Fiona Williams Email and Phone Number

* Provide strategic direction and leadership in the development and implementation of the University's Inspiring People Strategic Plan.* Lead a team of over 25 people in the areas of People Experience, Talent Acquisition, Talent Management, Organisational Development, Workforce Planning, Capability and Development and Change Management.* Lead key programs of work across the University including leadership development programs, performance management systems, employee surveys, recognition programs, succession planning and talent review processes.* Lead the development of and delivery of people processes, systems and interventions that enable the University to achieve strategic and operational objectives.

Board member across Aged Care, Schools, Disability, and Community Service .Member of Care Governance and Remuneration and Governance Committees.

• Facilitate the Strategic planning and Business planning process for the Service, in consultation with the CEO and Chairman of the Board. • Lead and coordinate a range of strategic and change projects including implementation of new contracts, cultural change, ICT review and technology projects.• Accountable for the development and implementation of the People and Culture Strategy Plan to support the Service in building a culture and team of capable, motivated and engaged people striving to achieve the organisations goals. • Develop budget forecasts to support strategic planning activities including detailed resource plans and budgets.• Develop and submit Board Papers and Board Committee papers and present at Board meetings and Board Committee meetings.• Implement initiatives that drive an inspiring employee proposition of passion and purpose, diversity and inclusivity, flexibility, reward and recognition. • Development and implementation of internal communications strategy and activities.• Ensure the Service has a learning and development framework that fosters individual and organisational capability, growth and best practice. Including leadership of the Service's Registered Training Organisation.• Implement effective workforce planning programs that ensure we have a diverse team of people with the right values, behaviours and capability. Including recruitment, career development and succession planning processes.• Other HR activities including mental health programs, on-boarding new employees, performance management, leadership development, rewards and recognition, training and development, Enterprise Agreement negotiation, organisational design and change management.

Responsible for leading a team of 14 Supervisors and 180 Train Crew to deliver services to customers in an efficient and professional manner.● Create a strong people and safety culture through effective leadership, communication and consultation.● Develop, implement and monitor Operational Strategies, KPIS and plans.● Effectively manage the Mayfield Depot cost budget predominately focusing on fuel and labour spend.● Implement initiatives with customers and other coal chain stakeholders to improve operational efficiency.• Implementation of key business projects and changes including new contracts, technology improvements and structural changes.● Oversee the management of people related matters including industrial relations, recruitment, training, grievances, culture initiatives, injury management and workers compensation.

Working closely with NSW leadership team to develop people strategies and initiatives to allow the business to achieve their objectives.● Project managing the people component of business growth projects including recruitment, culture, depot establishment.● Enterprise Agreement negotiation – existing and greenfield.● Coaching and providing advice to managers and employees.

Partnered with Executives of IAG to develop and implement HR strategies and initiatives that enabled achievement of their business plan. I led a team of HR Business Partners responsible for supporting and providing strategic and operational advice to the Senior Management team.● Supporting the Executive and Senior Management group on strategic and operational HR initiatives. ● Working closely with senior leadership teams to develop people strategies and initiatives to allow the business to achieve their objectives. ● Partnering with the business to offer practical and effective Human Resource solutions. ● Coaching and providing advice to managers and employees.● Coordinating a range of human resource activities including remuneration review, performance review, engagement surveys, succession planning and staff education. ● Coordinating change programs including restructures and cultural change initiatives. ● Assisting in the management of complex employee matters including investigations and performance management.

My role was to coach and support the Newcastle Operations of IAG in a range of HR areas including leadership development, performance management, culture, engagement, recruitment, training and development and employee relations.

This role had a dual focus on both the strategic and operational components of HR overseeing the human resources activities across 14 sites and 1700 employees. This role provided support to the CEO and the Senior Management team. Operationally i provided support to leaders and Managers on a range of day to day HR matters.● Developing and implementing Human Resources strategies and procedures. ● Providing advice and support to the Senior Management team. ● Developing and implementing change projects e.g. restructures, mergers and acquisitions, cultural change.● Coordinating the performance development program and salary review process. ● Coordinating international human resource activities. ● Overseeing all industrial relations activities including enterprise bargaining. ● Identifying training needs and organising training programs. ● Leading and managing a team of people – both directly and indirectly. ● Overseeing and coordinating recruitment activities. ● Managing the Human Resources budget for the organisation.