Procurement to see actual spend vs budget at category level and not just group level;
•	Developed effective networks internally and externally with our stakeholders and customers to ensure the reputation of the company continues to grow.

Finance Business Partner and Project Lead 

Boom Cymru TV Cyf

HR responsibilities
•	Manage team of three finance staff including all development needs;
•	Scheduled calls and interviews whilst working closely with talent agencies and balancing diaries ensuring that all interviewees had the relevant scripts;
•	Responsible for team recruitment, selection and induction activity for both permanent & temporary staff;
•	Sickness and absence monitoring for the team, with monthly reporting to directors;
•	Managed company payroll on a weekly and monthly basis, for both permanent staff and freelance/contract staff, including full understanding of employment rules and regulations;
•	Managed starters/leavers and liaised with HMRC to ensure all requirements were completed in a timely manner;
•	Conduct analysis of training products and provide assessment feedback and recommendations for product improvement and course training development products.

Other Responsibilities
•	Financial control for up to 10 production accounts and main company account with a turnover of over £30m, including bank reconciliation, credit control, sales invoicing, petty cash, sales and purchase ledgers and cash flow management;
•	Managed finance team across both office sites;
•	Investigated project variances and submitted variance reports to management
•	Writing and summarizing financial production progress reports against budget;
•	Tracking activities against the detailed project plan in terms of finance and timing;
•	Reviewed and approved all financial project documentation;
•	Building relationships and liaising with all external parties including banks, auditors, suppliers and government bodies;
•	Implementation of financial controls during a period of substantial growth;
•	Managed the development of Finance and IT systems to improve, automate and simplify processes across the finance department;
•	Contribute to production budget process, working with various production managers to review historical activities, trends, and future obligations.

Office and Finance Manager

New Directions Holdings Ltd

Finance Assistant

Teledu Apollo Cyfyngedig

Responsible for all recruitment and payroll processes. Organise and liaise with talent agencies regarding actors/actresses in terms of interviews, call backs and diary management. Created new HR system for the company, recording all employee details and ensuring that this was up to date with records sent to HMRC.

Office Manager

Growth-focused, strategic and innovative CIPD qualified professional with strong leadership and business partnership skills. Proven track record in HR and Finance in both large and smaller organisations. Extensive background in project management and employee engagement programmes, who translates business vision into HR initiatives that improves performance, profitability, growth, and employee engagement.

Highly developed interpersonal, analytical and negotiating skills. Ability to craft plans for performance evaluation of staffs, oversee HR initiatives, and communicate with senior management. Expert in hiring, training, and motivating team members. Adept at strengthening good working relations with HR staffs and other departments for business growth.

Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization’s greatest asset.

taplio

The Battle

Louisa Clarke

Dafydd Sion Assoc CIPD

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