The People & Culture Lead for Australia and Singapore holds a key position within the regional leadership team, reporting to the General Manager. The role oversees a team consisting of a Recruiter, Generalist, and Coordinator. The primary focus is on strategically collaborating with the business to foster a positive organisational culture, drive talent management initiatives, promote inclusion and equity, develop leadership capabilities, facilitate people development, and enhance the employeevalue proposition during the scaling up of the business.Key responsibilities:- Providing active coaching and support to the People and Culture team, fostering both team and individual growth and capability development.- Developing and executing short and long-term People & Culture strategic plans that support Allpress's five-year growth plan.- Acting as strategic partner to senior business leaders and provide expert guidance on the whole employee lifecycle.- Performing as second in charge in the Global People & Culture team and executing major global People & Culture projects.Significant highlights:- Enhanced Allpress' EVP by scaling up cultural and health and safety development and growth, as well as the development of incentive programs. These efforts significantly improved candidate attraction, reduced absence rates, and increased engagement levels.- Actively contributed to building a sustainable business and achieving B-Corp accreditation, demonstrating Allpress' commitment to environmental and social responsibility.- Undertook a temporary assignment as Global General Manager of People & Culture for a duration of two months. This opportunity allowed me to gain valuable experience and further strengthen my expertise in a broader leadership capacity.

The People & Culture Business Partner played a critical role in driving MedicalDirector's strategic and operational HR direction. Reporting to the Head of People & Culture and the CEO, this role had one direct report, the People & Culture Administrator.Key responsibilities:- Implementing strategic initiatives focused on employee engagement, cultural effectiveness, employee development, recruitment and retention, and workforce management.- Providing guidance on employee relations, performance matters, and legislative requirements.- Managing remuneration structure and salary reviews.- Designing and managing core processes across the employee lifecycle, including talent acquisition, onboarding, remuneration, development, relations, and exit.Significant highlights:- Implemented a new performance management structure based on Graham Winter's Performance Partnering framework. This was the first structured performance management framework in MedicalDirector.- Organised the restructuring of the business, laying the foundations for seamless integration and maximised synergies for the sale of the business.

Strategic and operational position sitting on the regional leadership team and reporting to the Managing Director.Key responsibilities:- Collaborating with the executive management and other key stakeholders to create people and culture solutions for their teams.- Guiding and coaching leaders through the whole employee lifecycle, particularly in relation to talent management strategies, including performance, reward, career paths, inclusion & diversity,resource planning, and retention.- Navigating complex employee relations situations with a focus on reconciliation, alignment, and understanding among impacted parties.Significant highlights:- This was newly established position which allowed me to set a solid basis for the HR function in OKI Data Australia & New Zealand.- Introduced flexible working arrangements that resulted in higher employee engagement and retention.- Planned and executed major business restructuring in FY 2018, enhancing functional alignment and establishing a more streamlined structure, as well as setting the stage for improved operational efficiency and greater agility.

Stand-alone generalist HR role covering a whole employee lifecycle and reporting to the COO. Tailored bespoke solutions for the needs of consultants who made for the majority of the workforce.Key Responsibilities:- Collaborating with all levels of the organisation to provide coaching and counselling on all HR issues.- Advising senior managers on the legal risks pertaining to any HR decisions.- Driving annual performance appraisal, salary review, and performance bonus processes.- Creating and managing the HR budget.- Managing the entire recruitment and retention processes in a fast moving consulting environment.- Establishing industry benchmarking on salaries to advocate competitive wages for the retention of employees and organising non-monetary benefits for employees, including company eventsand charity initiatives.Significant highlights:- Managed a transfer of business, moving one business division to the client of Pactera Technologies.- Introduced an online learning and teaching platform, Udemy for Business, to meet consultants' needs regarding content and time limitations.

Eaton Corporation is an American-Irish multinational power management company. Their energy-efficient products and services help customers effectively manage electrical, hydraulic and mechanical power more reliably, efficiently, safely and sustainably.HR Office role reported to the HR Director Shared Services Center and HR Manager locally. The core duty of the role was to support and provide HR advice to 250 Australia and New Zealand-based employees. Some of the key responsibilities of the role were:- Providing advice on policies, procedures, legislation or payroll. - Run and analyse monthly HR metrics.- Coordinated and assisted with HR support, including recruitment assignments from initiation to completion, performance management, exit interviews, and queries for identified customer groups.- Coordinated and administered the Commercial Development Graduate) The program, including career days on campus, assignment specification and rotation, communication with universities, assessment and selection of candidates, and liaisons with managers and graduates on their progress and program content.- Provided input on market trends of benefits, recommending appropriate policies to ensure the organisation remained competitive.- In charge of the Sales Incentive Compensation program.- Supported the finance team with payroll end-of-month reporting, including superannuation reconciliations and payments, PAYG payments, employee deductions, and leave accrual reporting.Significant highlights:- Introduced and led the Commercial Development Graduate Program.- Set up a new employee exit and satisfaction survey process.

Capgemini is a global information technology services and consulting company headquartered in Paris, France. Capgemini is a strategic partner to companies addressing the entire breadth of business needs, from strategy and design to managing operations.Senior HR Process Specialist role provided outsourced HR support to the French company Syngenta while outsourcing their HR services to Capgemini. During this process, the role was in charge of reviewing HR policies, procedures and legislation and translating them into English. The role acted as a second in charge and assisted in providing support and coaching to the team and growing the team’s capacity to provide the best possible outsourced HR Services. The key duties of the role were:- Performed advanced technical and administrative support in transitioning human resources support from France to Poland.- Proactively identified continuous process improvement opportunities, developing solutions and driving through required changes.- Advised and trained clerical staff.- Organised workflow so that the team ran at maximum efficiency.- Contributed to the development/design of local HR processes, which included understanding payroll impacts and steering changes through internal change control procedures.Significant highlights:- In the team leader’s absence, took charge and led the team of six. Created an environment and basis for growth and success.- Developed the content for nine policies and outsourced processes in 6 months.

Philip Morris International Inc. is an American multinational tobacco company with products sold in over 180 countries. Today on the mission of building the future on replacing cigarettes with smoke-free products.Shared Service Center's key contact for the Recruitment Team based in Philip Morris headquarters in Switzerland. The role of the Recruitment Coordinator provided support for recruitment activities and administration that included coordinating hiring activities, forecasting and managing the workload of the local recruitment administration group. The recruitment Coordinator was also responsible for coaching and guiding the local recruitment administration group to sustain their performance.

Key contact in the Shared Service Center to all Philip Morris employees in South-East Europe. The role was in charge of providing general advice on HR-related topics, preparing contractual agreements and amendments, reporting and analysis, and payroll preparation.

I held two administrative positions at the beginning of my career as an Executive Assistant and Credit control Coordinator.