Now we have a permanent Director P&C I move back to my substantive role from 30 Jan 2023 and with a title change

Temporary Secondment

Organisation name change from WM Brisbane to WM Qld.

Finishing with the Diocese on 25 July 2014 after 8 and a half years of employment. Thanks for the memories. Greg Burns

Key Responsibilities:Executive HR Manager with focus on Strategic HR positioning for an organisation of 2,000 staff, 500 volunteers across 70 Service centres in Qld (previously also NSW);Responsible for 17 staff in HR covering Volunteer Programs, WH&S, Rehabilitation services, Training, IR; general HR, Payroll and Recruitment and their service outcomes.Milestones:Design and implementation of a Charter of Service for HR to our Clients;Implementation of new strategies for recruitment including an Ambassador Program with Incentives;Implementation of Elearning for Management skills development;Design of Base systems and Organisational Policies where none previously existed;Implementation of a Diploma of Business studies in Leadership for Management staff;Successful completion of four major Certified Agreements that had reached an impasse and stalled months before my arrival;Dealt with multiple major internal Conflicts (e.g. one between 2 Managers that had continued for 12 months prior to my arrival and one between a range of staff and their Manager that had continued for 8 months prior to my arrival. Fully resolved;Implementation of a Organisational Orientation Kit;Implementation of a new Manager's Information Kit;Partnership with Employment Advertising Firm to better present our employment opportunities.

Key Responsibilities:Executive Manager of PresCare with focus on Strategic positioning and direction across all Business aspects, including Budgets, Capital works & Service delivery;Creation of the HR function, address Change Management and improve workplace efficiencies;Design, disseminate & train in HR policies and procedures;Financial Budgets for Staffing and other Employment and Professional matters;Principle Co-ordinator for preparation of Standards Accreditation Standards process in 2000 & 2003;Responsibility for the Payroll function, WHSO's, Rehabilitation Co-ordinators, Training, Recruitment & Selection and Industrial Relations;Direct supervision of a Human Resource Officer, WHSO/Rehab Co-ordinator & Payroll Officer;Oversight and involvement in Workplace restructuring and Change Management;Principle Negotiator for multiple Certified Agreements;Provision of Award and Industrial advice and guidance for Management;Routinely visit work-sites across Queensland and enhance communication via formal & informal means;Provide support in dispute resolution and disciplinary action as needed.

Key Responsibilities:Management of the new Branch and initial development of the direction for the personal development program during a time of major upheaval within Council, including redundancies;Oversight of the preparations for a Redundancy process, including interactions with Unions and placement of staff in alternate positions;Direct supervision of 5 staff and indirect supervision of 10 staff;Provision of leadership and decision making for HR functions i.e. training, payroll, industrial relations and personnel.Milestones:Restructured the Payroll area resulting in a reduction of one staff member through improving efficiency of the computer system and re-organising workloads;Successful oversight of redeployment of 11 staff involuntarily made redundant;Negotiated an amicable outcome with 2 major Unions through the Industrial Relations Commission and on-site Conferences;Co-ordinated the handover of the Occupational Health and Safety Unit and functions under the new Organisational Structure;Successful completion of Activity Based Costing models for the HR function and development of internal service level agreements.

Key Responsibilities:Implementation of a philosophy of best practice in the organisation through benchmarking and continuous improvement activities and training;Award interpretation, advice and interaction with UnionsResearch activities on a wide range of HR functions (e.g. Recognition and Reward system, Career development, etc.);Managing the computer based job evaluation system;Writing articles for the internal staff newsletter and speaking at staff meetings across the organisation for improved employee relations;Coordinator/Facilitator for many joint sub-committees established as part of the Enterprise Bargaining process.Milestones:Trained 45 Facilitators in process reviews, continuous improvement, problem solving and benchmarking practices;Trained and assisted over 70 other staff across the Council in continuous improvement methodology and tools;Developed a pocket sized prompt card set for supervisory and management level staff;Revised the Organisation's Staff Handbook and placed it on the Intranet for ease of access. (Involved staff across the organisation through focus groups and commenting as developed);Prepared and published a series of bi-monthly Newsletter, "BenchNet News", to assist trained facilitators in Bench-marking practices, process reviews and continuous improvement implementation;Streamlined services provided by the HR Branch and implemented new methods of service delivery with higher quality and efficiency. (These were undertaken through Branch staff by encouraging them to identify unproductive work practices and service levels and develop suitable alternatives);

Key Responsibilities:Assisting with the implementation of the first Enterprise Bargain Agreement in the areas of co-ordinating the introduction a computer based job evaluation program, designing a Customer Focus Strategy and Implementation plan and implementing a philosophy of best practice in the organisation.Researching on a range of related issues, writing articles for the internal staff newsletter and speaking at staff meetings across the organisation.Milestones:Accelerated the rate of change through designing and delivering a pilot program for the introduction of process reviews and benchmarking with indoor and outdoor staff;Designed a training program for facilitators to conduct benchmark activities across the whole of Council;Compilation and dispersal of a Customer Focus Strategy and Implementation Plan;Successful introduction of the Job Evaluation Program.GRIFFITH UNIVERSITY, FACULTY OF; Key Responsibilities:Co-ordinating all aspects of recruitment and selection processes for the appointment of academic, tutorial, casual and administrative staff covering over 200 positions;Counselling staff across a whole range of appointment and HRM issues;Supervision of 4 staff;Initiating and conducting probationary and performance reviews of academic (over a 3 year duration) and general staff;Organisation of training and development activities across the Faculty;Providing administrative and secretarial support to the Faculty's Staff Committee and Staff Equity Committee;Preparation of Faculty Budgets with respect to staffing needs and authorising payments to casual and tutorial staff.Milestones:Designed and implemented orientation and induction programs for administrative staff and contributed to the design of similar programs for academic staff and sessional tutors.Developed new, and undertook revision of existing, Faculty policies which impact upon all aspects of personnel activities.

Key Responsibilities:Project Manager for a major revision of the University's Staff Handbook involving consultation with management and users.Milestones:Delivered the completed project of revising the Handbook on time and on budget while creating a user-friendly layout using flowcharts;Restructured the Department's budget and financial procedures to ensure a greater degree of accountability, monitoring and reporting for each Sub-Unit;Major role across the University in driving change in HR activities.