Clare Drew Email and Phone Number

Lead the development, monitoring and reporting of UNE Workforce Strategy, workforce planning, leadership development, learning and development, diversity and equity strategies. Also managed the development and implementation of HR system changes.Achievements:Facilitated development of the UNE Workforce Strategy 2013-2016 and 2017-2020 through consultation and research of the future workforce for the University.Developed a leadership development strategy for the University and managed the development and delivery of a suite of development programs and opportunities.Developed the UNE Workforce Planning Framework and facilitated development of plans for directorates and schools.Oversaw the development of an early career academic program.Managed the design and implementation of an online performance planning and development system.Managed the implementation of a staff engagement survey, analysis and dissemination of results.Lead the development and implementation of a capability framework.Managed UNE reporting for the Workplace Gender Equity Agency annual requirements.Oversaw the development and implementation of the Aboriginal and Torres Strait Islander Employment Strategy.Developed the UNE Multicultural Action Plan.

Lead development and delivery of human resource strategies:Achievements:Led and managed development of the UNE Workforce Strategy 2013-2016.Developed Workforce Planning Framework and tools.Led development of Workforce Planning Dashboard Analytics to support workforce planning.Led the development of the Aboriginal and Torres Strait Islander Employment Strategy 2013-2018.

Provided leadership in developing and promoting a learning organisation focused on its people, culture and continuous improvement and learning initiatives. Managed and mentored a team of 10 staff to ensure cost effective services aligned to the business plan and a budget of $1.4m. Provided advice to managers around best practice research, data collection, analysis and reporting.Achievements:Moved the business from a siloed framework to a consistent service delivery model of development, inline with business objectives and culture; implemented across the organisation.Developed strategy and framework for Leadership and Management Development. The framework was subsequently endorsed as part of the Transport and Main Roads People Plan.Designed and delivered succession planning for senior executives incorporating a high potential identification framework. This resulted in many of the officers being promoted or deployed to relieve in higher positions.Reviewed and designed a suite of leadership programs focusing on transition points and capability.Developed and implemented a Graduate Development Program focusing on consistency, mentoring, and rotations for 71 graduates across 19 disciplines. Developed strategies for workforce planning, attraction and retention.Conceived a Talent Management Framework to identify and support potential leaders and managers.Participated in, and lead reviews and change management initiatives and advocacy of change.

Led people management initiatives; supported senior executives, managers and staff on leadership and development activities; provided specialist advice to senior executives and managers on HR matters.Achievements:Managed a number of change management initiatives. This included planning, stakeholder engagement and communication, staff consultation, organisation design activities, recruitment and selection..Provided sole HR change management support for the realignment of Maritime Safety Queensland function to deliver on the governments approved charter for MSQ. Conducted the Service Delivery Realignment project for the Executive Director to restructure and align services. The result was the division was able to more effectively meet customer needs.Restructured Integrated Transport Planning Division for the Executive Director. This enabled the division to deliver on strategic priorities of the department and government.Led a small team to develop an integrated human resource management framework (QT's People Capability Framework).Designed, planned and manged the delivery of the first Middle Management Development Program including training needs analysis and evaluation.Developed the branch design following Machinery of Government changes. This was developed on time and endorsed by the General Manager without amendment.

Led a team of change managers and adviser to support agency implementations of the finance and HR systems to deliver on whole of government direction for corporate business systems.Achievements:Successful change management for thirteen public sector agencies which successfully implemented the new finance business solution and the pilot HR system. Developed the Business Readiness strategy to analyse system and process impacts and build a plan to address the impacts.Developed the Business and People Transition plan incorporating the Business Readiness strategy ensuring more complete tools for successful project implementations.Resolved change management issues in collaboration with project managers, functional experts, agency stakeholders.Coached and supported change managers on individual agency implementations to ensure a successful and positive project outcome.Managed the weekly coordination, monitoring and reporting on change management activities to provide management visibility of progress.