Responsible for HR support for 13 Resorts across; Lake District, Lancashire, Lincolnshire, Norfolk and Hemel Hempstead Central support office which is currently in a Merger with Newcastle HO. (Supporting circa 1,000 employees) Proactively supporting the Regional Director, 14 General Managers and 15 HOD’s in Hemel HO with sound HR advice on any employee relations issuesSupporting the merger; integrating HR database, Payroll processes, Contracts, Engagement activities and many new procedures into Hemel office.Main responsibilities:Delivering HR Presentations quarterly to the Region and provide coaching to ensure GM’s and HOD’s maintain compliance and to grow our talent.Delivering ‘Professional People Practice’ training within the Region and Hemel Hempstead Central Office.

Kakadu Tourism is an indigenous owned collection of Kakadu wetland cruises, 4WD ours, cultural experiences and accommodation. It is the largest collection of facilities catering to tourism in Kakadu National Park and is focussed on positive indigenous outcomes. Kakadu Tourism is managed by Accor Hotels. Cooinda Lodge Kakadu is the gateway to Yellow Water Billabong in the heart of Kakadu and is the ideal base to explore the treasures of the region. With 48 air conditioned rooms offering a very relaxed stay. Within the property there is a large resort pool, bistro and bar, petrol station, campground, tour desk and airstrip.Yellow Water Cruises has been awarded the winner of the 2012 Qantas Australian Tourism Award for Major Tour and/or Transport Operations among other accoladesKey Achievements:* Managed the transition from Intercontinental Hotel Group (IHG) to ACCOR in April 2014, updating all documentation, contracts & Policies* Driving new Enterprise Agreement with Industrial Relations Lawyer & negotiating with Consultative Committee * Updated processes and procedures to ensure in line with Legislation, audited payroll saving $58,000pa.Generalist Operational and Strategic role:Management & control of all HR, Payroll, OH&S, Training & 82 staff accommodation for 90 employees Recruitment, selection, on boarding and retention of 90 employees including 20% indigenous employees.Responsible for Performance Management, Poor performance, Training & Development, Staff Meals and Accommodation across the property.

Prepared position descriptions for Executive and Middle Management in preparation for a National restructure and transition across Australia for a major Services organisation.

Reviewed the current ‘Recruitment and resource processes’, identifying the gaps, providing recommendations for proposed changes, with the aim of generating a more streamlined and commercial approach through implementing an e-Recruitment Solution and fully utilising the current Document Management system.Produced process improvement worksheets, engaged with key stakeholders through running workshops, analysed and delivered ‘future state’ process mapping with findings and recommendations for future improvement. Providing a Report recommending implementation of an e-Recruitment solution, to ensure recruitment processes are more efficient and transparent to the business and more commercially competitive in the marketplace.

Partnering the business in order to provide appropriate generalist HR services and solutions to meet the expectations of 4 General Managers, Directors and their groups, focusing on employee relations, performance management, position descriptions, learning & development, interviewing, remuneration and benefits, OHS, workplace culture and risk management. Facilitating the delivery of the HR Agenda and managing projects to develop and implement HR initiatives such as: • Involved in all levels of recruitment & selection including the induction of new employees. • Researching and organising demonstrations for suitable on line-performance management tool and e-learning providers, with proposals to Leadership for approval. • Implementing Pre-Employment Screening to carry out Australian Federal Police Checks to protect company against potential fraud and theft. • Assisting in the development of an HR portal to provide on line support to all Management and their teams. • Sourcing a Corporate Health Program to deliver health assessments and Fit 4 Work initiatives • Re-evaluated and introduced new Induction process, checklists, guidelines and materials for Managers to support new starters • Managed HR Metrics Dashboard - to ensure HRIS (Aurion) system robust, implementing processes to capture data for reports to the Board and HR Committee • As a team sourced providers and delivered Employee Engagement Survey (Aon Hewitt) • Attract and select Graduates for Graduate Program, and manage the rotation within the business • Rehabilitation and Return to Work Co-ordinator trained and part of the OHS Committee. company against potential fraud and theft.• Working with Directors developing new Position Descriptions following Client Centric restructure. • Rehabilitation and Return to Work Co-ordinator trained and part of the OHS Committee. Dealing with Workers Compensation claims and rehabilitation of employees.

Supporting 230 employees across 4 locations; Alice Springs, Kings Canyon Resort, NT and El Questro in WA. • Generalist and ‘hands on’ HR role which was multi-faceted and included responsibility for providing generalist HR advice and coaching to Department Heads on all matters relating to EBA interpretation, discipline and grievance, recruitment and retention, training and development, OHS, Return to Work and supporting Managers in achieving their operational objectives. • Provided strategic HR leadership to the Group General Manager, working closely with 3 Resort General Managers to ensure effective and compliant HR practices & processes. • Constantly challenged the way the business operated and strived to improve the overall capability of Human Resources within these four remote locations.• Responsible for all aspects of staff satisfaction and retention including. payroll, managing staff housing, social events and organising focus groups.• Management of workers compensation, Return to Work and Occupational health and safety.• Responsible for bulk recruitment of new staff into all departments including Management positions up to and including General Manager.• Reduced staff turnover by 33% in 2007 and a further 20% in 2008 along with doubling staff tenure, with some employees staying between 1 to 3 years in a Class A remote location.• Significantly declined compensable OHS claims frequency rate at Kings Canyon Resort with premium forecasts for renewal substantially reduced • Delivered Orientation and OHS and Performance Management training, • Conducted dismissals, staff disciplinary procedures and counselling sessions.

(Contract role )Keystone was McDonald’s Restaurants UK distributor supplying 2,200 UK Restaurants delivering their total product requirements including food, promotional items and packaging. (c.1,000 employees).Provided professional support and advice to the business, in all areas of strategic and operational HR. Responsibility for a team of: 1 HR Advisor and 2 HR Administrators across 3 sites in the UK. • Recruitment of key management roles, psychometric and ability testing, interviews and negotiated competitive rates with Agencies.• Redundancies/Change Management – due to business relocated and operations dispersed to alternative distribution centres. Project managed redundancy cases, conducting the process from commencement to expiry, including consultation, calculating payments and outplacement assistance to those affected.• Coaching, advised and conducted disciplinary, grievance and appeal interviews including absence without leave, poor performance to fraudulent and theft cases. • Managed Long-term sickness absence, through sending employees to company doctors and home visits.

A member of the strategic HR team working with the HR Director and Head of Learning to develop and drive an effective UK and International Manpower & Succession plan, to deliver the resourcing solutions for 6 major business channels. (4,000 employees)• Streamlined and implemented a ‘recruitment process’ across all major business channels introducing ‘best practice’, highlighting the impact of poor selection to Operations Managers to ensure the recruitment of the right people to meet growth plans within stringent targets.• Instrumental in establishing new Operations Recruitment Consultants due to inefficiencies and excessive charges, with cost savings of up to $468k pa. (Saving approx $2,340 for each Store Manager employed). Gained Operation Directors buy-in, initiated training/induction, setting up the contract and accounts facilities – to further Costa’s vision of being an ‘Employer of Choice’.• Saved $234k by reducing advertising costs through ceasing all local advertising and increasing regional/national advertising.• Reduced staff turnover by 10% through resolving long-term back office system problems, resulting in key business objectives being met.• Set standards for Whitbread’s first International Contracts and recruited the operations team in Dubai, for their global expansion into the Middle East & North Africa, China and India – initiated all standards for international processes and procedures, ensured all travel, medical, life insurance provided, visa applications, relocation policies and foreign payroll processes set up.

Part of Human Resource’s rationale as business partners to maintain and further develop, improve and deliver the HR strategies and policies to ultimately achieve DaimlerChrysler’s mission. Provided all aspects of generalist HR support, advice and coaching to Directors, Managers and employees across 3 Group Companies at 5 locations. Responsibility for: 1 HR Advisor. (c. 560 employees) • Recruitment of key managers to ensure business objectives met, advising MD of best practice and determination of salary packages to attract the best in the market - influential in MD’s final decision• Initiated and implemented a Training Needs Analysis identifying Training and Development to support the business objectives and to comply with ISO standards, whilst maintaining Training Budget of $234k pa.• Project managed “Sickness Absence Management Policy” to support management in reducing days lost. Redesigned the absence reporting process and reviewed the need for a BUPA Occupational Health Nurse on site and return to work interviews, to support employees back to the workplace.• Developed a ‘Retention Strategy’ and implemented a “Long Service Award Recognition Policy”, to recognise staff loyalty and engagement across 5 DCSUK Group of Companies (560 employees), prepared data for presentation to the Board. • Member of the HAY Job Evaluation Panel - advising on all grades within the organisation to provide information on correct salary bandings for all roles.• Managed redundancy cases, consultations and identified suitable alternative positions.• Challenged the need for an “umbrella” Pension agreement to attract employees from other business areas to assist in the transfer of employees under TUPE regulations

Generalist management role covering all aspects of Human Resources for 300 Operational, International Headquarters and Reservations employees across 9 sites in the South East and London regions, providing guidance to ensure compliance with legislation and delivering strategic HR objectives to the organisation in line with key business objectives in line with key business priorities. • Managed the “Recruitment Campaign” following Acquisition- recruiting 60% of workforce not transferring to Bracknell. Negotiated competitive rates with Agencies. Set up Training programmes to ensure business continuity and key experience retained.• Managed disciplinary cases relating to Unfair Dismissal and Sexual Discrimination avoiding referral to Industrial Tribunals – resulting in cost savings to the company.• Delivering “Redundancy Programme/Change Management” - 220 redundancies at International HQ and nine corporate operational locations. Responsible for initial announcement, consultations,selection criteria based interviews, redundancy calculations and final notice letters. • Transfer of Undertakings (TUPE) of eight sites throughout Scotland and Northern England, providing necessary calculations and documentation. • Managed the “Relocation Programme” following the Company entering into Administration. Transferred Budget employees to Avis Plc International HQ (under TUPE Regulations).

Volunteered Judge and trainer for Raleigh International, twice a month for the weekend. Taking youths on Activity weekends across the UK to be judged for them to be sponsored to expeditions across the World, aiding third world countries with projects to be improve their health and well being, as well as protection of wildlife. Adventure activities and team building were an exciting and challenging part of these trips abroad. Traveled to Chile, South America to assist with projects with new pipelines to remote Clinic and clearing Volcanic ash for farms rescuing their livestock.Trained with Metropolitan Police, London in the later years as the judging system changed to more Learning and Development strategies.

Providing generalist Human Resources support to 3 businesses (450 employees) across 3 sites. Human Resource’s rationale was to be fully integrated into business.• Training: Design and delivery of Induction & Retirement Programmes, Time Management, Appraisal Interviewing, Customer Care and Telephone skills workshops and Interview Skills Training.• ER: Responsible for disciplinary interviews, carrying out investigations and dealing with Solicitors to prevent potential IT cases.• Assessment Centres: Co-ordinated, delivered and provided managers/supervisors with relevant assessor training. • Recruitment & Selection: Initiated a screening exercise of 100 applicants providing a ‘pool’ of candidates, saving £100k on recruitment costs.• Redundancy and Redeployment: Facilitated voluntary redundancies following closure of site. Responsible for assisting Careers Counsellor to re-deploy 35 employees, and re-skilling 60 employees.