* Built and moderated a multicultural online facebook group, designed to facilitate the entry, integration and daily living of expats into Dubai. This group was one of the first online communities in Dubai and has since been emulated around the emirate. It now numbers 4,000 members.* I established and coordinated several offshoot community groups, including a multi-cultural bookclub (180+ participants), online flea market (3,000 members), foodie and photography groups.* Conducted cultural and historical tours of the Old Town and photography excursions. * Designed and ran training programmes on iPhone Photography and Planning & Organising for members of the online community. * Coached several community members, assisting them to define and achieve business goals.https://blogs.khaleejtimes.com/2017/10/06/online-communities-welcome-to-the-new-neighbourhood/

Using my general business management and human resources skills, I consulted to numerous companies, including: Siemens:* Negotiated and co-ordinated the acquisition and transition of Siemens Nixdorf employees into Siemens Ltd, with minimal attrition.* Developed a guidebook to working and managing within a "flexible office" environment along with supporting diagnostics to identify potential teleworkers, benchmark and monitor the change process.Burger King:* Liaised with key Stakeholders to develop an HR Strategic Plan to facilitate Burger King's acquisition of Hungry Jack's that would have taken the company from 1,000 to 11,000 employees and the largest acquisition in the company's history globally. The Plan incorporated not only organisation redesign, transition management, a communications plan and culture change programme but also changes in core HR infrastructure such as performance management tools, policies, recruitment processes, OHS, etc.*Facilitated a corporate restructure and process realignment, including cost-benefit analyses, design and drafting over 60 job descriptions, developing a recruitment plan and briefing key consultants.* Assisted the Purchasing Director for the Asia-Pacific region redesign the purchasing and distribution function. The new model was deemed to increase productivity and was subsequently adopted by the world-wide office as a standard for all other regions.* Conducted a due diligence analysis to determine the differences in policy and practice between the 2 entities and recommended strategies for moving forward.* Designed and wrote a suite of HR policies and management tools for Burger King to release to the “new” combined workforce, in order to facilitate productive and professional management practice.* Developed and delivered performance management training to improve the annual performance management process. Feedback indicated that the standard of appraisals had lifted significantly post training.

PwC Australia:* Facilitated the transition of Dunhill, Madden, Butler Legal Services’ employees and partners into PwC’s Tax and Legal Division.* Reviewed divisional business plans, developing key HR strategies to assist the achievement of business goals.* Managed the HR operational function at DMB on behalf of PwC during a time of transition, conducting a strategic and operational review, which resulted in the development and introduction of more robust HR processes.* Project managed the annual remuneration review, bringing increased rigour through the use of market salary data, graphs, internal statistics and the introduction of an internal process linked to individual performance to ensure market competitiveness. * Developed the HR component of a relocation plan for the Firm to transition to open plan offices at PwC’s premises.

AMP:* Developed a project plan and communications strategy to facilitate the acquisition and integration of GIO Financial Services into AMP Financial Services. Acting as a Project Manager for AMP, I coordinated the HR component of the GIO integration, representing numerous divisions on a cross-functional integration team, tracking employee status, delivering stakeholder engagement and acting as a resource for HR queries.* Designed and delivered Change Management Workshops to up-skill both AMP and GIO managers in how to lead people through change. Over 90% agreed the workshops were beneficial and approx. 70% said they put the learning into practice.* Developed an in-house climate survey and automated report for AMP to track staff attitudes to senior management and the management of the acquisition. The survey was designed to benchmark performance against key success factors articulated as important to AMP.* Following a strategic review, designed approx. 30 job profiles for AMP Adviser Services, to bring increased accountability and business focus to organisation structure and improved performance management. I then went on to design interview schedules for the above roles and train their managers up in behavioural interviewing.* Working with actuarial and legal teams, I developed a new remuneration model for employed financial planners, addressing the need to attract and retain higher quality candidates. This included drafting explanatory communications to planners and managers, along with a new employment contract.* Engaging with key stakeholders, I designed and implemented a residential workshop for Financial Services’ High Potential Managers.

Some of my achievements included: * Transformation of the HR function from a traditional "personnel" focus to a contemporary HR "Business Partner". * Establishment of "Balanced Scorecards" to measure key processes supporting company strategy and identify opportunities to increase organisational effectiveness. * Reviewed and realigned culture change programme to be more consistent with the evolving organisational direction. * Lead an HR Taskforce to introduce a teleworking and hotdesking environment. * Developed a competency framework in line with strategic goals, to be used for training needs analysis, succession planning and high potential programmes. * Developed and piloted an upward feedback tool which was adopted nationally by Siemens Ltd. * Developed and piloted a Team Appraisal Tool in order for teams to benchmark themselves against high performance criteria.* Designed and conducted interactive/experiential training courses in FADE problem-solving methodology aimed at empowering continuous improvement teams within the workplace and changing the corporate culture. 83% of employees were trained by my departure.* Established an HR site on the company intranet including additional management and development tools to facilitate management and employee performance and engagement.*Managed the HR component of the acquisition of Pyramid Technology including on-boarding, retention and integration programmes.* Designed and executed a new employee on-boarding programme thereby maximising early productivity.

Some of my achievements included:* The redesign of the Firm's graduate recruitment strategy and process resulting in improved screening, increased candidate retention and feedback. My model netted cost savings of over $150K p.a. in expenses and opportunity costs, and assisted in managing market perceptions of our brand more proactively, Due to its success, my model was adopted nationally.* Increased stakeholder engagement by introducing a Recruitment Committee (with representatives from all practice divisions) to facilitate strategic workforce modelling and succession planning. Coordinated the recruitment process on behalf of Practice Leaders by liaising with Headhunters, screening and building relationships with applicants.* Rebuilt the Firm's profile and key relationships with University Careers Services and ran a series of workshops and lectures at the universities in order to improve our profile further. * Researched and collated salary information from the industry for the annual remuneration review. I designed a spreadsheet to communicate results to the line which was then adopted nationally.

During this time I was placed on an accelerated development programme and performed various roles within AMP including:* National Recruitment Manager, Agency Operations: Developed, implemented and monitored recruitment strategy and process nationally for Sales Operations. Developed training material and trained managers in competency-based recruitment techniques. Improved recruitment and retention nationally. * HR Consultant: Delivered HR advice, support and coaching on all HR processes, industrial matters and interpretation of policies and procedures. Represented division on Total Quality Management Steering Committee.* Seconded to work with McKinsey & Co on AMP’s restructuring and AVA process, coaching 5 Unit Managers through the process and saving $9M in operating costs per annum. * Admin Services Manager: Managed a unit of 15 staff, spanning admin support services of accounting, printing, machines’ maintenance and receptionists. Responsible for over $20M of asset and expense accounts.* Dept Head, Secretariat: Managed a unit of 4 staff supporting the Principal Board, Secretary and Executive Committee of AMP.* Network Documentation Writer: Designed and wrote User Documentation for computer applications.