Jennie Seppings Email & Phone Number

Snowy Monaro Regional, New South Wales, Australia

Canberra, Australian Capital Territory, Australia

Canberra, Australian Capital Territory, Australia

Canberra, Australian Capital Territory, Australia

Responsible for project managing the development and implementation of a Claims Workforce Management Project. This project includes the procurement of a Recruitment Agency to provide administrative support for the bulk recruitment of claims management roles, the procurement of a professional services provider to develop of a Capability Framework for the.

Canberra, Australian Capital Territory, Australia

* Project managed the implementation of a Diversity and Inclusion initiative 'Small Acts of Inclusion Spring Program* Supported the implementation of the Graduate Development Learning Pathway* Reviewed the L&D strategy for alignment to Geoscience's 2028 Strategy

Canberra, Australian Capital Territory, Australia

Responsible for responding to complex and high volume HR Policy and Enterprise Agreement queries; reviewing, summarising and recommending business cases associated with Individual Flexibility Agreements and relocations, documenting internal People related processes and use of Aurion for data referencing, entry and reporting purposes.

Canberra, Australian Capital Territory, Australia

Redeployed from BCS due to Covid-19 to provide HR consulting services associated with the organisation’s restructure and the establishment of an HR function.

Canberra, Australia

• Executive Manager People and CultureResponsible and accountable for leading the achievement of BCS’s Strategic People and Culture goals, delivering innovative and contemporary people solutions, providing high level.
• Restructured the People and Culture team to better support current and future operational and strategic needs resulting in generalist, professional levels roles being established whilst maintaining FTE and reducing the.
• Proposed a 3 year People and Culture business plan to support the achievement of BCS’s 2020-2030 Strategic Plan
• Redesigned and implemented processes resulting in increased efficiencies and improved engagement and capabilities of leadership teams and outcomes associated with Recruitment and Selection, Onboarding, Induction and.
• Introduced the concept of Executive / Leadership Coaching resulting in the appointment of an external Team and Leadership Coach including the provision of an organisational leadership development program
• Through the engagement of Region Media (RiotACT) and the appointment of a new Marketing and Communications professional, increased BCS’s social media reach by 50% across the Capital Region.

Canberra, Australia

• Led the Corporate Services team to deliver high quality, best practice services and technology across People & Culture, Finance, Information & Communications Technology, Marketing & Communications and Quality.
• Played a key role redesigning the organisation’s structure leading to better alignment of accountabilities and services reducing silos and improving efficiencies and outcomes
• Developed a Corporate Services 3 year business plan aligned to the organisation’s Strategic Plan
• Achieved 98% executive engagement results in the Employee Engagement Survey
• Established a project team - Project Jigsaw - to identify, select, procure and implement an ERP comprising CRM, Client Management, Finance and HR / Payroll system
• Successfully implemented work groups to identify and implement improvement initiatives resulting from the Employee Engagement survey

Canberra, Australia

As part of the HR Coach network, Jennie partners with businesses to minimise risk and maximise profits by aligning / improving systems, processes and the performance of their people. This is done against a HR framework comprising:Organisational Measurement & PlanningHR Processes & SystemsGovernance & CompliancePerformance Management andWorkplace.

Cooma, New South Wales

• Lead, develop and coach a team of 6 HR professionals in the delivery of operational HR services and strategic improvement and change projects. Monitor delivery of HR services and performance to a geographically.
• Applied commercial acuity to research and manage the implementation of an e-recruitment applicant management tool to delivery continuous improvement to recruitment and selection.
• Utilised exceptional communication and stakeholder management skills to influence and engage managers in job evaluation and remuneration review processes to ensure transparent outcomes.
• Developed, scheduled and delivered an annual plan of strategic and operational HR projects, initiatives and activities that achieved business requirements and change aligned to the organisations strategic plan, goals.
• Deployed strategic recruitment processes to close 200 vacancies in FY10/11 and FY11/12.
• Developed the People & Culture balanced scorecard key performance indicators (KPI’s) to improve performance monitoring, appraisal, and HR Service Delivery.

• Managing a team of 10, I was responsible for the provision of comprehensive HR strategic / OD and operational services to 1,200 employees geographically spread across Bahrain, Iraq and Afghanistan.Key Achievements
• Handled all HR issues related to DHL’s Disaster Response Unit associated with the death of 3 DHL colleagues in Afghanistan
• Implemented key business processes for enhancing performance: o New global job evaluation and grading systemo Mid-year performance reviews
• Initiated new training programmes: o Supervisory / Middle Management training programmeso HR Policies, practices and procedures training sessions for managers / supervisors
• Designed and implemented:o More rigorous Recruitment and Selection processes and practices to raise quality of recruitmento Learning Maps for transparent career development purposeso Nationalisation programme to.
• Gained Investors in People (IiP) accreditation for Bahrain

• Key Achievements
• Developed and implemented an Incentive Scheme for support staff linked to business KPIs
• Undertook an analysis of Bahrain’s Compensation and Benefits practices resulting in streamlined practices across Bahrain, Iraq and Afghanistan
• Developed and facilitated the roll out of DHL’s Corporate Values
• Developed Annual Training Calendar based on a comprehensive TNA
• Implemented English and Arabic training programs

• Key Achievements
• Developed standardised HR policies and practices following the merger of Atos Origin and Schlumberger
• Developed an Employee Handbook
• Developed employment contracts for remaining Schlumberger staff transitioning to Atos
• Implemented global initiatives eg Employee Satisfaction Surveys, e-learning
• Re-established HR Intranet previously developed whilst working for Atos in KSA

• Responsible for the provision of all HR services to the Global Infrastructure Services (GIS) business unit - approximately 1300 employees - my key achievements were:
• Developed and implemented a cultural Customer Service change initiative delivered by Customer Care Champions covering behavioural training, skills training, role clarification, and systems and process review.
• Implemented an automated Incentive Plan process for producing and calculating the payments of individual incentive plans.
• Developed and implemented a Sick Leave strategy to improve current levels and patterns of sick leave.

In this start up HR role, I developed and implemented 6 HR Policies plus an HR Intranet site.

• The Career Development Centre (CDC) was a new initiative in support of Fujitsu’s Employee Retention Strategy. The CDC was a team of four HR professionals – Graduate Recruitment Manager, Senior Learning and Development.
• to provide all employees with the necessary tools and resources that would develop their capabilities to realise their career goals.
• to develop the management population as effective Career Coaches so that they could better assist their staff reach their potential and realise their career goals.Key Achievements
• Researched, developed and incorporated into the Performance Management System, Leadership Competencies and Needs Analysis guidelines
• Produced and published Career Streams for key roles within Sales, Solutions & Services business units.
• Reviewed and refined the Graduate Development Program in terms of both candidate attraction, program content and training providers.

• Managing a team of 3, responsible for providinmg professional HR services and strategic and general consultancy to line managers (approx 2000 employees). My key achievements were:
• Human Resources due diligence and implementation of transmission of business for the sale of Fujitsu’s Securities business.
• Received a Professional Performance Award for my involvement in the merger of Fujitsu’s subsidiaries - Southmark Computer Systems and Logical Solutions.
• Developed and implemented a new Performance Management System along with a Toolkit for Managers and Employees.
• Developed Recruitment and Selection Guidelines which was rolled out through a series of workshops
• Implemented Performance Appraisal Review Boards

• Key achievements
• Developed and implemented a Performance Management Review System
• Developed Position Descriptions for three layers of management
• Developed and produced a Human Resources Manual containing comprehensive HR policies, procedures, guidelines and associated forms
• Developed and produced an Employee Handbook

• Key achievements
• 80% success rate against agreed Succession Plan
• Successful training budget management
• Established the first Annual Training Plan
• Managed the development and implementation of Literacy and Numeracy training.
• Designed and implemented Induction Program

• Key achievements
• Designed / redesigned, delivered and evaluated non-technical, generic and supervisory training o Train the Trainer (4 day residential)o Instructional Techniques (2 days)o Supervisory Skills (5 day residential)o.
• Developed a training and development plan for Graduate Trainees
• Developed a Training Needs Identification package for the implementation of Microsoft product training throughout BOC.
• Implemented accelerated learning and Neuro-linguistic Programming (NLP) techniques into the training environment

Training Admin Officer: General training administration and induction training deliveryOffice Systems Trainer: Word processing and email trainingWP supervisor: Supervised 6 WP operators and managed / maintained WP system

Associate Diploma, Adult Education (Training), Training / Organisational Development

Associate Diploma Adult Education (Training)

Education record