A multifaceted role focusing on: - Roll out of technology upgrade and utilization - Odoo 16 to Odoo 18- Business Process Documentation - Writing up Process, Policies and documentation to streamline and enhance business workflows- Human Resource Management - Oversee the people and culture strategies utilising Staff Satisfaction survey, create employee lifecycle process from onboarding, retention, performance and offboarding.

Project management, and SharePoint design consultant for the People and Culture and Talent Acquisition Teams• Designed and built a resource hub for People and Culture and Talent Acquisition teams to share information with hiring managers across Australia utilising SharePoint Online. • Created project plan, conducted requirements gathering with end users and business leaders, reviewed all current resources and documentation. • Reviewed current business systems including Microsoft 365 suite, Workday, and Phenom. • Designed and built a Talent Acquisition Library with automation. Involved the review, categorization and organisation of over 600 individual documents. • Ensured resource hub and library aligned with organisation design requirements, upheld best practice for document management, and aligned with organisational data security requirements to protect employee privacy.• Redesign of the Redeployment Working group, assessing needs to realign the process, and combine multiple processes into one streamlined, efficient and effective process. Reviewing workforce planning requirements for approximately 120 staff.

Creation of the Army Reserves Talent Management Team, specialising in recruitment for Army Reserves In February 2024, shifted to look after the Navy Talent Management Team. • Conducting workforce planning and data analysis leading to the restructure of the team from a localised portfolios to national based portfolios in order to balance workloads, and align with the wider business under the new Service Delivery Model. This has led to more effective and engaged team improving overall service delivery to our candidates. • Proven ability to achieve targets seeing an uplift in key recruitment pipelines through a period of intense change. • Working with Talent Management team and wider business to identify areas for improvement and innovation utilising my Lean Practitioner training and certification. • Development of process, training and resource documentation for the wider Talent Management team group for all domains. Including the development of, and management of IT resources such as Sharepoint Online. • Development of relationships with Army headquarters and brigades, to align our efforts and maximise our outreach. • Working with the Military Leads to identify opportunities for tactical interventions to address recruitment shortfalls. • Working with Military Lead to contribute to a National plan to have Army Brigades supplement the Military Recruiter workforce with reservists to complete key activities within the pipeline and address recruitment shortfalls.• Liaison with Events and Attraction partners to look at our overall plan and strategy to recruit both in year and out of year. • Creation of forecasting and tracking documentation to set clear direction and metrics for each recruiters, and ensure team understand their goals and objectives.

Working within the Business Transformation team, I provided operational expertise and insight to improve ways of working for key work groups. I review work patterns, documentation, policy and procedure and working alongside the Policy and Procedure Team, the Learning and Development Team and National Operations Leadership, come up with innovative solutions to improve KPI outcomes, find efficiencies and improve the candidate recruitment journey within Defence Force Recruiting.• Involved in roll out of multiple IT upgrades, including Teams and SharePoint Online. Creating online resources and proposed prototypes for each business unit targeted to meet each user groups needs. • Working with the National Recruiting Manager, identified shortfalls within operational business in the lead up to transition to a new contractor. • Developed business plans to improve quality of outcomes for the national cohort which included; working with the Training and Development team to create content and assets, leading a tiger team to identify improvement opportunities, and creation of standardised candidate centric communications. This led to an improvement of delivery of two key KPI objectives and reduction of complaints from Department of Defence. • As part of the lead up to transition of contractor, identified gaps in multiple departments of policy and process. Led the discovery phase, and creation of documentation to capture these processes to secure critical processes prior to changeover. • Provided operational expertise to incoming Adecco transition team, and review of transition documentation and processes prior to change over. • Analysed any proposed process changes from Defence and provided key expertise to reduce risk to both Defence and DFR.

A six month Maternity Leave coverage to Lead the Navy and Army Cross Functional Solutions Team's. Maternity Leave cover, leading a National team of 15 staff focused on the priority recruitment of the most critical roles for Army and Navy. Lead, coach and mentor the geographically dispersed team, identifying areas for development in order to improve engagement and performance. • Encourage and foster a culture of excellence and collaboration in order to set the gold standard in customer service, and candidate care across DFR. • Promote innovation and creative solutions to national processing issues through both in-person and virtual interactions, meetings and workshops. • Oversee the outcomes for CORE (Centre of Recruiting Excellence) to ensure high performance in online job board enquiries. • Develop and maintain strong relationships with military staff within CFST, as well as Operational Leaders and Service Stakeholders. • Oversee all HR processes, including the hiring and on boarding of new employees into CFST, disciplinary actions, leave allowances and developing a positive work environment.• Review and creation of reports on key metrics to measure performance and identify areas of opportunity to improve results. • Research and understand the impact of external market forces on recruitment for the roles covered by the team, and use to provide solutions to the service representatives to be more competitive in market.

Working within the Business Transformation team, I provided operational expertise for the development of the new CRM software in Microsoft Dynamics. This is in order to improve recruitment outcomes, increase efficiencies and provide a better experience for both staff and candidates• Conducted impact analysis to determine the impact to users as part of the software technical changes. Where appropriate, I ensure this information has been distributed to the relevant team, such as Policy & Process or Training, for further communication out to the wider business. • Involvement of design and delivery of organisational change management strategies, utilising the PROCSI change methodology, to support staff through the technical change, to reduce change resistance and improve uptake of the new software.• Creation and delivery of updates on the project to National Managers from Defence, Operations, Psychology and Medical including demonstrations of the new CRM software. • Consultation with end users to gather and create business requirements, which were documented and tracked through Azure DevOps against the Acceptance Criteria. Requirements are then refined with technical developers to be developed and created within the MS Dynamics program. • Creation and delivery of virtual training modules to a range of staff including National Senior Managers on target and workforce planning functionality. • Liaise between operational staff from various disciplines such as doctors, psychologists, and technical developers to ensure a mutual and agreed understanding of what is being built and delivered.• Involved in final project stages of the roll out of ServiceNow. Including user testing, reporting on bugs, and solutions, and assisting in creation of change management documentation to prepare the business for the roll over to the new software. • Creating and issuing Business Transformation monthly newsletter, including copy writing, utilising Canva for the template.

Drive recruitment outcomes nationally by managing the General Entry team and liaising between the Operational Centres and the client to maximise results for recruitment of General Entry candidates to Defence Key Achievements• Received Ares Team award for the month of July as to acknowledge the work of the team and EOFY 18/19 results for Army Reserves with a lift of 8% • Delivery and presentation of the National GE WD guideline telecons to EC’s, AM’s and RM’s• Design and delivery of the Prioritisation Matrix providing clarity to business units on prioritisation for business wide end to end recruitment activities from Attraction to Operations• Successfully arranged travel of recruits to training institutions through COVID flight restrictions.

Drive recruitment outcomes nationally, by managing the diversity programs and liaising between the Operational Centres and the client to maximise opportunities for Diversity Achievement. Key Achievements• Increased the at risk APCP 17 from 4 to 16 enlisted within two weeks of intake by negotiation and liaison with Army, Medical, Mil Ops and DFRC’s. • Recognition of expertise by Army in having amendments for Letters of Offer, and Diversity processes adapted.

Maximise diversity recruitment by championing diversity initiatives and driving outcomes for female and Aboriginal and Torres Strait Island applicants across Victoria, Tasmania and regional NSW. Key Achievements• Won national Diversity Competition, which was used as an example of client expertise at the national RCSA awards.• Aided policy changes for the Pre Fitness Assessment, including system upgrades and changing the language on documentation to be candidate friendly.• Delivered a 20% YOY uplift for the 2017/18 FY in diversity achievement for VIC/TAS/NSW.

My primary responsibility at Manpower is recruitment coordination at a unique on site recruitment model. I work closely with the client to successfully match candidates to permanent positions in conjunction with the clients needs. My primary focus is managing the expectations of multiple stakeholders, both internal and external, in order to improve the quality of the service provided to the client.

Specialised within the Early Childhood Education industry. Working closely with Early Education Team I provided key support to the team to provide high quality service to the clients across public and private sectors. I provided an arrange of functions, including Candidate management – telephone pre-screening and enquiries, attracting candidates through effective marketingPayroll management – handling majority of payroll problems and enquiries, liaising between the Sydney-based payroll team and both clients and candidates in creating solutions for payroll issuesCandidate open days – preparing information booklets and interviewing candidates to prepare them for employment with Hays. Research – understanding key trends for the education sector and staying updated with legal requirements through the ACECQA websiteAdministrative tasks – database management, tracking KPI’s and fee performance, maintaining excel reports

I specialise in the recruitment for permanent staff within Facilities Management across the Public Sector.Working with exceptional customers within the Public sector, my primary focus is to partner with candidates and clients, using the depth and breadth of my expertise and market knowledge to ensure we make the unique match that makes individuals, companies and industries flourish.Functional expertise: Senior Project Managers Senior Building Surveyors Facilities ManagersAssets and Infrastructure Building Maintenance and Services Property Management Essential Safety OfficersHays is the expert at recruiting qualified, professional and skilled people worldwide. We operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. Our deep expertise across a wide spectrum of specialised industries and professions makes us unparalleled recruiters in the world of work.Please feel free to contact me for a confidential conversation about how I can help to progress your career, or indeed recruit a first class member to join your team.

In Australia Hays is the market leader. Hays has been in Australia for more than a decade, and operates across a number of local offices across all states.Hays is the expert at recruiting qualified, professional and skilled people worldwide. We operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. Our deep expertise across a wide spectrum of specialised industries and professions makes us unparalleled recruiters in the world of work.

Working over a range of stores across the Mornington Peninsular Region, I worked within the Deli departments to serve customers a range of fresh products. I would oversee the stock orders when manager was away, and oversaw the management and training of junior staff over a range of stores. Stock placement and stock displays were also a major part of my responsibilities.