Currently leading the change stream for a mutli-year transformation program for a local government client. This program will see numerous legacy systems and websites replaced with a integrated, cloud-based system and uniform website platform. I developed a change framework that has been used throughout the program and now work with staff to co-develop and implement the change approach for the multiple projects rolling out under the program. The change framework I developed for this large scale organisational change incorporates collaborative visual spaces, recruiting and training an engaged change network, and providing my client with a dynamic view of overall impact and sentiment across the multi-year program. My approach also ensures the capability that is being built in the local government organisation to allow them to be able to deliver on ongoing improvements after the program has ended. This transformation program involves multi-vendor delivery, therefore I also focus on building a cohesive culture across the program team to deliver a positive and consistent change experience for staff that considers other change programs and organisational changes occurring currently.

Undertook numerous client projects in the not-for-profit, health and human services sector including: - Analytics uplift and data governance for a health services government organisation: provided strategic change management framework and guidance to help leaders and staff understand data and have meaningful conversations around ways of working to improve patient service delivery. I also developed and delivered innovative leadership workshops based using a strengths based tool which supported new ways of working for the internal operations teams. - Training needs analysis and learning design for a government organisation: conducted a current state analysis into training packages, as well as understanding what training gaps may exist for staff against the organisation's strategic direction and jurisdictional best practice. To support improved service delivery, I used my learning and development insights to work with the government organisation to define knowledge, skills and competencies for their operational workforce. I also supported the development of a Pilot training package, alongside industry experts, as well as an evaluation framework to assess the outcomes obtained from this package to inform the future direction of this organisation's training program.- Human services reform program: my role focused on developing guidance materials to embed changes required as part of the legislative environment across a variety of state wide services. I also developed a training strategy focused on sustained workforce development and training as part of the legislative changes required and developed interim training to meet immediate training gaps.- Culture framework for a mental health organisation: Designed and delivered a series of workshops to allow staff to co-create their cultural framework. This framework was nominated for two key awards: HR Director’s most innovative HR team and AHRI’s Wayne Cascio Organisational Development Award.

Established expertise in performance management, employee engagement, employee relations, talent management and HR analytics. Industry experience is focused in multinational professional services organisations, Not for Profit and Energy & Natural Resources sector. Experienced in the use of a number of organisational diagnostic and planning tools including surveys, interviews, focus groups and workshops. Strong capability in dealing with senior stakeholders and managing individual situations with care.

Built stakeholder relationships with senior Partners to understand their business strategies and key concerns. Provided timely and considered counsel, acted as a liaison point between other HR support functions to provide excellent customer service and coach senior leaders on HR strategy and communications.Facilitated and managed performance improvement plans, career discussions, end to end restructures and investigations in a manner that meets the strategic needs of the business, adhered to legislative requirements and handled the individual situation with care and compassion.Managed employee engagement initiatives informed by engagement surveys, focus groups and exit interview data to ensure businesses were able to achieve people strategies.Developed coaching capability and high performance cultures through tailored learning sessions, which leveraged positive psychology techniques and ensure transparency of performance assessment frameworks.Delivered HR analytics to client groups through data interpretation and proficient Excel skills that leveraged financial and resource management knowledge to provide meaningful insights into business trends.

HR generalist activities including forecasting, headcount budgeting, performance management, and restructuring, bullying investigations and championing coaching initiatives.Provided end to end Annual Review period support including national reporting and bell curve modelling, consistency meeting management and working closely with the Remuneration and Tax Executive team to ensure all outcomes were justified and costs within budget.Managed the staff nomination process for programs, included training attendance and performance records in Mid-Year and Annual review metrics.Designed and developed materials for courses and worked closely with stakeholders to move content online which reduced paper wastage and saved on cost. Managed the set up and maintenance of courses on My Learning Space (LMS).Managed the Tax Technical budget (over AU$1 million) to ensure all costs were accounted for and programs stayed under budget.

Consultant, Part-time June 2011 – December 2011 Managed the development of 360° Feedback, culture and exit survey reports for strategic client accounts. Responsibilities included analysing data outputs, providing commentary on outcomes and tailoring reports to be suitable for client discussion. Produced white papers for business development on current human resource issues and industry trends including the impact of culture on employees, handling redeployees, preventing bullying cultures and retail trends. Assisted with the implementation of WH&S systems including emergency and evacuation information and anti-bullying laws.VicRoads Graduate Recruitment Contractor, Part-time March – June 2011Managed Taleo recruitment system and end to end application process.Conducted phone and face to face interviews.Notified unsuccessful applicants of the outcome of their application.Performed reference checks.

Maintained expatriate database.Reviewed new hires files for compliance against set procedures.Reviewed terminated files for compliance against set procedures.Archiving and other miscellaneous duties.