I’m a marketing leader with over 20 years of experience in B2B professional services marketing. I believe that brand is the ultimate growth accelerator, especially when it’s championed by a high-performing team committed to doing things differently. 

As the Global Head of Marketing at Mourant, I blend creativity with strategic rigor to drive commercial growth, shape compelling brand narratives, and elevate the client experience at every touchpoint.

My passion for brand marketing goes beyond standard campaigns. I’m always looking for ways to stand out in crowded markets, whether that means turning fresh ideas into global initiatives or leveraging data and technology to optimise results. 

Leading an international, multi-disciplinary marketing team, I focus on building a culture of collaboration, inclusivity, and continuous learning—because the best marketing outcomes come from inspired, empowered people working together.

Above all, I believe in pushing boundaries, both in how we engage clients and how we nurture talent. My goal is to create marketing strategies that not only deliver measurable impact but also spark enthusiasm across our entire firm. If you share my passion for brand innovation, exceptional client experiences, and building teams that excel, let’s connect. I’d love to exchange ideas and explore how we can shape the future of marketing together.

Steve Cornick

Purple Sky Consulting - Leadership Development and Coaching

Leadership Coach - Founder

The Leadership Development Network UK

The Leadership Development Network UK is a place for HR / L&D Professionals to come together and share ideas, challenges, opportunities, and solutions related to Leadership Development.

You can become a member of the Network (it's free to join), and you'll get an invite to a monthly Network Call and a Newsletter each month summarising the focus topic for that month.

You are welcome to join Network Calls as a Guest, too.

Founder and Network Leader

Nottingham Trent University

Supporting the HR Director and HR Leadership as they transition to a new leadership structure.

Deputy Director Of Human Resources (interim)

The University of Salford

The People Strategy Team are shaping the employee experience at the University and are leading the delivery of; strategic projects, policy and process improvements, learning, organisational, leadership and management development, talent and workforce strategy, reward and recognition, HR systems, data and insights, and how we create a truly inclusive and diverse organisation.  I am leading the development of the University’s People Strategy so that it enables the sustainable, long term success of the organisation.

Associate Director, People Strategy

Partnering with the Executive Director of Marketing, the Chief Information Officer and a Dean of School for Health and Society.  Working with them and their teams to develop and implement the right strategies and plans to support their business area and the University’s objectives.  

The HR team operates a shared service approach with a team that supports the administrative and operational ER requirements for the business.  

Some key focus areas include:
•	Partnering with the Dean of School for Health and Society on the review of their School structure.  
        Coaching and influencing the approach taken towards the review of the roles required, the 
        engagement and communication plans, planning for selection and planning the implementation 
        phases for induction and development of new leaders.
•	Partnering with the Chief Information Officer on the preparation for the launch of a new Digital 
        strategy including a complete review of the senior structure to enable the success of the new 
        strategy.  This included facilitating sessions to understand core requirements, developing new 
        roles, planning the communication and engagement as well as reviewing the change leadership 
        development requirements for the team.  Including the development of a People Plan to support 
        the successful delivery of the Digital strategy.
•	Leading the review and follow up of the employee engagement survey results across my partnered 
        teams – working with the departments to effectively communication and share the results and to 
        identify the appropriate actions to build on successes and address areas of concern.
•	Support the Executive Director for Marketing and External Relations with the realignment of his 
        structure to more effectively support the business and improve overall service.
•	Consulting and engaging with the Trade Union on key changes and developments.

Interim Human Resources Business Partner

British Gas

I have held several HR Business Partner roles during my time at Centrica allowing me to build my experience in terms of environment and customer base:
•	I started by partnering with the Head of Operations as part of their Central, East, Wales and South 
        West Leadership Team covering 134 leaders and over 2500 engineers in a fast moving, field based 
        customer focused business unit.  
•	Following this I moved to partner with the Head of Customer Service for the Manchester Contact 
        Centre supporting an inbound customer contact centre of 850.  I lead an HR team of 3. An FCA environment.
•	Finally, I moved to Credit and Collections as part of their leadership team with responsibility for a 
        diverse group varying from a contact centre focused on vulnerable customers in debt to 
        Continuous Improvement, Analytical and Field Operational teams. I lead an HR team of 2.

During all my partnering roles I have had full responsibility for partnering with the leadership team and working with them to develop and deliver people plans for their business based on the business and HR strategies.  

I’ve successfully influenced and coached the leadership teams to develop their organisation and improve employee engagement.  This has been achieved by creating a positive focus on performance, employee communications and development delivered by successfully on-boarding great leaders, focusing on developing a pipeline of great leaders and addressing reward and performance risks.  

Change leadership has been continuous and was a key part of my role and skill set.  I have been involved in large to small, day to day pieces of change mainly focused on preparing and supporting the business to deliver change effectively.

I opted to take redundancy as part of a large central functions re-organisation.  This was a great opportunity for me to look for a new challenge and build on my experience and skills.

HR Business Partner

From June 2012 until October 2012 I was asked to undertake an interim position as HR Business Partner for the London & SE Area within the Operations, Service and Repair team whilst a permanent replacement for recruited and during this period I led the people agenda for the area.

I was involved in the full HR remit during this period and also maintained my responsibilities as HR Business Partner for Operations Support as well as my case management responsibilities for absence under the HR Manager role.

HR Business Partner (Secondment)

Advising and coaching line managers as part of a team of 4 HR Managers.  Providing case management support on all disciplinary, grievances, performance, absence and other people management matters, this included policy advice and support.  Project activity as required to support the development of the team and the services provided to the business.  

In addition to my HR Manager role from January 2012 I undertook additional responsibilities as HR Business Partner, Operations Support which allowed me to further develop my business partnering skills within British Gas.

HR Manager

EC Harris

Working with the Location Leader as his business partner to create and deliver the North West & Ireland People Charter (People Plan).  A generalist HR partnering role for the North West & Ireland region (Manchester, Liverpool, Warrington, Wales, Ireland) within a matrix based partnership organisation.

HR Advisor

SSL International

This was a generalist role supporting the Group functions (Finance, IT, Marketing, Supply Chain, Product Development, Project Management) as well as the UK Commercial Teams.

I was involved in supporting the business with resourcing, reward, disciplinary, grievance, attendance and performance activities.  

During my time at SSL I was also responsible for delivering a review of the absence management procedure as well as rolling out a development programme for line managers.  

I was also involved in other project activities including reviewing the approach for the development for trainee accountants and relocating employees to Australia to support the business' SAP roll-out.

Turning Point

Part of a new HR Shared Services Team providing Helpdesk HR Advice Service focused on Case Management.  This was a team that provided a remote service.  As this was a new team I was involved in developing our ways of working and processes.

Providing advice, support and coaching Business Directors and Line Managers on all Employee Relations matters within a complex unionised environment.  

I was also involved in providing operational HR support for TUPE and restructuring.

I would also manage relationships between the business and our legal counsel for Employment Tribunals

During my time I was involved in managing a CRB amnesty closure project, being the lead Senior HR Advisor for the implementation of a new Performance Review process and facilitating the performance review panel for the North area.

I was involved in coaching and development our HR Assistant/Admin team from a case management perspective.

Senior HR Advisor

Tetra Pak

Proving HR advice and partnering for the Technical Division as well as other Head Office functions (Finance, IT, Sales, Marketing and Environment).  

This involved working with the business area to deliver changes to working patterns whilst agreeing a 3 year pay deal as well as supporting on other areas including resourcing, attendance, reward, employee relations, development and performance management.

Personalised Leadership Development for Heads of + Directors - put THEM at the centre of their experience. ⭐️ Improve Confidence, Capability and Effectiveness - for Happier, Healthier and Higher-Performing Teams.

Helping HR and executive teams create confident and effective managers and leaders - who stay human! 

Helping them have teams that want to work with them because they are engaged, energised and higher-performing.

This is done through three important steps: Engage, Enable, Empower.

⭐ ENGAGE

Leaders can’t excel if they don’t know what’s expected of them or what success looks like.

We fix that, by:
→ Getting clear on what success looks like.
→ Creating our plan of action to achieve this. 
→ These become the foundation of our work together.
The result: Your managers and leaders get the clarity they crave (and the motivation to succeed).

⭐ ENABLE

60% of new managers and leaders start their roles with zero training or development. That’s a huge problem.

We change this, by:

→ Co-creating the success plan mentioned above.
→ Giving them a 24/7 online workspace packed full of high-impact resources.
→ Peer accountability from other leaders in our exclusive community.
→ 1:1 coaching with me: ILM Level 7 Executive Coach (with Next Level experiences)
→ Group workshops, Q&A sessions, and live events.

The result: Your leaders feel supported and have access to everything they need to thrive.

⭐ EMPOWER THEM TO LOVE WHAT THEY DO

Managers and Leaders who aren’t equipped to take action are less accountable and that leads to them not enjoying it!

We solve this problem, by combining:

→ Their clear success plan to create their personal development plan.
→ Our always-available self-development resources and tools.
→ 1:1 coaching to work through workplace challenges in real-time.

The result: They confidently OWN their role and responsibilities and perform with impact.

WANT MORE INFO? Let's talk 👇🏻👇🏻👇🏻

✉️ Ask me about BOOST for Next Level Managers and Leaders.
🤙🏻 Book your discovery call (in featured and at the top of my profile).

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The Battle

Steve Cornick

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