The main point of contact for triaging all New Zealand ER mattersProviding strategic people and culture support to the New Zealand PartnershipConduit between internal and external legal counsel and talentEscalation point for all Oceania high-risk ER matters

This role is a member of the Talent Support Team and Talent Specialist Team leadership teams.It focuses on creating a proactive ER strategy and annual programs of work to support, developing a culture of using data to drive ER advice and a visionary and agile approach to managing employment relations matters. Responsible for playing a significant role upskilling and developing the Talent Manager (ER Manager) and Talent Advisor (ER Advisor) populations by designing, implementing and continually reviewing a structured, multi-faceted approach to ER skills development, comprising of ER forums, virtual and face-to-face training and a comprehensive development framework.Escalation point and responsibility for managing complex ER matters Oceania-Wide.

Responsible for leading, coaching and developing a team of 9 HR Advisors who provide the Oceania Firms with employment relations advice, support and coaching and who deliver macro projects Oceania-wide. Second in charge to the Team Specialist Team Leader with responsibility for coaching, mentoring and buddying of, and acting as an escalation point for the team of 6 Talent Managers.Employment relations management focus, specifically partnering with senior business leaders to manage highly complex employment relations cases across New Zealand and Australia.

The Talent Manager role is a mixed Employment Relations Management and HR Project Management role responsible for case management of complex employment relations matters and delivery of HR macro process management and HR project management across the Oceania businesses.

Fixed term New Zealand based role with Oceania wide coverage, reporting to the Australian based Talent Support Team Manager. Key areas of responsibility:Employment relations – complex case managementProject management and deliveryOrganisational development – macro-process managementCoaching and mentoring – business leaders and talent team membersRestructuring and redundancy management – Oceania-wideTraining and development

Regional HR Manager position reporting to the Chief Operating Officer with two direct reports. Member of the Auckland Operations Management team. In this role, I gained significant experience in collective bargaining, restructures, mediation and ERA hearings.I worked directly with senior leaders including the COO, National Fleet Manager, Regional Operations Managers and Regional Fleet Managers to develop and implement initiatives to support a high performing culture required to achieve business strategic objectives.Key areas of responsibility:Leading a small team of HR AdvisorsIndustrial and employment relationsChange managementRestructure and redundancy managementOrganisational developmentCoaching and mentoringOverall accountability for non-operator recruitment, on-boarding and induction

Regional HR Consultant position reporting to the National Manager HR. Member of the Regional Management Team. Provision of HR support to three business units over four sites with approximately 737 staff members.True business partnering role, working with Regional Operations Manager, Regional Fleet Maintenance Manager, Depot Managers and Duty Supervisors, coaching them to best manage their people to achieve organizational strategic goals and operational KPI through developing a high performing culture.Key areas of responsibility:Industrial and employment relationsUnion liaisonGeneralist HR consultancy Performance managementOrganisational developmentChange managementFrom April 2014 - August 2014 assisted the organisation during a recruitment and selection process by additionally providing cover to the Wellington Region on a two day per week basis. Quickly developed strong relationships and became a trusted advisor to the Regional Chief Operating Officer, Regional Operations Manager and Regional Fleet Maintenance Manager.

Promoted to HR Advisor. Supported a a large, complex portfolio of approximately 800 staff members. Diverse portfolio comprised of academic Faculties and Executive departments.Key areas of responsibility:Organisational developmentStrategic project deliveryEmployment relationsPerformance managementRestructure and redundancy managementChange managementLearning and development

Seconded to HRIT as a Business Analyst, Subject Matter Expert in Recruitment to undertake a major project (non-advertised fixed term appointment process) to design, test and implement an electronic module within PeopleSoft HR to support an online fixed term recruitment process for the University of Auckland.

Joined team at initiation and implementation for a new centralised HR service for generalist HR advice (solutions) and recruitment. Part of a team managing HR responses to 36,000 enquiries in year one of the centralised service.

Supporting the Remuneration and Rewards Consultants and actively participating in position description / role analysis and grading and the selection processes for awarding exceptional performers within the organisation.

Providing an effective and approachable HR first point of contact service by offering HR expertise, information, advice and support to managers and staff.