Helen Williams Email and Phone Number

As an Independent Consultant, I am passionate about supporting:Mindful Leadership: Promoting awareness and facilitating opportunities to create thoughtful, inclusive, and effective leadership practices.Empowering Teams: Developing strategies and programs that enhance team collaboration, performance, and engagement.Enriching Careers: Implementing programs and initiatives that support employee growth, development, and career progression.

Responsible for creating and implementing programs and initiatives that helped to grow leadership skills and shape Capricorn’s culture.Achievements:- Introduced new organisational values: Accountability, Courage, Collaboration, and Trust. Integrating these values into all aspects of the people systems and processes.- Established a Recognition Working Group with representatives from across the organisation and launched “The Purple Stars" awards program, celebrating and recognising contributions that embody the Capricorn values.- Designed a comprehensive leadership development framework and rolled out the "Leading @ Capricorn Program," a customised program covering the essential skills and competencies for effective leadership within Capricorn.- Collaborated on an operating model review and redesign, working closely with the CEO and Chief People & Culture Officer to assess the current state and envision the future structure of Capricorn.

Joined Linfox in September 2018 with responsibility for designing and implementing programs and initiatives that underpin the development of Linfox’s high-performance culture. Leading the Linfox centres of excellence with accountability for leadership and capability development, succession management, talent pipeline programs (graduate and vacation), remuneration and benefits, performance management, HR systems and processes, organisational design and engagement. Highlights: - Managing the development and rollout of “The Linfox Way”, the organisation's renewed code of conduct and associated training and support materials. With 90% of employees completing their training within 12 months of launch.- Developing a talent and succession framework, including the roll-out of “people days” to support the identification and development of internal talent. Partnered with DDI in using acceleration centres as part of a targeted senior leader development process.- Overseeing the design, development and delivery of the Linfox internal leadership program “The Linfox Leader”. Design based on concepts of leading self, leading others and leading the business, the program has senior leader, manager and supervisor streams.- Developing opportunities to understand and enhance the employee experience "Linfox Listens", using focus groups, targeted surveys, stay and exit interviews and action planning. - Delivering a range of projects to support the business strategy, including people stream led of an integration project, rollout of egift card thank you project to all employees, revised incentive plans, updated workplace behaviour policy and associated training.

Responsible for leading, maintaining and enhancing the Association people function by successfully developing, implementing and embedding strategy led initiatives to drive engagement, productivity and a high-performance culture. Partnering with executive to plan and implement organisational restructures. -Reviewed internal HR systems to identify process improvements and simplifications, which led to significant reductions in administrative processing time for recruitment, onboarding, and employee change processes.- Designed a targeted strategy to attract candidates whose skills and capabilities aligned with the Association’s values and culture, ensuring the timely delivery of high-quality services. - Coached managers in people leadership responsibilities, particularly in handling performance issues.

Business partner to a client group which included Group Office functions, and Exploration team globally. In addition supporting the development of Human Resources (HR) standards and implementation of standardised processes. Undertaking a number of projects including organisational change projects at Operations (Sepon and Rosebery). Also acted as General Manager of Human Resources for a 6 month period during 2014 whilst GM seconded to an international project.

To partner with and to provide human resources leadership to a diverse client group in support of the organisational strategy. With organisational responsibility for programs related to Diversity, Engagement, Performance Management and Graduates.Partnering with key stakeholders development and delivery of the annual business plan in support of client group strategic plans and Human Resources Strategy and Plan; development and review of new strategies and procedures in support of continuous improvement; to provide oversight in the end-to-end process for the Graduate, Vacation and Scholarship programs including workforce planning, budget, innovative design, through to their implementation, ensuring a pipeline of talent is maintained across the organisation; to lead and develop the Newcrest Diversity plan across all Newcrest locations.

Leading a small team of learning and development professionals in the design and implementation of strategic people related programs and initiatives, which support Newcrest’s high performance culture. Partner with key stakeholders identify capability requirements and learning and development interventions required to support the achievement of business objectives; lead the design and implementation of talent succession and career development programs to provide the bench strength required; manage the global roll-out of the Creating Our Future series - a cultural engagement workshop designed to foster greater organisational understanding and build collaboration; in conjunction with the remuneration and benefits team manage the performance measure aspects of the organisational incentive programs; oversee the global performance management system and processes including the development of interim systems and processes for newly acquired assets; lead the establishment of employee engagement initiatives including employee committees as consultative forums aimed at identifying opportunities to improve the workplace.

Part of a global organisation which provides supply chain and distribution solutions to the wireless communications industry. This role involved the provision of full HR generalist support to the Melbourne corporate office and Sydney distribution centre operations. Key accountabilities included implementation of an online performance management system; review and update of induction process; review and update of IR strategy; development and implementation of a customised employee engagement survey; and key role in project team in the development of a business case for the establishment of a global centre of excellence

Casella Wines is a family owned winery based in the Riverina employing 450 permanent staff. The company produces the hugely successful brand [yellow tail]® which has become the most successful launch of an Australian wine brand in the history of the Australian wine industry. Key accountabilities included the development and implementation of organisational human resources strategy; negotiation of site wide employee collective agreement; Implementation of a HRIS (Preceda) system to support the business including ESS/MSS functionality; Development and implementation of recruitment systems and processes including PageUp to support growth within the organisation; Management of remuneration strategies and process; Development and implementation of performance management system and organisational development programs; Responsible for ensuring compliance with OH&S legislation and regulation including workers compensation; and organisational representative on educational and immigration advisory committees

Building a client base including Riverina Food & Wine Technology Centre, Cranswick Premium Wines and De Bortoli Wines Activities Facilitation of wine industry and Frontline Management training programs; Development of a learning & development framework and performance management system; Development of Human Resources policies, procedures and processes, including OH&S.

Project leader for the redesign and development of the performance management system and organisational competencies working with both external consultants and an internal team; Design, development and implementation of graduate placement program to suit SunRice requirements; Support and training in the use of SAP HRIS; Identifying requirement and driving training needs analysis project within manufacturing area of business; Development and implementation of the annual harvest training strategy; Working with OH&S Manager to develop and source training to ensure compliance with legislative training requirements; Review and redevelopment of assessment process to support skills based classification structure for weekly wages employees; 12 month secondment as lead HR Functional Analyst on the SAP upgrade and post implementation support project; Development of standardised induction process for all employees; Management of the Salary Review, Incentive and Performance Improvement Review (PIR) process for all salaried employees; Conducting a review of training and development activities within SunRice leading to the development and implementation of the SunRice training & development strategy

Coca-Cola Amatil is a major producer and marketer of soft drinks. Design & development of training materials to support IT systems

Scoped training requirements for SAP and Business Process Re-engineering (BPR) implementation; Implemented, reviewed and revised SAP training strategy and training budget; Scheduled and administered SAP and BPR training courses (in excess of 2500 person training days); Managed external documentation consultants, including scope and type of documentation; Delivery of in-house computer training courses

Griffith Skills Training Centre is a community based organisation, involved in the administration and delivery of Labour Market programs and training courses for both the unemployed and on a fee for service basis.; Programs Co-ordinator / Training and Development Officer Co-ordination of all Labour Market employment programs; Liaison with C.E.S., local industry and unions; Delivery of personal development, job search and MSOffice training

in-Charge of Administration