How can I make an impact on how people experience work so that they feel like they belong? This question focuses me on creating a workplace where everyone feels comfortable doing their best work, knowing they'll be supported and encouraged while taking time out to have fun at work! Therefore, every people experience project I lead and position I recruit for, is created, and delivered with the above in mind.✅ Talent acquisition✅ Candidate & employee experience✅ Engagement, development & performance through the Culture Amp platform✅ HRIS project Employment Hero✅ EVP and employer branding✅ Onboarding program (180 days + preboarding)✅ Reward & recognition program✅ Embedding values so they’re not token posters on the wall but getting them into Rapid’s DNA✅ Internal comms to facilitate connection that’s not linked to being physically in the same office location

End to end recruitment of a range of roles from VPS3 to SES2 across SRLA’s divisions:• Rail & Infrastructure Delivery• Planning & Precincts• Corporate Services• Strategic Communications & Engagement• Commercial & Legal• Office of the CEO

Oz About Oz is a family owned tropical north Queensland, Port Douglas, Great Barrier Reef souvenirs and Australiana gift store in Port Douglas. For years, we'd ping ponged back and forth the idea of expanding online but it was never the right time. Then, it was! Using the Shopify platform, I set up and successfully launched ozaboutoz.com

I was brought in to manage the end to end recruitment of specific roles plus set-up HR processes.My HR responsibilities, including designing and implementing the onboarding program, creating the employee handbook, procuring and implementing HR management software (enableHR), procurement and rollout of the EAP program with provider Work Happy designing and implementing the performance review process and remuneration strategy.

Volume recruitment for customer service and sales contact centre roles.

This was a fast paced and complex end to end volume customer service and contact centre recruitment role. I had strong collaborative relationships with senior managers across the business and delivered a best practice recruitment process, facilitated assessment centres, provided interview support - all the while ensuring I maintained high standards of candidate care and was flexible and adaptable to changing situations.

Supported the volume (contact centre) and IT teams (recruitment of business analyst contractors) with:• Phone interviews• References (via Xref)• Background checks (via Verify and VEVO)• Verbal offers and advising those unsuccessful in the process• Job ad writing

Strategic recruitment marketing:Developed, implemented and managed prison, community corrections, graduate programs attraction and sourcing campaigns.Strong focus on employer branding to deliver a great candidate experience, return on marketing investment and a pipeline of quality candidates.Worked closely with internal stakeholders and external providers in the capacity of employment marketing subject matter expert.Project managed the rebuild of careers website correctionsjobs.vic.gov.au (UX, design, development and content creation) to deliver the best candidate experience and drive significant increases in candidate conversion. Created content for different mediums e.g. recruitment ads, website copy, marketing collateral (and coordinated design) in line employment marketing messages and branding guidelines.Recruitment metrics – analysed source of hire to inform future recruitment campaigns.Wrote the LinkedIn sourcing specialist plan to drive ROI on LinkedIn recruiter and attain sourcing and quality KPIs.Wrote the digital marketing plan roadmap that is used to brief agencies, ensure the best candidate experience, tap into previously untouched candidate talent pools and increase conversion of candidates.

End to end recruitment for marketing, retail operations, HR, learning and development, IT and retail stores Australia-wide.

Business Partner - Talent & Brand - November 2013 to June 2014 & November 2014 to March 2015Established and drove the end to end recruitment function with a particular focus on proactive recruitment.Developed the strategic sourcing strategy to attract, connect, engage and promote the building of the facilitator talent community and pipeline.Internal Communications - 4 monthsFocus was on bringing Vocation's culture alive, so that employees would think, feel and tell others that Vocation was a great place to work. Drafted a tactical plan ahead of the launch of company values to ensure that they would embed.Designed an onboarding program to provide role clarity and workplace connection for new employees.

Key Roles:• Strategic brand planning• Social media management• Facebook app project manager (see project)• Employee referral program planning strategies (see project)• Content creation and management• Project management (see project)Achievements:• Aligned the recruitment strategy to the HR People strategy and then created & managed sustainable social media attraction strategies on LinkedIn, Facebook and Twitter to positively impact Aegis’ bottom line performance:Directly contributed to 11 hires sourced from LinkedIn (last 18 months) saving on average 18% of total salary if used recruitment agencies • Facebook App Development Project Manager:The Frontline Careers @ Aegis app makes it easy for candidates to apply for contact centre roles using Facebook (project currently in final design process) • Revamped employee referral program to increase the proportion of hired employees via employee referrals by 10% for the financial year 2013-2014• Content creation and management for:www.aegiscareers.com.au & Intranet (used a Content Management System & Sharepoint)Wrote finalist award submission for Human Capital Magazine’s Australian HR Awards - Best Recruitment Strategy • Corporate video production for the Aegis employee recognition awards• Project managed planning of internal recruitment roadshows

Key Roles:• Strategic brand planning• Social media management• Predictive sourcing plan management• Content creation and management (see project)• Created and implemented the social media strategy for LinkedIn, Facebook and Twitter. Aligned with the HR People strategy to attract the best people and positively impact Aegis’ bottom line performance through raising awareness of Aegis’ employer brand:LinkedIn followers increased by 3750%Facebook likes recorded 104% increase over the last quarterLaunched Aegis Australia Twitter - @AegisAU • Developed, aligned and implemented the Predictive Recruitment Model for LinkedIn Talent Pipeline to the Aegis Talent Acquisition team’s recruitment objectivesAchieved shareholder results of cost, fulfilment and sourcing through increase in quality of hires and faster filling of ‘hard to fill’ requisitions •Content creation and management; everything written was aligned to the HR People strategy and reflected the employee value proposition