Sarah Cusack (Nee Hart) Email & Phone Number

Gold Coast, Queensland, Australia

My mission: All women living their most authentic and aligned expression in this life through courageous confidence and wild self-belief. My sweet spot is supporting women to develop their emotional intelligence through coaching, programs and masterclasses, so that they can understand their emotions, regulate and respond in any situation. This results in wild self-belief, inner confidence and creating the life of your dreams. If you're interested in coaching or the programs I deliver, please send me a message and we can hop on a call to chat about your needs.

Gold Coast, Queensland, Australia

GOJII takes its name from the small but might Goji Berry and that’s the energy we bring to the emerging talent mentoring space 🔥You'll find me:🫐 Doing deep customer and client research and using our insights to deliver an even better mentoring platform and program🫐 Monitoring our experience scores, which have engagement from our mentors and mentees across all our programs above 95% 😮‍💨🫐 Connecting with people about the benefits of outsourcing your mentoring program and leaving you with 8 contact hours over 6 months [yep! when we say we do it all, we really mean it!]🫐 Designing and facilitating epic workshops that directly address the soft skills gap for our emerging talent🫐 Marketing, content creation, sales, website design and whatever else needs doing, coz start up lyf 🫡Reach out if:👀 You have time constraints in program management and you'd love to deliver a mentoring program that lands, but simply don't have the time👀 You have trouble keeping your emerging talent engaged once they've signed on, or throughout your program👀 You're ready to put actionable learnings in place to bridge the soft skills gap emerging talent are facing as they enter the work world

Gold Coast, Queensland, Australia

This role saw me lead a change in the way we consider the employee experience. Things I'm proud of:Delivered a partnership with WORK180 to become a recognised employer of choice for women, resulting in a change in our jobs ads, marketing collateral and the way in which we create safe spaces for women and those who identify as women to thrive in our businessCreated and delivered an Employee Experience roadmap to ensure we are staying in line with best practice measurement of culture, engagement and people service delivery to identify and drive areas of opportunity, so Origin remains a 'great place to work' recognised organisationRedesigned the performance process through user experience sessions, delivering insights and resulting in a new and improved rating scale that resonated with employees and leaders and was implemented business wideLed the career and development stream to reignite career and development in the. Topics were sourced from employee feedback and covered career, development and self-leadership, which resulted in employee led conversations with leaders showing our awareness phase of change was successfulRan a human centred design approach, including research, insights, validate and design process for the following services: Career and Development, Learning, Parental Leave, Recruitment, Flexible Working, Employee Engagement resulting in improved service offerings that are fit for purpose and validated by decreased tickets and increased eNPS scoresThought leader on employee experience and human centred design, facilitating up-skilling sessions for the wider team and being an advocate for putting the human at the centre of the work we design and deliverReview of Employee Value Proposition (EVP) work, conducting ethnographic interviews and workshops across all out sites and offices. Working in collaboration with Marketing and Communications to redefine our internal proposition and share it with the business

Melbourne, Australia

Design and implement workforce development strategies and programs as part of the People Area of Focus, with a lens of culture change, that support RMIT’s HR Plan and the achievement of RMIT’s 2020 Ready for Life and Work strategy. Some key areas of work across 2018 and into 2019:Revitalise the RMIT values and culture and integrate into our ways of working.Define and drive critical capabilities across the RMIT group, with a focus on collaboration and change. Design a new and contemporary approach to enabling high performance that is values-led, outcomes oriented and supports career development.Contribute to the implementation of Performance and Career Planning (and related initiatives) to maximise engagement and meaning for individuals and impact for the organisation.

Leading the uptake of Promapp within the HR group.Capturing the 'as is' across the employee lifecycle and moments that matter.Preparing processes for detailed design phase of the implementation of Workday.Identifying and designing process improvements that would result in a quick win before the new system.

Leading the HR contracts team and reviewing our end to end processes to deliver a streamlined HR service.

Melbourne, Australia

I was the lead designer for process within HR. Utilising human centred design as a method to identify the real cause of service breakdown. I used data and ethnographic research to understand customer pain points and design innovative solutions to deliver customer delights. The goal: Make HR easy to do business with!Things I am proud of:- Design and delivery of online contract generation and acceptance service for all Recruitment activity- Redesign and delivery of the Recruitment process, resulting in no duplication of approvals- Redesigned the internal resolution policy, resulting in greater accountability for leaders to manage their people- Redesign of the formal performance support process putting accountability with leaders to make people decisions

Melbourne, Australia

I was a lead process designer for the Global HR transformation program. What does this actually mean? I used human centred design methodologies to gather data and insights to deliver a global HR service offering across Learning, Recruitment and Global Mobility practices. Things I’m proud of:Delivery of current state customer journeys Design and delivery of end to end future state service blueprints (global and regional) for each functional areasEarly identification and intervention of cross functional service links to co design a seamless experience

AllegisTalent2 is the leading Human Resources Business Process Outsourcing (BPO) and Managed Services organisation in the Asia Pacific region.I am currently the Contract Generation team lead working onsite for AllegisTalent2 with its largest client in Australia, the Telstra Careers Centre. I have a strong background in coaching and developing teams, with expertise in succession planning, performance reviews, performance management and mentoring team members to achieve their personal best, whilst delivering results for the client.In this role I am charged with ensuring my team of 10 direct reports are equipped to understand and deliver timely and accurate employment contract generation. We partner with the Telstra HR team to provide the following services:- contract generation for both internal and external recruitment across Telstra and associated companies (circa 10,500 hires per annum)- employment instrument mapping, always considering current legislative requirements- remuneration mapping in accordance to Telstra policy- non recruitment - including employment instrument changes and remuneration increases- special projects and customisation of bulk processes- merger and acquisition contract generation and on boarding The team thrive in dealing with high volumes, problem solving complex issues and accurately delivering their services whilst maintaining a customer centric attitude.

AllegisTalent2 is the leading Human Resources Business Process Outsourcing (BPO) and Managed Services organisation in the Asia Pacific region.In this role I was responsible Recruitment Support team lead working onsite for AllegisTalent2 with its largest client in Australia, the Telstra Careers Centre.I was responsible for managing a team of 8 consultants who conducted all the 'behind the scenes' checking for the recruitment process. A high level of attention to detail is required to ensure the tasks were completed both accurately and timely. Some key tasks included:- previous employment checks- background checks- drafting of offer confirmation's for Telstra managers- management and response of queries of internal careers inbox- special projects and customisation of bulk processes The team partner closely with the recruitment teams to provide a seamless candidate experience every time.

Founded in 1953, Melbourne Theatre Company is the oldest professional theatre company in Australia and one of the largest theatre companies in the English-speaking world. As the box office supervisor I managed a team of casual box office staff. I was charged with developing of policy and process, performance management through development of KPI's and developing an end to end recruitment process. This included on boarding, induction and training and development. The team aim to always provide exceptional customer service to our loyal clientele and were responsible for delivering the following services:- ticket sales both via the phone and in person- management and response to the MTC mailbox- printing and daily allocations of tickets- managing all subscription queriesAdditionally I was involved with building of specialised studio events, daily and weekly cash reconciliation, rostering and team building.

Master'S Degree, Human Resource Management

Bachelor Of Communications, Public Relations