Human Resources Awards Blog

Chandra Clements, Director of One Legacy Pty Ltd, in Gold Coast, Queensland, Australia won the Gold Stevie for Female Entrepreneur of the Year in Asia, Australia or New Zealand in the Individual Awards categories of both the 2012 and 2013 Stevie Awards for Women in Business. (The 2015 Stevie Awards for Women in Business are looking for the world’s best female entrepreneurs, executives and employees. REVIEW THE ENTRY KIT HERE.)

After consulting to and working for several industries in multiple countries, Chandra Clements recognized an escalating need to increase levels of operational excellence, innovation, equity, and empowerment for the benefit of organizations, individuals, and communities alike.

Chandra founded One Legacy Pty Ltd in 2013 as a result. One Legacy offers customized solutions to address leadership, commercial and engagement issues across any industry or business. The business teaches leaders and team members how to leverage the power of their thinking and mindset to achieve the goals they desire.

Keeping It Simple

We asked Chandra what areas she felt would be the most important ones for her organization to focus on in 2015.  Her response: “The business world has faced a lot of challenges in recent times. People want solutions to their complex business and leadership challenges but need the solutions to be straight forward and easy to communicate to their people. One Legacy offer simple training and coaching tools to help address these problems. Simplicity is critical. ”

It’s All About Impact

Chandra left her role as CEO of global powerhouse Sentis to pursue her passion of changing people's lives through the application of neuroscience. She founded One Legacy so that, among other things, she could mentor and support various women, young girls, and charitable organisations towards achieving their goals.

Chandra has designed and written countless neuroscience and leadership programs targeting women's empowerment, entrepreneurialism, innovation in the workplace, confidence building, downsizing, redundancies and mergers, effective psychosocial leadership for managers and—her recent flagship— You First, a program targeting business culture and effective followership in the aviation industry.

“Winning a Stevie Award has rapidly expanded my profile across the globe,” Chandra told us. “I have had the pleasure of working across 28 countries, seven languages, and nine industries and people readily recognize that winning a Stevie is testament to the quality of my work. It has been invaluable.”

Added Chandra: “Doubt kills more dreams than failure ever will. Don’t doubt yourself: enter the awards!”

Asia-Pacific: A Great Opportunity

Chandra was the Guest Speaker for the Global Mining Conference in October 2013, alongside some of the top mining CEO's in Australia. She was the Guest Speaker at the 2013 Women's Global Empowerment Conference in Bangkok. She was MC and Key Note Speaker for the Annual OHS Leaders’ Summit in Australia and will be the key note speaker for the Newcastle University’s largest business and commerce fundraiser in October 2015.

As someone whose work frequently takes her to other Asia-Pacific countries, we asked Chandra for her view on the Asia-Pacific Stevie Awards.

“The Asia-Pacific region is in many ways an ‘acid test’ for the current economy,” she told us.  “If you can succeed there, you can succeed anywhere. The Asia-Pacific Stevie Awards is a great opportunity to put yourself out there and explore where you are benchmarked against your peers and competitors in the region.”

Making an Impact

In addition to her other achievements, Chandra is a 2014 Inductee in to the Australian Businesswoman’s Hall of Fame, and was the 2012 Telstra Young Business Woman for Australia. She has won nine Stevie awards across four years.

We asked her where she found the inspiration for all this activity. “You get one life,” she told us. “It needs to have impact and it needs to leave its mark on the world while making it a better place than when you entered it. This is the test of life as I see it. People will forget your wealth or your title but they don’t forget, they never forget the impact you have on them. This is my inspiration.”

About Chandra Clements:

After completing her business studies in 2001, Chandra Clements rapidly climbed the ranks of the corporate world to lead the global psychology-based workplace safety consultancy firm, Sentis.  In 2013, she decided to turn entrepreneur and established One Legacy, which consults to companies on operational growth measures, ethical business, human capital improvement, innovation, and sustainable business modeling.

Chandra built her professional career in organizational development and management roles at Rio Tinto, Fluor, Campbell Brothers, and Reward Distribution. In 2009 at Reward Distribution, she led a business of 380 employees to achieve a Lost Time Injury rate of zero, down from 19 two years earlier, whilst managing 26 sites, 2,800 suppliers and 75,000 product lines across Australia and New Zealand. As CEO of Sentis, Chandra delivered a 33% growth in revenue and a 230% growth in earnings before tax. She took the business from broke to bestseller in two short years.

In addition to winning the Gold Stevie Award for Best Female Executive (Asia, Australia & New Zealand) in The Stevie Awards for Women in Business two years running, Chandra was named the 2012 marie claire National Young Business Woman of the Year Award and also holds an Australia Day Young.

About One Legacy:

One Legacy is a successful coaching, keynote speaking and consultancy business dedicated to equity, empowerment and ethics. It was founded to change the world, one mindset at a time! The business fosters sustainable change through an understanding of the "Total Human Workplace" and what people need in order to succeed. 

Randstad, the second largest HR services and staffing company in the world, won two Stevie Awards for in The 2013 American Business Awards: a Gold Stevie for HR Executive of the Year in the Human Resources awards categories; and a Silver Stevie for Brand Experience of the Year in the Marketing awards categories. (Entries to The 2014 American Business Awards are now being accepted. Find out more here.)

Randstad recently published a survey showing how important a factor it is for a company to have women in positions of leadership when it comes to their prospective employees.  We asked Randstad for more information from their survey.  

Equal pay, more visible female leadership, and more family-friendly work policies are among the most beneficial ways in which companies can help women advance, according to male and female respondents to the latest Randstad US Employee Engagement Index study. More than three-quarters (76%) of the women surveyed felt whether a company “has women in positions of leadership” is important when considering taking a position with a new company.

When asked about the ways in which their company could best help women advance to leadership levels, following were the top 5 responses:

1. Not surprisingly, equal pay was cited most often among women (49%) and men (37%).
2. Having more women in leadership positions was the second most cited (named by 34% of women and 31% of men).
3. More family-friendly work policies was the third most cited overall, selected by 31% of women and 26% of men.
4. The fourth way was more leadership development programs for women, named almost equally by women and men (25% and 24%, respectively).
5. Men and women differed significantly on their opinions on number five on the list, with 28% of women and just 20% of men noting that greater flexibility in terms of scheduling/telecommuting would help in the advancement of women.

Driving Innovation and Corporate Success

The study also found that 67% of total respondents strongly/somewhat agree with the statement: “By 2020, I expect there to be many more women in leadership positions in my company or organization.”  

“With nearly one billion women poised to enter the global economy in the coming decade, and representing the majority of college and advanced degree holders, employers will be increasingly reliant upon women in the workplace to drive innovation and corporate success,” said Lisa Crawford, senior vice president, Randstad US. “In order to compete in the growing war for female talent in the years ahead, companies that encourage the development and attainment of leadership positions equitably will be well-positioned in their recruitment efforts. The pursuit of leadership rank is a universal aspiration, and therefore organizations that help their workforce achieve those goals, regardless of gender, will emerge successful.” 

Women in the Workplace

Women and men surveyed by Randstad US weighed in on a variety of topics related to employee engagement and women in the workplace. Other relevant findings included:

• Women are less likely to be considering a job change.
  In the next 6 months, according to Randstad’s Q3 2013 Engagement Study, 42% of men compared to 34% of women are likely to seek out a job in a different company; and 48% of men compared to 40% of women are likely to give a lot of consideration to a job offer.
• Women are Optimistic about Opportunities for Growth with Their Employers. 
  Only 46%of women expect to have to switch employers to grow their careers, compared to 56% of men.

Elevating the Conversation

As one of the world’s largest staffing organizations and the third largest in the United States, Randstad US is committed to elevating the conversation around women and work. The company regularly creates and curates content on its Women Powering Business blog and convenes live conversations about women in leadership through its Women Powering Business initiative. Randstad Technologies is also partnering with CIO’s Executive Council to host events focused on women in technology careers in Boston, New York, Washington, DC, Chicago and Dallas.

Randstad US recently launched an Inspiring Women in Our Lives contest on Facebook, focused on recognizing the women who are prevailing challenges, overcoming obstacles, and breaking barriers at home, in the office and in their communities.

Survey Methodology

The Randstad Engagement Index is comprised of findings from quarterly waves of research targeting employees and annual surveys of employers. The eighth wave of findings was conducted online between September 19 and October 4, 2013 from a national sample of 2,033 adults aged 18 and older who are currently employed full time from Ipsos’ U.S. online panel.

Weighting was used to balance demographics and ensure samples reflect the U.S. population of working adults. Employees and employers were surveyed to compare notable differences in perceptions and attitudes. Multiple waves of research allow for trending and to track changes in perceptions and attitudes over time.  Research into employee attitudes and perceptions will be conducted quarterly. Research into employer attitudes and perceptions will be conducted on an annual basis.

About Lisa Crawford
Lisa Crawford joined Randstad in 2010 as the Senior Vice President of Human Resources, Professionals. In this role, Lisa provides HR support with a focus on areas of high impact, such as employee relations, organizational development, policy and procedures, and workforce planning.

With fifteen years of experience in HR, Lisa is an accomplished HR leader with subject matter experience in managing rapid growth, acquisition, integration, and turnaround situations. Prior to joining Randstad, Lisa’s career as a marketing strategist for blue chip financial services and technology clients provided her with the unique insights to define and measure tangible HR business results for individuals, teams and the overall enterprise.

Lisa is a graduate of Dartmouth College.

About Ipsos Public Affairs
Ipsos Public Affairs is a non-partisan, objective, survey-based research practice which conducts strategic research initiatives for a diverse number of American and international organizations, based on public opinion research.  They are the international polling agency of record for Thomson Reuters, the world’s leading source of intelligent information for businesses and professionals.  To learn more, visit: www.ipsos-pa.com.

About Randstad US
Randstad is a $22.0 billion global provider of HR services and the second largest staffing organization in the world. From temporary staffing to permanent placement to in-house, professionals, search & selection, and HR Solutions, Randstad holds top positions around the world and has approximately 29,300 corporate employees and around 4,500 branches and in-house locations in 39 countries. Founded in 1960 and headquartered in Diemen, the Netherlands, Randstad Holding nv is listed on the NYSE Euronext Amsterdam. Learn more at www.randstad.com and access Randstad’s panoramic US thought leadership knowledge center through its Workforce360 site that offers valuable insight into the latest economic indicators and HR trends shaping the world of work.         

Fazoli's Italian Restaurants of Lexington, Kentucky, USA, won the 2012 Gold Stevie® Award for Human Resources Department of the Year in the HR awards categories of The 2012 American Business Awards, the premier business awards competition in the U.S.A. (The entry deadline for the 2013 ABAs is March 27, request your entry kit here and it will be emailed to you right away.) Here we look at the human resources awards winner's progressive and innovative practices which helped lead to an annualized savings of $2,192,000.

Fazoli’s is one of the largest quick-service Italian restaurant chains in the United States, and because catering is such a people-driven industry, its HR department plays a vital role in the company’s success.  Its four Associates have a combined 51 years’ experience with the company, and 59 years of total HR experience. The department provides HR support to nearly 5,000 Associates in 127 company-owned and 93 franchised locations in 26 states.

In 2011, Fazoli’s HR department, led by Vice President of HR Dave Craig, was instrumental in propelling the brand to its best sales and profit performance in over a decade. A 39% reduction in Associate turnover resulted in annualized savings of $2,192,000, while a relentless focus on “Right People, Right Places, Right Now!” contributed to an 18-month streak of same-store sales growth, despite challenging economic conditions.

Tools of the Trade

According to Craig, there were five elements that contributed to this success:

1. Implementation of PeopleAnswers®, an automated pre-employment application, assessment, and background check solution. Said Craig: “The PeopleAnswers (PA) program raises the bar on the quality of new Associates and provides our hiring managers with insight on whether to deploy new Associates in service or non-service positions. The hospitality industry is heavily dependent on the ability of front-line service workers—usually paid at or near minimum wage in a high stress, high turnover environment —to win and keep customers. Managers needed a reliable and predictive instrument to ensure top quality Associates are hired and deployed according to their unique talents and abilities.”  According to Craig, the PA system also enhances the efficiency of hiring and selection processes, saving hiring managers an average of eight hours per month, per restaurant.
   
   
2. Implementation of SilkRoad’s RedCarpet program, featuring automated on-boarding, orientation, and electronic employment records archiving. According to Craig: “As a company that regularly acquires new talent, this solution standardized new Associate on-boarding and orientation processes, and automated the new hire administrative workflow. I calculate that ROI has exceeded 3:1.”
   
   
3. Implementation of EBix®, an employee benefits and claims processing solution. Commented Craig: “EBix has eliminated paper enrollment and shifted our HR focus from manual benefits administration to proactive marketing and educating on essential benefits information.”
   
   
4. Development of a best-in-class GREAT GUEST SERVICE index, combining several workforce matrixes to create one combined customer service metric.  Says Craig: “This Index is used by Operations to predict customer service levels by location and to prioritize management focus accordingly. As a result, customer complaints have decreased by 39%. The Index has also revealed that our higher-scoring restaurants achieved 54% more incremental sales than lower-scoring restaurants.”
   
   
5. Completion of a 3-year Associate Engagement study.  According to Craig, this study revealed a direct correlation between engagement, sales, and profit. Every point of enhanced Associate engagement equals $12,539 incremental sales and $21,446 additional profit annually per location.

Delivering an Outstanding Customer Experience
These HR results were all part of the department’s 5-year plan, which was developed when Fazoli’s was acquired by Sun Capital Partners in 2006. The plan centered on adding enterprise value through enhanced customer service, and increased sales and profits via measurable enhancements to human capital.

“Fazoli’s pursuit of excellence is more than a slogan, it’s a mandate. The Stevie Award recognizes the critical role human resources management plays in our success,” said Carl Howard, president and CEO. “Recruiting and retaining the right people for both restaurants and support departments enables Fazoli’s to deliver our guests an outstanding experience. I am very proud that our human resources department, led by Dave Craig, was selected for this prestigious award.”

About Dave Craig:
Vice President of HR Dave Craig has been an HR practitioner in the restaurant industry since 1986, including the past 17 years with Fazoli's. Craig’s HR team has been nationally recognized for excellence in human resources programs and practices, and in addition to the Stevie Award was a Finalist in the 2010 National Restaurant Association's SPIRIT Awards

Craig is a graduate of Ohio University. He has also earned certifications as a Senior Professional, Human Resources and a Certified Fraud Examiner.

About Fazoli’s:
An American family favorite for more than 20 years, Fazoli’s is a leading, next generation QSR franchise opportunity. With a premium menu of freshly prepared Italian entrees, Submarinos sandwiches, and salads; a new service style featuring table service; and a contemporary new restaurant design, Fazoli’s is well positioned for growth. Already America’s largest Italian quick-service chain with more than 220 restaurants, Fazoli’s is expanding in select markets throughout the country. Founded in Lexington, Ky. in 1988, Fazoli’s was acquired by Sun Capital Partners in 2006.

As the final entry deadline for the 2013 Stevie® Awards for Sales & Customer Service, the world's top business awards for contact center, customer service, business development, and sales professionals, approaches on January 15, 2013, we wanted to provide you with several tips for submitting winning HR awards entries.(If you haven't already done so, you can request your entry kit here.)

To make the most out of your HR award entries, we suggest the following four tips:

1. Review the business awards categories.
The Stevie Awards for Sales & Customer Service feature more than 100 categories that recognize call center, customer service, and sales professionals.  The most attractive categories for HR professionals in this competition include:

1. Sales Education Leader of the Year
2. Sales Training Manager of the Year
3. Hiring and Recruiting Program of the Year
4. Sales Training or Coaching Program of the Year
5. Customer Service Training Team of the Year
6. Contact Center Leader of the Year
7. Sales Training Practice of the Year
8. Customer Service or Call Center Training Practice of the Year

2. Review the entry submission criteria.
Entries in these categories generally require an essay or case study of up to 500 words about the nominee’s achievements since the beginning of July of two years prior (for the 2013 awards, this will be since July 1, 2011); links to any online work samples, news stories, videos, etc. that support your case; and a biography of up to 100 words of the nominee or the leader of the nominated department or team.

3. Download our 10 Tips for Winning HR Awards in the 2012-13 Stevie® Awards tipsheet.
Our tipsheet will provide helpful tips and tools for making the most out of your entries.  

4. Contact us!
We love to answer your last minute questions. Contact us at help@stevieawards.com and we'll help direct you to categories that are right for your organization.

Get  instant updates; join us on Facebook, Twitter, and LinkedIn.

The first early-bird entry deadline for 2013 American Business Awards, the premier business awards program in the U.S.A., is Friday, November 16. If you haven't already done so, you can request your entry kit here and you will receive it right away.

To help you recognize your organization's achievements, we want to highlight our HR awards categories.

The 2013 ABA HR award categories are:

• Human Resources Department of the Year
• Human Resources Team of the Year
• Human Resources Executive of the Year

Information to be submitted online for entries in these categories include:

• An essay of up to 525 words describing the nominee's accomplishments since January 1 2012,
• A biography of the nominee or the leader of the nominated department or team of up to 125 words, and
• Optional (but highly recommended), a collection of supporting files and web addresses that you may upload to our server to support your entry and provide more background information to the judges.

In order to make the most out of your submissions, we recommend reviewing our 2012 Gold human resources award winning entries:

• Human Resources Department of the Year
  Fazoli's Italian Restaurants, Lexington, KY
• Human Resources Team of the Year
  DHL Global Forwarding, Miami, FL
• Human Resources Executive of the Year
  Steve Miggo, Senior Vice President, HR, Safelite AutoGlass, Columbus, OH

Want more ways to showcase your organization's HR professionals? We have several awards categories that may be of interest including: app awards, live event awards, video awards, and website awards.

The entry deadline for the 2012 Stevie® Awards for Women in Business, the world's premier business awards for women executives, entrepreneurs, and the organizations they run, is September 28. (If you haven't yet done so, you can download your entry kit here.)

To help make the most of your HR awards entries, we suggest the following:  

1. Download our 10 Tips for Winning HR Awards in the Stevie® Awards tipsheet.
   Our tipsheet will provide helpful tips and tools for making the most out of your entries. 
2. Review past winners' entries.
   Quite a few HR executives have won Stevies in the Best Executive categories of the Stevie Awards for Women in Business over the years.  Past winners include Eleni Antoniou, Director of Human Resources with High Performance Technologies, Inc., and Nancy Long, Chief HR Officer and Senior VP-Human Resources with Hitachi Data Systems, among others. 

Winners of the 2012 competition will be celebrated at the ninth annual awards banquet on November 9 at the Marriott Marquis Hotel in New York.

Need help picking the right categories? Contact us at help@stevieawards.com and we'll direct you to categories that are right for your organization.

There are eight business awards categories that should be of interest to human resource professionals looking to win HR awards in the 2013 (7th annual) Stevie® Awards for Sales & Customer Service, the world's top business awards for contact center, customer service, business development, and sales professionals. (All organizations and individuals worldwide are eligible to submit entries for sales awards and customer service awards. The early-bird entry deadline, with discounted entry fees, is October 10; request your entry kit here.)

The Stevie Awards for Sales & Customer Service feature more than 100 categories that recognize call center, customer service, and sales professionals.  The most attractive categories for HR professionals in this competition include:

1. Sales Education Leader of the Year
2. Sales Training Manager of the Year
3. Hiring and Recruiting Program of the Year
4. Sales Training or Coaching Program of the Year
5. Customer Service Training Team of the Year
6. Contact Center Leader of the Year
7. Sales Training Practice of the Year
8. Customer Service or Call Center Training Practice of the Year

Entries in these categories generally require an essay or case study of up to 500 words about the nominee’s achievements since the beginning of July of two years prior (for the 2013 awards, this will be since July 1, 2011); links to any online work samples, news stories, videos, etc. that support your case; and a biography of up to 100 words of the nominee or the leader of the nominated department or team.

Looking for more categories that may be of interest to HR pros? There are also new product and service categories, including two categories that recognize Workforce Management Solutions. See all new product awards.

As the final entry deadline for The 2012 International Business Awards, the world's premier business awards competition, approaches on 27 June, we wanted to provide you with several tips for submitting winning HR awards entries. (If you haven't yet done so, you can request your entry kit here.)

To make the most out of your HR award entries, we suggest the following four tips:

1. Review the business awards categories.
There are three award categories that are specifically labeled as human resource awards:

• Human Resources Department of the Year
• Human Resources Team of the Year
• Human Resources Executive of the Year

2. Review the entry submission criteria.
Information to be submitted online for these categories include:

• An essay of up to 500 words describing the nominee's accomplishments since January 1 2011
• A biography of the nominee or the leader of the nominated department or team of up to 100 words
• Optional (but highly recommended), a collection of supporting files and web addresses that you may upload to our server to support your entry and provide more background information to the judges

3. Download our 10 Tips for Winning HR Awards in the 2012 Stevie® Awards tipsheet.
Our tipsheet will provide helpful tips and tools for making the most out of your entries.  

4. Contact us!
We love to answer your last minute questions. Contact us at help@stevieawards.com and we'll help direct you to categories that are right for your organization.

Get  instant IBA updates; join us on Facebook, Twitter, and LinkedIn.

John Hovnanian, Senior Vice President of Human Resources & Chief Talent Officer at Williams Lea Americas, will Chair the final judging committee for the HR awards categories of The 2012 American Business Awards, the premier business awards program in the U.S.A. (Final judging is now underway for the 2012 ABAs. 2012 winners will be announced at one of our two awards banquets: June 18th at the Marriott Marquis in New York City or September 17th at the Julia Morgan Ballroom in San Francisco. Click here to order tickets.) Here we speak to human resource awards judge, John Hovnanian, about his top three tips for best practices in human resources.

What are your top 3 tips on best practices in HR?

1. HR is a business of people and should hold a significant place within an organization. At Williams Lea, we are not in the business of making widgets, we are a people business, and so HR plays a strategic role in the company.
   
   
2. One of the most important functions of an HR department is to ensure that the company is a great place to work.   It should provide opportunities for employees—and therefore the organization—to grow.
   
   
3. An HR department should have a set of values and goals that everyone can believe in and commit to. At Williams Lea, we have established five guiding principles:

• We are one integrated, aligned team
• We are students of the business
• We foster a strong customer-service culture
• We value our diversity and are respectful of each other
• We balance the need to think things through and have a consensus as a department with the pace of the business

Do you have a favorite app?
I read The New York Times online every morning on my phone, which keeps me abreast of everything that’s happening in the world.  Apart from that, I use Map My Run, as I run at least three times a week. I bring my phone with me on the run and it plots my course and my time. It also records my workouts and is a great app for helping me keep fit.

Who inspires you as a leader and why?
John F. Kennedy set a vision in place that had a lasting effect. He put a stake in the ground at the beginning of a decade and declared that we would land a man on the moon—something that had never been done before—and he inspired an entire generation to achieve that goal.

When you’re not at the office, what are you up to?
My wife, Marylou, and I were married in November. At the weekend, we like to take my Harley-Davidson out for a long Sunday-afternoon ride through the country and find a nice place to stop for lunch. Or we’ll go for a hike with our dog, Phin. Marylou is a professional photographer, so she takes amazing pictures of our adventures.

If you could choose another profession, what would it be?
Musician. In fact, I’ve been both a professional and semi-professional musician for 30 years. I play bass, rhythm, and lead guitar, and I sing. I’ve played in R&B bands, big horn bands, and rock bands. I’ve opened for bands like Blue Öyster Cult and The Marshall Tucker Band, and even played Woodstock in 1999. Currently, I’m in the process of recording a rock ’n’ roll jam album with a friend of mine. Our sound is along the lines of The Allman Brothers Band.

As someone at the top of your profession, what keeps you inspired or makes you hit the ground running in the morning?
The people. It’s the people who make a company and at Williams Lea everyone is working towards a common goal. There is an inherent lack of selfishness in everyone who works here that’s both exciting and infectious. The company works as a team.

About John Hovnanian:
John Hovnanian leads the Human Resources Department of Williams Lea Americas in New York. Prior to his current role, John spent several years at DHL serving as the Americas Region Vice President of Human Resources for DHL Global Forwarding (DGF), Vice President of Human Resources for North America, and as the Director of Human Resources for DHL Express. In addition to DHL, John has worked as an HR executive for several other major U.S. corporations, including The Hartford and Pitney Bowes. John holds a Master's degree in labor relations and HR management from the University of New Haven in Connecticut, and a Bachelor's degree in political science from the State University of New York (SUNY) at New Paltz.

About Williams Lea:
The Williams Lea Group is a leading global business-process outsourcing (BPO) organization specializing in corporate-information solutions that re-engineer end-to-end business processes. By combining its expertise with the latest integrated technology, Williams Lea is able to develop solutions that transform the way organizations communicate and exchange their printed and electronic information. The Williams Lea Group employs approximately 10,500 staff around the globe, with key centers in EMEA, the Americas, and Asia Pacific. Williams Lea works with many of the world’s most respected brands in sectors such as financial services, retail, FMCG, telecoms, investment banking, automotive, pharmaceutical, professional services, and public sectors. For more information, visit www.williamslea.com.