Mentaction is led by Michael Kaltz. Depending on the nature of the client's needs, we work together with a team of associates who are respected for their expertise and experience in their fields. Our policy is to work only with associates whom we know and trust, having successfully collaborated on previous projects.
Michael Kaltz is a Chartered Accountant and Chartered Tax Advisor who was a Partner in Ernst & Young LLP for 15 years, latterly specialising in Human Resources consulting and Employment Law. He was awarded a Distinction in his Masters Degree in Employment Law by the University of Leicester in 2014.
Since leaving the Big 4 environment at the end of 2004, Michael has enjoyed a varied career. Through Mentaction, he has provided employment-related advice to businesses ranging from SME's to FTSE 100 companies. Additionally, in 2010 and 2011, Michael ran a start-up interim management recruitment business at the request of a group of investors. Since 2011, he has been a Non-Executive Director and Chair of the Appointments & Remuneration Committee of an SME in the healthcare sector. From 2012 to 2016, Michael was a Public Appointments Assessor - a role in which he worked with Government Ministers and senior civil servants to ensure that Ministerial appointments to Public Bodies were made on the basis of merit after fair and open competition. Since April 2015, Michael has been a member of the Board of the Office for Legal Complaints and Chair of its Audit & Risk Committee. Since 2017, he has been a panel member for the Tax Disciplinary Board.
Michael sits on the Employment Tribunal as a lay member, giving him the dual advantages of familiarity with all the rules and procedure and of understanding what drives Tribunal panels to reach their decisions. He was an advocate for claimants who could not otherwise afford representation under the umbrella of the Free Representation Unit.
Michael's financial background and broad experience enable him to better understand clients' businesses and hence give employment advice tailored to their needs.
Andy Bedwell has considerable HR and line management experience, drawn from both FTSE 100 organisations and Global HR consultancy. He has worked with European boards to design key elements of HR strategy but has also held the implementation responsibility for Talent Management, Resourcing and Development. He specialises in assessment and development of key and senior talent but has also delivered programmes covering a wide range of the HR agenda.
Andy has over 15 years experience of designing and delivering leadership programmes across a broad range of sectors, functions and levels. He has led change programmes both as a consultant and as an in-company practitioner and in his earlier career was a senior line manager in a FTSE 100 business. Andy holds an MSc in Organizational Behaviour from Birkbeck, University of London, is qualified to BPS Level A and B in psychometric use and is an MBTI registered practitioner.
David Slee is a highly experienced international Human Resources Director and change manager with a track record of success in diverse sectors including Financial Services, Logistics, Manufacturing and Energy. He has worked throughout Europe - most recently in France and Poland - and further afield.
David has established, audited, modernised and revitalised Human Resources functions. He has also led projects relating to change management, turnaround and restructuring and organisation design and development.
David's areas of expertise have involved contributing to international mergers & acquisitions, carrying out HR due diligence, managing the integration process and establishing and leading the HR function in newly acquired businesses. David has a BSc in Behavioural Science from Aston University.
Sharon Varney is a specialist in developing people and organisations. She thrives on creating clarity in messy and ambiguous change situations. She works at a strategic level, helping to create more effective organisations, and operates at a very human level, helping people manage personal change and transition.
Sharon developed her expertise working as a senior manager in large, global organisations. Now she employs her cross-sector expertise to support senior leaders and HR directors within private, public and not-for-profit organisations. That may involve working with them to create a compelling people strategy; to develop internal OD capability; re-design organisations; or develop productive and effective leadership communities.
Sharon holds a doctorate from Henley Business School on organisational change leadership. She has conducted leading-edge research for Roffey Park Institute and the Institute for Employment Studies and published reports on OD, learning, employee engagement. Sharon is a regular speaker on OD for the CIPD.