Responsibilities:• Design and establish innovative people insights practice, which encompasses the use of technology to capture and analyse data and insights, to a data led culture.• Build organisational capability and awareness in the field of people insights for both leaders and the P&C business unit.• Work with stakeholders both within and outside P&C, acting as a subject matter expert on the people data stored in multiple systems, reporting, generating insights, and resolving… Show more Responsibilities:• Design and establish innovative people insights practice, which encompasses the use of technology to capture and analyse data and insights, to a data led culture.• Build organisational capability and awareness in the field of people insights for both leaders and the P&C business unit.• Work with stakeholders both within and outside P&C, acting as a subject matter expert on the people data stored in multiple systems, reporting, generating insights, and resolving queries and issues.• Uplifting the capacity and capability of Tabcorp’s P&C analytics and insights function through advancing automation, tools, and new reporting initiatives. • Ensure data compliance and privacy is maintained through data structure and controls. Show less

Responsibilities• Developing and delivering HR reporting and insights to the Director of People & Culture and to various senior leaders on a regular basis as well as on adhoc basis.• Identifying opportunities to develop the reporting process and work closely with the business units to deliver projects on time and accurately.• Ensure the data integrity in the Oracle database by running regular audits and conduct business requirement gathering.

Responsibilities• Engage with the HR business stakeholders to identify process/system improvement opportunities to enhance the customer journeys. (Eg: Onboarding and Recruitment Process)• Provide subject matter expertise consultation to the business regarding Human Resources reporting, analytics and insights requirements, root cause analysis support and HRIS system support and maintenance/upgrade and improve data integrity. • Develop value adding Business Intelligence (BI) analysis… Show more Responsibilities• Engage with the HR business stakeholders to identify process/system improvement opportunities to enhance the customer journeys. (Eg: Onboarding and Recruitment Process)• Provide subject matter expertise consultation to the business regarding Human Resources reporting, analytics and insights requirements, root cause analysis support and HRIS system support and maintenance/upgrade and improve data integrity. • Develop value adding Business Intelligence (BI) analysis and visualisations using PeopleInsight® tool for business and senior stakeholders to support evidence-based decision making. • Design wireframes and visualisations to optimise and continuously reduce the reporting inventory and enhance customer journeys via training stakeholders for self-serving.• Initiate and lead various projects in an agile environment (from requirement gathering stage to delivering the outcome, while engaging with diverse groups of stakeholders.)• Work with cross functional global teams and dealing with challenging issues and working closely with Product owners to deliver outcome on agreed budget and cost.Key Achievements• Lead the project to introduce a Business Intelligence (BI) solutions via Qlik Sense® to various operational business stakeholders to gain cost and FTE savings.• Reduce 90% of the reporting inventory by introducing self-serving innovative solutions. Show less

Career break for 18 months to re-locate and live in Japan due to my husband’s international placement to Nagoya - Japan, with Toyota Australia and had the opportunity to travel extensively around Japan, getting first hand exposure to unique Japanese culture.

Lead : Workforce, Compliance, and Diversity Reporting.• Offer SME consultancy to Human Resources business stakeholders and provide high level research, commentary, insights, trends and process improvement support to enable making sound business decisions.• Lead and Initiate discussions with senior business stakeholders to understand the data/analytical gaps and design and deliver high level HRIS solutions. (HR Productivity dashboard, FTE and Headcount reporting, deeper investigation… Show more Lead : Workforce, Compliance, and Diversity Reporting.• Offer SME consultancy to Human Resources business stakeholders and provide high level research, commentary, insights, trends and process improvement support to enable making sound business decisions.• Lead and Initiate discussions with senior business stakeholders to understand the data/analytical gaps and design and deliver high level HRIS solutions. (HR Productivity dashboard, FTE and Headcount reporting, deeper investigation of parental leave, repetitive poor performers etc)• Develop a range of workforce reporting (employee statistics and demographics, employee absenteeism and leave, Diversity, attrition etc) to be used by the business. • Provide analytical support to the business re sensitive and confidential data. (Performance Management reporting, Succession Planning etc)• Improve data quality issues and introduce efficiencies to reporting via Human Resources Information system.• Work closely with external and compliance reporting bodies to streamline the external reporting.• Ensure appropriate controls and risk mitigation are implemented in core processes and continuous improvement of the processes.Key Achievements• Lead the project to develop an external reporting & compliance reporting (DJSI, WEGA, Corporate Sustainability Report etc) governance framework, and a process to run a more efficient and effective compliance reporting. Through these efficiencies, the bank achieved 80% of time cut downs on data sourcing, calculations, and testing in external and compliance reporting.• Lead the project to achieve 85% reduction in HR reporting inventory through negotiation, rationalisation, streamlining, automation and training.• Nominated to be part of the “Aspiring Notable Women program” at ANZ as a recognition of my capabilities.• Awarded the “Take Charge and Excel” award for my contribution from Reporting & Analytics CoE. Show less

Responsibilities• Transition of HR reporting and analytics function from manual reporting to BI reporting. • Organise and facilitate various training programs and design User Guides and manuals for the new HRIS tool. • Design wireframes of various dashboards for the new HRIS to meet the requirement of internal and external stakeholders• Work closely on shore and off shore team members as well as external consultants. Key Achievements• 95% of manual reporting… Show more Responsibilities• Transition of HR reporting and analytics function from manual reporting to BI reporting. • Organise and facilitate various training programs and design User Guides and manuals for the new HRIS tool. • Design wireframes of various dashboards for the new HRIS to meet the requirement of internal and external stakeholders• Work closely on shore and off shore team members as well as external consultants. Key Achievements• 95% of manual reporting inventory was automated which gained productivity and cost savings and increased efficiency in reporting.• Re-designed standardised HR reporting guidelines for ANZ which will enable to deliver reports which are comparable and benchmarked internally and externally. Show less

Responsibilities• Introduce a global standardised People Reporting dashboard • Provide detailed analysis and commentary on trends, insights and recommendation of workforce data• SME support to the divisional and functional membersKey Achievements• Played a key role in transitioning Melbourne HR reporting to Bengaluru and Manila teams which resulted in cost savings to the bank. • Improved quality and reliability of HR data to be better recognized by business

Accountabilities and Achievements• Re-design the HR Business Group Dashboard (Australia & New Zealand) • Dashboard delivery time reduced from 12 days to 7 days through process improvements and efficiencies.• Lead the discussion of Human Resources Dashboard during Human Resources Business Group meetings and provide suggestions for improvements.

Accountabilities and Achievements• Development of a set of Key Performance Indicators (KPI’s) for Human Resources department and continuous monitoring of those KPI’s to ensure that the performance of the HR department was met against targets.• Periodic benchmarking of V/Line Passenger against other rail companies around the world using internationally acclaimed criteria, and to make sure that the generated information was user friendly and easy to understand.• Responsible for… Show more Accountabilities and Achievements• Development of a set of Key Performance Indicators (KPI’s) for Human Resources department and continuous monitoring of those KPI’s to ensure that the performance of the HR department was met against targets.• Periodic benchmarking of V/Line Passenger against other rail companies around the world using internationally acclaimed criteria, and to make sure that the generated information was user friendly and easy to understand.• Responsible for managing the Health and Safety and Medical database for all employees of V/Line Passenger (including Train Drivers and Conductors). This includes monitoring and reporting of Health & Safety risks and concerns to the top management. • Provision of HR information to the management and the board of directors of V/Line Passenger. Show less