- People / Employee experience research and design- Roadmapping, winning investment for and deploying the systems and infrastructure needed to deliver on those experiences- Measuring the alignment of infrastructure (systems, processes, etc) to target experiences

Leadership of People Analytics, HR Technology, Strategic Workforce Planning and Organisational Design.- Transformed the reporting function into an industry-leading analytics and research team.- People Technology Roadmap, implementation and run, including securing unprecedented investment in a major program of work.

HR Systems strategy, projects / operations, and the HR Reporting & Analytics team.- Developed employee experience-centric HR Technology Roadmap.- Secured program investment for hire-to-retire development of new HR technology.- Successfully acted as Sponsor-delegate for the development of the new HR tech suite (SuccessFactors implementation).- Established a new team of 10 FTE, integrating experience design, system implementation, BAU support and HR analytics.

Business strategy, planning and governance across Learning & Development, Leadership, Recruitment and Diversity.- Established departmental strategy and strategic review / realignment process.- Developed financial management rigour and routine in partnership with Finance.- Implemented vendor management / procurement policies and processes.

Learning and capability strategy, diagnosis, consulting and sourcing for central Business Units. - Developed integrated and consistent Performance / Talent Strategy for central functions.- Full workforce model and plan to support $1bn capital investment plan across Parcels Division, contributing to two successful Board Papers and two presentations to the Executive Committee.- Developed competency frameworks, development solutions and sourced providers for strategically imperative Business Units.

Responsibility for Global Learning & Development / Change Management projects, leading a team of 10-20 Project Managers, consultants and instructional designers. Total project budget of approximately $12m.- Established Learning & Development functions within two of ANZ’s offshore operational hubs.- Implementation of new Project Management technology infrastructure.- Reduced, refined and consolidated ANZ’s core compliance online learning programs, reducing employee time commitment by one third, while significantly improving the quality of the learning experience. Estimated productivity savings of $5m per annum.- Directed the delivery of risk awareness training to 40,000 employees, increasing understanding of their role in identifying and mitigating risks.

- Developed ANZ’s first Learning Technology strategy, addressing the requirements of enabling ANZ’s expansion into Asia and increasing centralisation of operations.- Achieved significant reductions (30 – 50%) on some of ANZ’s largest learning and development contracts.- Conducted a review of ANZ’s entire learning spend, resulting in re-allocation of budgets, new budgeting processes and standards. - Affected the first centralisation of ANZ’s learning spend, with 10% of ANZ’s budget now directed at organisation-wide learning initiatives.- Developed a vendor engagement policy and governance structure, to ensure that existing suppliers could be utilised and economies of scale achieved.

- Developed the Australia Operations Offshoring Business Case- Developed effective consulting relationships with ANZ’s off shoring partners, ensuring that third-party skills and resources could be used to accelerate off shoring efforts.- Developed process documentation / transfer standards to ensure the effective transition of processes to off shore hubs.

- Re-worked and re-negotiated budgets with Business Unit clients, resulting in significant savings to the organisation during a financially challenging year.- Implemented a new operating model and structure that focused on ‘Performance Consulting’ practices, encouraging a more holistic view of competency development requirements, beyond stand-alone training.- Substantially increased productivity through process re-engineering and leadership initiatives, e.g. an increase in facilitator utilisation by 50% in six months.

Business Intelligence / HR Analytics:- Transitioned the HR Reporting team to a Business Intelligence function, moving from the provision of raw data to insightful commentary and interactive dashboards.- Developed new reporting IT infrastructure, with data extraction technology and business intelligence tools.- Developed a workforce planning tools providing an insight into staffing supply and demand issues, during times of both workforce expansion and contraction. Learning Technology:- Full upgrade of the Learning Management System (LMS). This project ran on budget, within timelines and delivered extensive feature improvements for staff, which the global LMS was not able to emulate until 2011.- Transition of some 20% of learning to online learning, achieved through promotion, standards and effective vendor engagement.Payroll:- Increased payroll SLA performance from 5% to 99% through a strong focus on process re-engineering, process controls / monitoring, workflow tracking and staff reward and recognition systems.- Reduced personnel by 20%, achieved through increased capacity brought on by performance improvement and off shoring large volume, repetitive and rule-based processes.

- Implemented a new Learning Management System in a very short time-frame, within budget / quality constraints.- Integrated ANZ and National Bank’s two learning technology platforms, retaining the best functions of both operations and their associated processes. - Developed and actioned learning technology strategy.- Developed the core online learning, including compliance and induction training.

- Developed a team with limited project management experience into a Certificate IV qualified team, with well documented processes and strong customer relationships.- Delivered a series of process re-design projects that increased SLA performance by two-fold.- Implementation of new Change Management technology platform.