Ola (aleksandra) Myszko-Jackson

Leading mental health charity with over 350+ employees operating across multiple sites and communities within a complex partnership matrix (NHS and health/social care providers). Joined Second Step in 2019 as HR Business Partner and progressed to Head of HR by establishing senior trust, stabilising HR delivery during turbulence, and repositioning HR as a strategic partner to the CEO and Board. Led people strategy, culture, and reward transformation through major organisational change (including restructures and TUPE), delivering measurable outcomes in engagement and retention while supporting rapid growth.

Stepped into a dedicated transformation role following relocation. Led the organisation's largest TUPE transfer to date as part of expansion into a new UK region (c.20% workforce growth), owning the strategic HR workstream and ensuring a controlled, compliant, and people-centred transition. Led workforce integration planning, risk mitigation, and stakeholder alignment to business objectives, while overseeing an HR Advisor to ensure seamless operational execution and continuity. Currently leading a strategic project with tight deadlines, designing a benefits offering and leading the review of the current HRIS system, from proposition through to implementation. I have also been trusted with developing Al for HR training (first Al implementation for the organisation) as well as developing agents to increase HR efficiency.

Senior HR leader partnering with the CEO and SLT, accountable for strategic and operational HR delivery and leadership of the HR & L&D function. Delivered a multi-year people agenda covering culture, reward, resourcing, data, systems and organisational resilience.

• · Engagement & culture: Strengthened employee voice and union collaboration; improved Investors in People engagement to 83% (2022).

• · Growth & workforce strategy: Supported scale-up from 250 to 350 through integrated recruitment, onboarding, retention and reward initiatives. . Reward & governance: Designed and implemented a new pay structure, benefits, and job benchmarking; secured Real Living Wage accreditation. . Strategy & operating model: Developed a 3-year HR strategy aligned to business priorities (recruitment, retention, reward).

◦ · Change & ways of working: Led COVID-19 transition to hybrid working and redesigned post- pandemic practices

• · HR tech & insight: Led HRIS transformation; established HR metrics and reporting, to improve data- informed leadership decisions. . EDI: Implemented post-Black Lives Matter initiatives including an Addressing Racism strategy and broader EDI approach.