Overseeing and driving the Australian business. Focusing on growth and our people, ensuring we deliver the highest quality of service to those we serve. In the absence of a CEO and COO.

This role works across the Horizon Group, the Horizon Group consists of HomeInstead Switzerland, Home Instead Ireland, Home Instead Australia, Home Instead New Zealand, Home Instead Netherlands and Home Instead France. Reporting directly to the Group CEO, this role provides executive and strategic business support to the Group CEO. From strategic decision-making to operational details, this role combines comprehensive vision with a detail-oriented approach, making it a pivotal function for the Group CEO.

Home Instead is a provider of in home care, providing the highest level of care for our seniors in the community. The Board of Directors role provides an important check and balance in the governance of a private company. They provide independent oversight and advice that can help the company make better decisions and avoid risks.

Working across the Horizon Group as a Group Chief People Officer. The Horizon Group operates in Australia, Switzerland, Ireland, Netherlands, France, New Zealand. The Group Chief People Officer is responsible for the development of the People and Talent Strategy. Working collaboratively across the group to gain alignment of people processes and tools to support business growth. This role will work as a strategic business partner to the People Leads and Senior Leadership Team. Overseeing HR Teams in each country to drive the Group People Strategy with the main aim of being an Employer of Choice and operating as one team.

As the Director of People & Culture I am responsible for setting the strategy for the People Space and ensuring it is linked to the operational business. My passion is people development and looking at ways to unlock the potential of all people, through supporting Key Stakeholders with the operational day to day functions and strategic leadership of their human capital. I am accountable for creating and executing People strategies that push the boundaries of HR in order to improve functions and increase engagement, performance and tenure. Alongside the delivery of big picture objectives, execution of day-to-day People operations including every touch point within the employee life cycle. Including but not limited to learning development, talent and market insights, engagement, coaching, all aspects of performance management, employee relations delivery. Providing advice and guidance to franchise owners is critical to ensure they have a strong HR platform which includes policies, developing comprehensive employment contracts, developing jobs descriptions, creating performance review processes, introducing HR technologies and developing attraction and resourcing strategies.

As the People & Culture Manager I am ultimately responsible for helping the business unlock its people potential, through supporting Key Stakeholders, Franchise Owners and Managers with the operational day to day functions and strategic leadership of their human capital. I am accountable for creating and executing People strategies that push the boundaries of HR in order to improve functions and increase colleague engagement, performance and tenure. Alongside the delivery of big picture objectives, execution of day-to-day People and Talent operations including every touch point within the employee life cycle. Including but not limited to talent and market insights, engagement, coaching, all aspects of performance management, employee relations delivery. Providing advice and guidance to franchise owners is critical to ensure they have a strong HR platform which includes policies, developing comprehensive employment contracts, developing jobs descriptions, creating performance review processes, introducing HR technologies and developing attraction and resourcing strategies.

The Star Entertainment Group is an ASX 100 listed company who own and operates The Star Sydney, The Star Gold Coast and Treasury Brisbane. With a vision to be Australia’s leading integrated resort company, there are wide-ranging employment opportunities in gaming, hotels, restaurants, bars and many other entertainment offerings.With 9000 team members welcoming around 22 million guests each year across three properties, there are seven hotels, around 60 restaurants and bars and world class gaming facilities.To develop the future strategy for the people experience at The Star Entertainment Group, with a view to long-range implementation of initiatives in the employee lifecycle journey, including:• Sourcing - Responsible for the overarching sourcing strategy to ensure that we attract, identify, retain and select critical talent aligned to workforce planning strategies to ensure we have a futuristic view. Identifying the potential sources of future talent pipeline for The Star, both internally and externally, for execution within the People Delivery & Support teams Talent management & succession planning• Employer Brand - Continue to define and develop the Employment Brand and Employee Value Proposition strategies. Ensuring it speaks powerfully to internal and external stakeholders, as well as indicating activities which can bring these to life. Ensure the Delivery & Support teams embed these into their processes and practices• EVP - continue to develop and define what The Star Entertainments brand internally and externally looks like.• Succession Planning - Developing a robust and practical process which prepares for succession and the identification of future leaders at The Star Entertainment Group. Support the Manager, Career Pathways in developing the learning strategy to achieve these outcomes. Review and evolve succession planning processes so it facilitates career development, succession planning and retention strategies for key talent

Providing support to business leaders to ensure we attract, identify, retain and select critical talent aligned to our workforce planning strategies. Development of the future strategy for the people experience at The Star Entertainment Group, with a view to long-range implementation of initiatives in the employee lifecycle journey, including: Responsibilities• Identifying the potential sources of future talent pipeline for The Star, both internally and externally• Continue to define and develop the Employment Brand and Employee Value Proposition strategies. Ensuring it speaks powerfully to internal and external stakeholders, as well as indicating activities, which can bring these to life. Ensure the Delivery & Support teams embed these into their processes and practices.• Support, manage and lead the two QLD talent acquisition teams (within this team I had 4-12 direct team members) to reach and exceed their KPI’s, lead the team to ensure high levels of team engagement providing learning, developing and stretch opportunities, disciplinary, performance improvement, and redundancy.• Develop and manage external partnerships and clients to create strong foundations for future people growth.• Develop Talent Acquisition sourcing strategies including digital and social media, talent pools, talent mapping, advertising templates with a particular focus on creating on-going pipeline for critical roles• Develop improvements to the Hiring Manager and Candidate experience including business partnering opportunities and implementing leading practice recruitment strategies• Continually reviewing and developing new innovative processes and tools to ensure our process is maintaining its pace and success• Providing and coaching senior managers through the recruitment process• Project work including – Assessment and video interviewing tools for the group, EVP, Development and execution Gold Coast tower recruitment and upcoming mapping for Queens Wharf

AMP is a leading wealth management company operating in Australia and New Zealand, with selective investment management activities in Asia (through AMP Capital Investors) and a growing banking business in Australia. As a People and Talent Advisor I was responsible for the recruitment and onboarding of high caliber candidates to join AMP. This role was fundamental in the succession planning and growth of the financial industry for AMP. This role focused on talent management, strategic sourcing and partnerships. I was accountable for building relationships with Line Managers, providing attraction, selection and employee engagement solutions in support of achieving their business objectives. Within this role I was responsible for developing recruitment strategies, and training both Senior and Middle management on best recruitment practices.• Creating and delivering effective HR strategies• Developing and delivering highly effective recruitment and retention strategies• Providing broad HR generalist support and advice to the business • Providing and coaching senior managers through the recruitment process• Involvement in the group’s attraction strategy in conjunction with our internal advertising team. • Identifying key talent from within licensee businesses for succession planning and the overall management of succession plans for expansion• Reporting to the Head of Recruitment (Sydney) on new hire and retention statistics.• Building and maintaining strong relationships with a range of stakeholders to drive the businesses talent.• Maintaining relationships’ with all external recruitment agencies• Maintaining relationships with the RTO’s and Universities• Advice and support on best practice recruitment processes to ensure a futuristic view• Advice and coaching on ways to retain and develop employees• Development, education and training for external RTO’s, Universities and career evenings to drive interest

Michael Hill is one of Australia’s leading jewellers founded in 1979. For over 30 years Michael Hill has shared its vision locally and globally with customers in New Zealand, Australia, Canada and the United States, and earned the reputation for quality jewellery along the way.As the National Recruitment Manager I was accountable for managing the recruitment team and building relationships with Regional and General Managers, providing attraction, selection and employee engagement solutions in support of achieving their business objectives. Within this role I was responsible for developing national recruitment strategies, re-launching our employer brand, re-designing a cost effective in-house recruitment process and training both Senior and Middle management on best recruitment practices. Within this role I had 5 direct reports.• Develop and create internal recruitment processes, framework, toolkits and tools• Research and selection of ATS including execution and training for internal recruitment team, store managers across 4 countries and senior leadership team• Manage the key talent pool of retail roles across the business in Australia (over 160 stores, 9 regions)• Providing and coaching senior managers through the recruitment process • Creating training programs for store managers and senior leaders on best practice recruitment processes• Driving performance of the Australian Recruitment Team (weekly and monthly KPI’s – 8-10 interviews per day,15-20 placements per month for MIT’s and 30-40 placements for my sales recruiters per month)• Evolving and managing the group’s attraction strategy in conjunction with our internal advertising team. • Identifying key talent from within the business for succession planning and the overall management of succession plans for employees• Building and maintaining strong relationships with a range of stakeholders to drive the businesses talent.

Providing generalist advice to the management team and employees in the New Zealand, Victoria, QLD, NSW, South Australia and the Global Head Office. Training and providing coaching to the retail and support centre teams. Mentoring a HR Admin Assistant. Engaging and supporting the retail business with accurate and business savvy advice to ensure the best outcome for both the business and the employee. Supporting all levels of business from Sales Professionals, Store Managers, Regional Managers, Assistant General Managers & Retail General Manager and Group Execs. My key focus at Michael Hill was to provide HR advice with a difference; I personally believe that the only way to support a business in a HR function is to have a full understanding of the business. Providing advice at all levels involves always looking at each issue from all aspects and weighing up the options and risks. Ultimately it’s important to partner with the business and provide a consultancy approach at all times.

Working as the HR Manager, I established the businesses HR platform where I re-designed and established all systems, processes and documentation. This role managed all aspects of HR, Recruitment and safety for the growing business.•Management of the recruitment process utilizing a 360 degree process•Provide HR & IR advice to company management and owners•Provide relevant documents to the payroll manager •Management of Staff contracts (AWA’s) to ensure compliance at all times to the relevant awards•Provide advice to the business on all HR queries •Implementation and management of the company staff uniforms.•Assisting of the day to day running of the social club•Preforming all staff performance counseling in conjunction with the line managers•Management of the companies Policies and Procedures •Development of all training programs including the safety training to ensure compliance.•Producing the staff rosters as required and liaises with staff for labour requirements. •Management of all work cover claims from start to end including rehabilitation•Management of staff recruitment and talent pools of casual workers

Within this role I was accountable for all adminstration activities that support the payroll and HR functions for David Jones.My key responsibilities included daily management of the payroll system and working with the management team to ensure all exceptions were dealt with in a timely manner. Supporting the HR Manager with any administrational tasks.•Providing all tasks related to the daily payroll processing including exception reports and follow ups•Advising on employee entitlements•Assisting and maintaining budgets/commission reports to the financial admin manager for approval•Administering the weekly rostering for the employees•Assisting in all general administration duties as required•Management of the HR Managers schedule and appointments•Management of all work cover claims from start to end including rehabilitation•Management of staff recruitment and talent pools utilizing the 360 process •Maintaining and updating the employee files•Processing of staff discounts for employee purchases•Provided accurate employee contracts, employment data and payroll advice to managers within the business•Liaising with store management & employment agencies•Purchasing and invoicing for suppliers•Assisting with the maintenance of all HR related filing•Sales Assistant•Customer Sales•Handling money (inc. pickups & balancing)•Displays•Stock control and stock take•Customer enquiries•Customer special orders•Customer Sales•Handling money (inc. pickups & balancing)•Displays•Stock control and stock take•Customer enquiries•Customer special orders