-Responsible for helping our restaurants operate safely and compliantly. -Helping ensure we create solutions which embody our 3 legs of the stool approach-Identifying opportunities to simplify processes and requirements to ensure we are able to employ great talent and sell more burgers

I lead a team of awesome ER professionals who bring our people compliance practices to life. Responsible for designing and driving our Workplace Relations strategy which helps us to run better restaurants, and employ more people.

Lead the human resources team for Infrabuild Construction Solutions (IBCS)- Member of IBCS Leadership team - Responsible for supporting GM HR and GM IBCS for execution of people and business strategies to achieve business strategy- Change Management and Communication strategy for transformation work- Union Management for disputation and Enterprise Bargaining for Enterprise Agreements - Remote workforce management across 45 sites Nationally including Metro and Regional footprint- Lead talent attraction and acquisition for Senior Management roles and manage outsources hiring- Reduce labour spend – reduction of labour-hire reliance and better workforce planning - Responsible for performance management framework – design, implementation, and improvement- Accountable for creating framework to achieve key HR outcomes; Operator capability, union engagement, consultation for change, systems, manager capability, appraisal systems- Remuneration intelligence and benchmarking for all staff including executive management level- Remuneration strategy including reward and recognition framework for total staff cohort - Strategy designed for how to change ineffective Performance Scheme- Talent retention and development strategies for key personnel in critical business units - National Organisational Restructure – re-aligning sites to meet new Go-to-market strategy- Development of HRBP team - SteerCo member and ANZ sponsor for Global Mental Health and Wellbeing program- Management of Pandemic Response (COVID-19); work-from-home, site emergency management plans, union engagement to support Essential Workers

Lead the human resources team for Business and Everyday Banking Operations Member of BEB Executive Leadership team - Responsible for supporting Head of BEB and Head of HR to execute people and business strategies during period of significant change and transformation- Change Management and Communication strategy for transformation of two operational business streams into one (Business Banking and Everyday Banking services into BEB)- Review and redesign of Lead Team – Supported GM and Head of BEB to retain key talent and redeploy Executive Managers into other key areas of the business - Manage Diversity and Inclusion initiatives for Indigenous employees, Graduates and Women In Leadership- Union Management (FSU) for disputation, terminations, and Enterprise Bargaining for National EBA - Remote workforce management across 45 sites Nationally including Metro and Regional- Lead talent attraction and acquisition for Senior Management roles, and manage outsources hiring- Reduce labour spend – supporting managers to better workforce design and plan (spans & layers)- Support Centres of Excellence to implement and improve performance management framework – design, implementation, and improvement for business unit- Create framework to achieve key HR outcomes; Operator capability, union engagement, consultation for change, systems, manager capability, appraisal systems- Remuneration intelligence and benchmarking for all staff including executive management level- Remuneration strategy including reward and recognition framework - Strategy designed for how to change ineffective Performance Scheme and implement talent retention bonus scheme for critical roles with high reputational risk- Talent retention and development strategies for key personnel in critical business units - National Organisational Restructure

- Presented at Victorian and Queensland labour hire enquiries - Provided expert review and authoring of the Employment Services Industry Code - Lead workplace relations and HR policies debate within the labour hire industry- Industry thought leadership on all key cases that are relevant to the labour hire and wider employment landscape. - Create a network of professionals who promote compliance, an understanding of key WR and HR issues and benefit through knowledge sharing- Identify key WR and HR issues and find outlets and forums for effective lobbying - Work with key industry stakeholders and government outlets to promote continuous improvement and best practice approachEducate through construction of resources and providing specialist support- Identify compliance and reputation risks

Responsible for strategic HR, ER and IR for the Adecco Group in Australia, NZ and Japan across a range of roles, reporting into C-suite, and Board advisory. Roles held Period Reporting toSenior HR Customer Partner, Senior BDM 2016 – Present Sales Director/MDGM - Gov’t and Emp’ee Relations & HR Compliance (Aus & NZ) 2013-2016 CEO – Aus & NZ, CFOGM - Industrial Relations (Aus &NZ) 2012-2013 HRD & CFODual RolesDirector of AOHR 2015-2016 CEO - Aus & NZSenior HR BP for Global IM (APAC) 2013-2016 Global IM HRDSenior HR BP for LHH – Aus & NZ 2013-2016 HRD & LHH MD

Key responsibilities- Manage team of 20 ER/HR specialist advisers who assisted 10,000 member organisations, responding to upwards of 70,000 enquiries annually – combination of written and phone enquiries- Budget management of staffing cost (>$2.5m), consultancy revenue achievement, and infrastructure spend - Performance management, succession planning, and talent retention of professional workforce- Training design and delivery for advisory team, and members on key ER and HR matters- Authoring member advices for key interest areas – publications, specialist guides, advisory notes.- Specialist consultancy and representation on all range of IR/ER/HR matters. Specialised in mediation, conciliation, EBA negotiation, and workforce optimisation – redundancy, talent retention and workforce planning - Assist Director of Policy with submissions and lobbying for Modern Awards, Fair Work matters, and Equal Rem case- Talent management – graduate program, talent retention, succession planning for senior advisory team. Impact- 25% increase in member engagement with the advisory service, year-on-year - Designed offering and managed introduction of HR specialist support into advisory services - Improved staff retention from 60% to 92%. Introduced graduate program and succession planning framework- Introduced ‘career latticing’ program for immersion into senior consulting service – 100% successful transition for reports who achieved selection into program. Reduced recruitment cost, and improved attraction of talent. - Introduced key performance management framework, onboarding program and induction- Successful tender management (submission, design, implementation) of FWO’s public SIAP campaign for 8 modern awards, $1.6 million- Successful project management of ‘knowledge bank’ implementation. Online platform to fight knowledge drain from turnover of staff, and to improve consistency and lower risk of incorrect advice- Consulting support to many ASX 50 companies

Workplace Authority - Now Fair Work Ombudsman | www.fwo.gov.auManagement - -responsible for training and meeting key performance indicators-experience managing ill and injured workers and workers with disabilities-created a high performance team in a high stress environmentCoaching - -introduced induction process including drafting of induction materials -knowledge management system - improvement and content authoring, -authored quality assurance documents, put in place performance previews and review process and 'fail safe' contigencies Agreement Assessment - -oversaw agreement assessment process for the 'fairness test' and the 'new no disadvantage test'-delegation and allocation of specific industry sectors-responded to Ministerial requests-achieved very high results in both accuracy and outputWorkplace Relations Adviser - -provided specialist workplace relations advice on Awards, Agreements and common law contracts-answered written enquiries including Ministerial requests-dealt with 'escalated' enquiries as a higher level adviser