Sims joined software provider Access as customer services manager in 2007 and, within two months of joining, she was appointed customer and staff relationship manager. As Access grew and evolved, so did her role and she is now head of HR. Since stepping into HR, she has rung the changes at Access.
Last year, new employment contracts were introduced for every employee. Sims took the best elements from the five separate employment contracts that were in place at Access and worked with the board on contract enhancements before rolling them out to 315 employees. She also introduced a flexible work culture, replacing an outdated and unsuitable clocking-in system.
Sims brought in a preferred supplier list of recruitment agencies that have to agree to Access' terms and conditions and introduced the use of an intranet jobs board, a staff bounty scheme, and the Access website to reduce recruitment costs.
She has created a number of training schemes, including a consultant skills development programme and 'The perfect call' for the support team.
Last year, Access acquired an HR software company with 36 staff. Sims oversaw the acquisition, which included a change in leadership structure. She was also involved in helping five separate entities become one under the Access brand, taking best practice from each company to define the company handbook as it stands today.
During the downturn, Access underwent a redundancy programme. Before making any cuts, staff were surveyed on areas where money could be saved and, if suitable, these suggestions were implemented. Consultation with 300 staff took place in eight office locations over two weeks.
Sims is passionate about employee engagement and has introduced a number of schemes to enhance commitment. This includes 'The Big Thanks', which gave staff an option of cash, a pension contribution, a subsidised ski trip, extra holidays or a trip to Spain.
Most recently, she has been HR lead for the recent £50 million management buyout project.
With her ability to prioritise, it is not uncommon for Sims to have up to ten projects on the go at the same time, with an understanding of the commercial level of importance, linking what is important to the individual sponsor to the needs of the business, commercial reality and legal frameworks.
Looking to the future, Sims wants to maintain the same pace as the past two years, where Access has introduced numerous schemes for staff benefits and employee engagement, has seen the workforce become more efficient and has continued to hit growth targets. Her strong HR input has made the difference.
