Works

Leading through change

  • Helping people find clarity and confidence when everything feels shaky.
    When teams are restructured, functions merged, or new regions integrated, the ground can shift quickly. In those moments, communication isn’t a nice-to-have, it’s what decides whether people spiral into anxiety or move forward with alignment. I’ve worked on large-scale structural changes where the task was as much about empathy as it was about information: creating comms strategies that stretch from early positioning and FAQs, right through to localised talking points and visual explainers.

    What I bring is calm in the chaos. I turn complexity into clear stories and keep an eye on what people really need to feel safe, respected, and informed while things around them are shifting.

    Project: Partnered with HR and senior leaders during a global functional realignment to deliver open and transparent comms. The approach helped reduce confusion, steady morale, and maintain trust across more than 15 countries.

  • Giving leaders a voice people want to listen to.
    Leadership visibility is about showing up well. Things like tone, timing, and authenticity can make the difference between a message that lands well and one that falls flat. I work with leaders to help shape announcements, fireside chat scripts and narrative arcs that sound like them (but with sharper edges and smoother flow), all with the aim of balancing honesty with hope, so people hear from a leader they can trust.

    What I bring is the ability to humanise authority. I align messaging with business goals while making sure leaders feel approachable, and even the hardest updates carry warmth and clarity.

    Project: Co-wrote a Chief People Officer message during a sensitive transition. The note combined strategic clarity with personal storytelling, resonated strongly across the business, and went on to become a benchmark for leadership comms.

  • Translating purpose into everyday language and lived moments.
    Refreshing culture and values is about storytelling, embodiment, and repetition in ways that actually mean something to people. I’ve supported in reintroducing purpose and values through layered campaigns, from leadership narratives and employee showcases, to launch materials and toolkits that make it easier for managers to bring them to life.

    What I bring is creative concepting rooted in behavioural insight, and an instinct for language that feels real and relatable. My aim is to help values feel less like “statements” and more like daily choices employees can recognise themselves in.

    Project: After an acquisition, there was a unique opportunity to refresh the company’s purpose and core beliefs. I supported this by helping to facilitate over 12 hours of focus group conversations across multiple countries, bringing diverse voices into the room. For 12 weeks, we gathered input, shared back insights weekly, and invited employees to shape the culture they wanted to be part of. From there, we translated those ideas into comms and culture work that made the beliefs tangible, including an Our Beliefs in Action storytelling series and bold visual assets that helped people see, hear, and practise the values in daily moments.

  • Turning big expectations into small, human shifts.
    People naturally prefer to walk the same path they’ve always taken since it feels familiar and safe. When we ask them to take a different route, there’s bound to be resistance. That’s human nature. Which is why change messaging has to lead with both clarity and care, gently nudging people in ways that feel personal, practical, and achievable. I’ve designed and led campaigns around behaviours, inclusion moments, and even new ways of using technology, always meeting people where they are, while pointing towards the bigger organisational goals.

    What I bring is the ability to design simple frameworks that can be flexible for different roles and realities, paired with creative hooks that cut through noise and really stick.

    Project: Partnered on the launch of the Citizen Behaviours guide with an employee-centred campaign. We focused on tone, relevance, and weaving behaviours into existing rituals of Career Conversations, so the guide didn’t feel like “extra work” but part of how people already showed up each day.

  • Embedding comms into every phase of transformation.
    Change communication is never easy. People are naturally resistant to change, so the real task is guiding people through uncertainty until they feel confident and capable in the change. I can help map out exactly who needs to know what, when, and how, so that the change that comes with introducing a new tech system, or rolling out new processes, feels a little less unnerving and a little more supported. It's important to bring people who make things happen on the ground along the journey from the start, and through every stage of the change lifecycle, all the way from awareness to adoption and beyond.

    What I bring is a bit more structure to keep things on track when things feel chaotic, empathy to see the change from people's perspective, and a way with words that makes even the most complex changes feel clear and doable.

    Project: Partnered on the global rollout of a new onboarding/ offboarding process and helpdesk experience within the Oracle system. I helped shape the tone of voice, timing, and copy, while equipping relevant stakeholders with tailored tools to help their teams adapt. The result was a rollout that felt considered and with adoption supported at every touchpoint.

Campaigns that connect

  • Bringing real voices to the forefront, one story at a time.
    I think the quickest way to build belonging is through stories that reflect the real lives behind the screens. I’ve co-created storytelling campaigns that showcase people in all their depth, from engineers on site, to interns taking their first steps, all the way to the quiet leaders who shape culture behind the scenes. These stories let others see themselves in the organisation, while also making the company’s values feel lived rather than just written.

    What I bring is language that's easy to understand, clear, and repeatable (like story templates or interview formats). I spotlight people in ways that feel authentic to them.

    Project: Launched a global people stories series sharing insights from personal journeys, drawing natural links to the company's wider strategy, and this resulted in building a stronger sense of recognition and belonging across regions.

  • Making care visible, and sustainable.
    Wellbeing isn’t a one-time campaign. To really matter, it has to show up consistently, in ways that feel relevant to people’s lives. I helped shape and roll out a quarterly wellbeing rhythm with different themes and practical tools people could actually use to take their wellbeing into their own hands. From digital campaigns and posters to checklists, stories, and even manager toolkits, the aim was to weave wellbeing into the rhythm of work rather than treat it as an extra.

    What I bring is the ability to balance tone and urgency, creativity and clarity. I try to pay attention to what employees genuinely need from wellbeing support, not just what looks good on paper.

    Project: Designed and delivered campaigns for three pillars: Financial wellbeing, Emotional wellbeing and Physical wellbeing for three years. This included a guidance pack for wellbeing champions, email banners, posters, infographics, 30 day challenges and storytelling prompts, with a clear call to action that encourages an open conversation.

  • Celebrating differences while reinforcing shared purpose.
    Inclusion work can easily slip into surface-level slogans if we’re not careful. For Inclusion Week, the aim was to go deeper and create a full content experience that felt reflective, engaging, and grounded in real voices. We invited people to share, question, and celebrate inclusion, which meant carefully crafted webinars, storytelling prompts, thoughtfully chosen visuals, and communications that carried respect as much as energy.

    What I bring is strong tone sensitivity, inclusive language, and holding both celebration and challenge in the same message. These things help people to see how those differences are something to be proud of and show how they can connect us back to a shared culture and purpose.

    Project: Shaped the tone, messaging, and employee invites for Inclusion Week events globally. The result was communications and webinars that felt respectful and inviting, encouraging people from every region to engage out of genuine interest and openness.

  • Turning tech into emotion.
    Recognition platforms don’t succeed because of the tech itself, they succeed when employees actually want to use them. The challenge is in moving recognition from “clicking a button” to a genuine act of appreciation. For the global rollout of a recognition platform, I put my energy into linking the platform to culture, values, and those little everyday moments where a simple ‘thank you’ makes people feel seen and valued.

    What I bring is the ability to explain tools in clear, friendly language and to emotionally anchor functionality so it feels meaningful and truly seen as an asset in the eyes of the people rather than another tech they need to get familiar with.

    Project: Developed launch messaging for the company’s recognition platform, helping people connect the dots between recognition, belonging, and values, especially for managers, as they play a role in employee attrition. The result was a tool that didn’t just exist in the background but became a visible part of daily culture.

  • Reframing growth as a personal, meaningful path.
    Growth can often feel like a checklist of skills or a ladder to climb, but real development is rarely so linear. To breathe life into the Career Conversations programme, I helped frame career growth as a personal journey with employees as the explorers of their own paths. By weaving in the classic hero’s journey arc, it was exciting to see the campaign speak to curiosity, courage, and self-discovery rather than obligation. The aim was to increase self awareness and make career conversations feel empowering.

    What I bring is concepting that digs deeper and emotionally anchors rather than “pick a path”, and combine that with writing that sparks motivation, personal ownership, and relevance across roles and regions.

    Project: Created campaign language and direction for the Career Conversations, guided Oracle journeys, and Skills Centre. This included hero-themed storytelling, employee voices, manager toolkits, and platform walk-throughs, giving both employees and leaders the confidence to approach growth in a way that felt meaningful, relatable and human.

Events and experiences

  • Making global feel personal, one quarter at a time.
    I've helped transform Global townhalls into two-way experiences instead of passive meetings. I help shape the messaging that goes out, coach leaders on tone and delivery where needed, ensure we’re sharing updates people need to know about, and spark a dialogue. I ensure there's diversity of voices, relevant content is shared, and make sure there's a strong focus on Q&A keeping people leaning in.

    What I bring is a strategic ear for what employees need to hear, and pair it with the creative drive to keep it fresh. And people actively make time for it.

    Project: Partnered with senior leaders to design quarterly townhalls that consistently draw high attendance. This included layered comms before, during, and after, from invites and posters with QR codes, to toolkits for managers and post-event summaries that kept site employees in the loop.

  • Bringing early careers to life with purpose and connection.
    For graduates, the first big company event sets the tone for how they see their future. This year, the global graduate event spanned two days, the first time it was held at this scale. I supported the full communications journey, from welcome packs and framing workshops and the post-event wrap-up. And I designed and delivered two visible communications workshops, helping graduates develop their own personal brand voice and build their own profiles.

    What I bring is messaging and facilitation of events, creating warm and intentional experiences that are worth the time, and make people feel included and genuinely valued.

    Project: Partnered with People Development team to shape the full experience of the Global Graduate Event, including event comms and a hands-on communications workshop. The graduates left informed, inspired, and better equipped to make their voices heard.

  • Bringing wellbeing tools to life.
    The launch of the step count app (Wellbees) brought people together globally as they tuned into their physical wellbeing with intention and tapped into some fun regional competitions with eachother. I shaped messaging that reduced the overwhelm of adding a new app, connected their smart watches/phones, and built curiosity.

    What I bring is the ability to connect digital platforms to real human needs, making campaigns feel engaging and relevant.

    Project: Delivered the comms for the Wellbees app launch, running across one quarter, including teaser banners, how to join and weekly feature spotlights, the campaign turned the app into a shared experience people wanted to be part of.

  • Helping people own their story and their next step.
    Career development can feel vague, unclear, intimidating or something people postpone for later because they don't really know where to start. I helped to shift that mindset by designing the end-to-end communication journey with the focus on making growth feel personal and practical, guiding people to pause, reflect, and have more honest conversations about their future.

    What I bring is campaign messaging rooted in real-life human behaviour, storytelling that frames career growth as an ongoing journey, and toolkits that give people the confidence to take the next step.

    Project: Designed and delivered the full communications for the Career Conversations journey and Skills Centre, including themed emails, short explainer videos, video storyboards, and practical manager and employee guides. The campaign reframed growth as an exploration rather than a chore, helping people see their development as both meaningful and achievable.

  • Turning ‘Day one’ into the start of belonging.
    Starting a new role can be overwhelming, for new joiners but also for the hiring managers. So I partnered with HR and we mapped the moments that matter before, during, and after Day one, creating messaging that guided the relevant people through the practical while also weaving in cultural immersion and connection.

    What I bring is end-to-end thinking that keeps the journey coherent, tone of voice consistency across multiple functions, and a care for those early, often-overlooked questions that shape whether someone feels like an employee… or part of the team.

    Project: I wrote welcome messages, guidance documents, and Oracle comms for the from recruitment to pre-boarding, onboarding and beyond. By connecting global standards with regional nuances, we helped create one clear, supportive experience across countries and functions, making employees along with their hiring managers feel anchored from their very first steps.

Making the complex simple

  • Policy rollouts

    Making policies feel empowering, not overwhelming.

    Policies are meant to safeguard the company and its people. But they do more than that, they signal culture and can even help attract and retain talent.

    When we launch a new policy (leave, flexibility, maternity, remote work, safety, etc.) or update an existing one, I work with the right teams to shape comms that answer three simple questions: What’s changing? Why does it matter? What do people need to do?

    The goal is to remove fear and friction, reinforce culture, and keep the doors open for questions.

    What I bring is ways to simplify formal policy language that people find easy to understand while staying fully compliant.

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Making the complex simple

  • Making policies feel empowering, not overwhelming.
    When launching new or updated policies (leave, flexibility, remote work, etc.), I work closely with relevant teams to shape comms that clarify what’s changing, why it matters, and what people need to do. It’s about removing fear or friction and reinforcing culture in the process.

    What I bring: the ability to simplify formal policy language while staying fully compliant.

    Sample project: Shaped messaging for the 2025 Flexible Work and Leave Policy launch, including Culture Day, using FAQs, leader cascades and employee summaries to boost clarity and engagement.

  • Connecting systems and people after structural change.
    Following an acquisition, I supported the integration of core systems including HR, IT, and communications tools, into one unified experience. I helped translate the complex into the understandable. This was about helping people trust and use unfamiliar tools in a new environment.

    What I bring: language that reduces resistance, copy that guides without overwhelming, and messaging that supports long-term adoption.

    Sample project: Developed comms and tone for the rollout of various system transformations post-acquisition, bridging technical detail and employee experience at every step.

  • Giving managers what they need, clearly and at the right moment.
    From Oracle processes to performance reviews, I’ve built manager-facing communications that anticipate their questions and support them with clean, timely guidance. These toolkits are designed to reduce stress and increase confidence, not just deliver instructions.

    What I bring: structured thinking, repeatable formats, and a tone that respects managers’ time.

    Sample project: Created a manager toolkit series including checklists, reminder templates, and system walkthroughs for onboarding, helpdesk and career tools, all tailored for different regions.

  • Making values-based behaviour feel clear, not compliance-heavy.
    Legal training and ethics refreshers can often feel dry or disconnected. I helped reposition Code of Conduct communications with language that reinforced trust and accountability, while ensuring employees understood what was expected and why.

    What I bring: responsible tone, high attention to detail, and the ability to humanise serious content without watering it down.

    Sample project: Supported internal rollout of updated Code of Conduct and legal training resources through intranet blurbs, visual summaries, and simplified explainers.

  • Communicating with honesty during moments that define culture.
    M&A announcements aren’t just corporate milestones, they stir uncertainty, hope, and everything in between. I’ve supported comms during acquisitions by shaping transparent messaging, anticipating employee questions, and crafting leadership narratives that balance strategy with empathy.

    What I bring: calm, confidentiality, and a strategic voice that builds trust while navigating unknowns.

    Sample project: Partnered with the project team to craft internal messages during an acquisition, including leader Q&As, cascade toolkits, and sensitive employee updates.