Prior to joining RDBS Elaine worked in a variety of operational and strategic HR roles for the Metropolitan Police Service. Elaine predominantly worked in HR internal consultancy roles advising on the people aspects of major change programmes, including acting as the Engagement and Communication Manager for a large scale Transforming HR Programme. Elaine worked full time whilst gaining an MSc in Human Resource Management and Chartered CIPD status from Kings College London. At RDBS Elaine is the programme leader for the MA in HRM and teaches on a variety of strategic HR modules at postgraduate and undergraduate level. Elaine is also completing her PhD at Aston Business School. Her PhD studies are exploring inequalities in the HR profession. Elaine’s other research interests are focused on exploring the relationship between Organizational Development and HRM, for which she received an Early Researcher grant from UEL to complete. 

Programme Leader for the MA in HRM (CIPD Accredited)

Elaine's PhD studies focus on the career development strategies of men and women in the HR profession and explores causes of inequalities in relation to pay and senior positions. The wider issues of inequality, diveristy and inclusion are a key theme in all her research and teaching.

MA in HRM

BA in HRM

BA in Business Managament

PhD A Feminist Reappraisal of careers in the HR Profession (Third Year Aston University) 

HR and OD: The realities of integration in the UK (Conference Paper CIPD Centres Conference 2012) Nominated for the Beardwell Best Paper

The Challenges of HR and OD Intergration (Conference Paper) BAM Conference 2012

The Gender Pay Gap in the HR profession (Conference Paper) UEL Research and Knowledge Exchange Conference 2012

The realites of the HR and OD Integration (Conference Paper) UEL Research and Knowledge Exchange Conference 2012

Chartered Member of the CIPD

Chair of the East London/Docklands CIPD Group

HR and OD integration is advocated, as a means for the HR function to fulfil its organisational strategic ambitions. The increasing pace of organisational change means that it is an opportune time to fully embed OD theory and skill sets into people management. The humanistic value set of OD also affords the opportunity for change management to take on a more people centred and long term approach. But is this the reality of HR and OD integration in large UK organizations today?  In-depth interview data from 25 leading private, public and quasi-public sector organizations presented in this article reveals that effective integration is impacted by attitudes and behaviours of senior executives, underlying philosophical tensions between the disciplines and OD competency gaps in the HR function. The qualitative nature of the research highlights the significant influence of contextual factors in effective integration and calls into question existing descriptive and prescriptive assumptions concerning integration.