Previously worked for PricewaterhouseCoopers, Qantas & Orange Business Services (France Telecom)

Implemented a Eurocentric Reward Strategy and Salary Review process for two divisions across ANZ. Provided coaching and mentoring to country HR Managers and provided specialist market advice to two Managing Directors and Senior Management Teams

Managed a team of four remuneration and benefits consultants responsible for providing specialist advice to specific client groups on the Bank of New Zealand remuneration and benefits policies and practices. Provide guidance and advice on changes to approximately 14 Short and Long Term incentive plans. In addition, provided input into nabGroup (Australia) Reward Strategies in relation to wider nabGroup remuneration and benefits strategies.

Remuneration contract consultant provided through Remesys (Australia) to manage the annual remuneration review for AGL and to provide coaching and guidance for a junior remuneration consultant and identify areas for improvement in the process.

Head of Human Resources – Australasia (October 2005 – January 2007)Responsible for all HR activities in Australia, New Zealand and the Pacific Islands. Partnering with business managers to assist in implementing the strategic and operational global business plans.Head of Compensation & Benefits – Asia Pacific (February 2005 – October 2006)Responsible for the deployment Global Compensation and Benefits policies and procedures in line with the strategic objectives of the Asia Pacific business.Responsibilities:•Managing the delivery of multiple Compensation, Benefits and Bonus plans for 27 countries and currencies across Asia Pacific.•Completion of annual salary review and six monthly bonus review.•Recognised as the subject matter expert (SME) on compensation and benefits for the Asia Pacific region.•Partnering with the Sub-regional HR Heads and Global Managers with employees located across multiple countries, currencies and employment legislation, ensured understanding and transparency across all areas of compensation and benefits for employees in Asia Pacific.Principle Achievement:India Compensation Strategy & Model:Development of compensation strategy for Equant Solutions - India. This project covered approximate 50 unique positions and represented a full diagonal cross section of management and individual contributor positions totally 800 employees. This was part of a fast-paced transformation programme to accelerate the achievement of process and cost saving objectives through the creation of a Managed Service Centre in New Delhi, India.HR Manager – Australasia (December 2003 – January 2005)Regional HR manager providing general human resource support to dedicated business unit managers in Australia and New Zealand with portfolio responsibility for local Compensation & Benefits and Industrial Relations.

Member of the Remuneration and Benefits department, part of Corporate Remuneration & Benefits, provided advice and guidance to HR and line managers regarding Qantas’ employees.Responsibilities:•Represented Remuneration & Benefits in the negotiation of Industrial Agreements.•Consultation to HR Managers on job evaluation, job design and remuneration and benefits policy and practical issues.•Research for Company Remuneration strategies to ensure that these are competitive and in the best interest of the company. Provide comprehensive qualitative and quantitative data analysis of current and emerging Remuneration issues. •Managed the service level agreements for third party benefit providers, monitoring service levels, developing feedback surveys, coordinating and maintaining relationship between providers and key Qantas stakeholders. •Provide expert advice on Hay Job Evaluation Company wide.•Responsible for training HR Managers and employees in the application and use of the Qantas Job Evaluation methodology that included the HAY points scoring system and customised Skill Descriptors.Achievements:•Developed and delivered Qantas/ASU Classification Structure as agreed in EBA VI which covered approximately 9,500 employees representing a diagonal cross section of the Qantas Group. This included extended negotiations with ASU union officials through to the development and delivery of training and presentations to HR managers, line managers and impacted staff across Australia.•Project managed the development and implementation of new remuneration arrangements for senior staff (SPG) to provide more flexible remuneration approaches and performance pay, developed communication materials and presentation of interstate seminars. •Represented Remuneration and Benefits on the National Negotiation Committee for EBA VI with the ASU (Union) and provided relief labour at times of dispute by working as an Airport Check-in agent.

Provided strategic remuneration advice and job evaluation support to a wide range of PwC clients.Responsibilities:•Remuneration policy advice: working with clients to identify their remuneration needs including appropriate market comparisons, financial viability of policy options and recommendations on benefit structuring.•Job Evaluation and Market Remuneration Advice: working with a range of clients to assist them with job sizing to determine internal and external market relativities. Identifying and providing the most appropriate market comparisons.•Job Evaluation Training: Conducted 3 day training courses to new consultants and clients in the application of PwC Job Evaluation Methodology.Achievements:•Consulted to a large wholesale company to assist in the development of a remuneration policy in line with Japanese parent company. This involved analysing the current situation, meeting with the CEO and Senior Management Team to discuss policy options, detailed excel modelling of various policy options and providing a variety of recommendations and solutions.•Worked with a growing Engineering consultancy company to assist in Senior Executive Remuneration policy design. This involved job evaluating a benchmark sample of roles, working with the Chief Executive and HR Manager to identify market issues and retention issues in a consulting environment. Undertook extensive modelling on current policy versus three alternative policy options. Provided advice on package structuring and project managed other consultants inputs and the project budget.

Remuneration Consulting: providing remuneration advice to clients from shop floor to Executive level/Chief Executive level positions, including policy and strategic development and the design of grading structures. Remuneration advice provided from the PricewaterhouseCoopers Remuneration Database.Achievements:• Implemented job evaluation and remuneration system for large local government organisation, including, all project management issues and the management of objections.• Presentation of Chief Executive remuneration advice to City Council in an open public meeting.

Managing Remuneration & Benefits for a multi-site public health entity employing over 5,000 employees.Responsibilities: • Ensured the remuneration policies of Health Waikato were applied consistently and fairly through 14 Collective Employment Contracts and over 300 individual employment contracts.• Responsible for the management of the executive level bonus/incentive scheme.• Executive level reporting and remuneration analysis when requested by the Chief Executive. Achievements:Implementation of Job Evaluation for top three tiers of management, including all project management issues.

Remuneration Consultant primarily employed to assist in the production of Price Waterhouse bi-annual Remuneration Surveys, annual Directors’ Fees Surveys and Chief Executive Officers’ Remuneration Survey. Assist senior consultants with compensation modelling and work on larger global assignments.