Talent Tier (www.talent-tier.com) is an emerging marketplace and services company that is set to disrupt the traditional workforce recruitment industry through breakthrough technologies such as Ai and data analytics.It provides a unique one-stop talent sourcing and acquisition solution on a single platform for large enterprises to medium-sized organizations, while also resolving the traditional time, cost, quality and quantity challenges that are prevalent in the industry.With… Show more Talent Tier (www.talent-tier.com) is an emerging marketplace and services company that is set to disrupt the traditional workforce recruitment industry through breakthrough technologies such as Ai and data analytics.It provides a unique one-stop talent sourcing and acquisition solution on a single platform for large enterprises to medium-sized organizations, while also resolving the traditional time, cost, quality and quantity challenges that are prevalent in the industry.With no CAPEX, OPEX, License fees or software installation required, Talent Tier is THE solution to source contractors, full-time employees or freelancers.www.talent-tier.com Show less

We lead clients through accelerating change, helping them harness the power of technology to deliver new outcomes from their business. The Region has approximately 52,000 employees across more than 13 countries. My team and I champion our business achievement by improving the Employee Experience and delivering commercial outcomes, enhancing our employee engagement, diversity & inclusion so that we are better tomorrow than we were today.Key Successes created by the HR team… Show more We lead clients through accelerating change, helping them harness the power of technology to deliver new outcomes from their business. The Region has approximately 52,000 employees across more than 13 countries. My team and I champion our business achievement by improving the Employee Experience and delivering commercial outcomes, enhancing our employee engagement, diversity & inclusion so that we are better tomorrow than we were today.Key Successes created by the HR team include:• Supporting the launch of the new Industry Go To Market Model in the Region. • Creation of the FY19 Integrated HR Strategy and implementation plan with a focus on balancing between the two main HR value chains of Commercial Enablement and Employee Experience• Project management underway for the global launch of the DXC HR Chatbot across the business. • Launching the DXC Leadership Academy starting with Aspiring Leaders and Management Foundations targeting approximately 1300 leaders across the Region• Member of Global Corporate Responsibility Steering CommitteeCome and check us out at:Website: www.dxc.technology/us Show less

CSC merged with HP Enterprise Services to create DXC Technology.Key successes created by the HR team include:• Championing the Employee Experience and improving our Employee Engagement, Inclusion and Diversity• Supporting the launch of DXC in A&NZ and the creation of a new integrated HR model bringing together HR practitioners across 12 companies and approximately 10,000 employees.• Design and launch of the DXC Lion program in A&NZ focussing on re-skilling Holden production… Show more CSC merged with HP Enterprise Services to create DXC Technology.Key successes created by the HR team include:• Championing the Employee Experience and improving our Employee Engagement, Inclusion and Diversity• Supporting the launch of DXC in A&NZ and the creation of a new integrated HR model bringing together HR practitioners across 12 companies and approximately 10,000 employees.• Design and launch of the DXC Lion program in A&NZ focussing on re-skilling Holden production line workers into IT after the closure of the Factory in Adelaide, South Australia• Design, development and launch of the DXC Onboard Me app in A&NZ to create a more positive and digital onboarding experience for all new joiners. • Design and development of the DXC HR Chatbot in A&NZ leveraging natural language query and IBM Watson, with launch currently at Pilot phase.• Project managed and completed the HR integration of remaining UXC businesses • Continuing to create success through the DXC Leadership Academy in A&NZ with two additional course launched (Aspiring Leaders and Accelerating through Change) and over 256 leaders trained and average 90% NPS per course.• Integrate 13 companies in 2 years creating the new DXC in A&NZ Show less

Key successes created by the HR team include:• Creation of new Leadership Academy for CSC in A&NZ that leverages the best of the UXC experience to create a four level program that will enable our leaders to realise their potential. 75 Leaders trained on our Fundamentals and Accelerator program before Christmas with avergae of 95% NPS.• Creation of A&NZ Inclusion & Diversity Council to provide a regional focus on diversity across the business by bringing together our 7 Employee… Show more Key successes created by the HR team include:• Creation of new Leadership Academy for CSC in A&NZ that leverages the best of the UXC experience to create a four level program that will enable our leaders to realise their potential. 75 Leaders trained on our Fundamentals and Accelerator program before Christmas with avergae of 95% NPS.• Creation of A&NZ Inclusion & Diversity Council to provide a regional focus on diversity across the business by bringing together our 7 Employee Resource Groups (Pride, Authentic Leadership, Young Professionals, Mosaic, Women In Leadership, Abilities First and Salutes).• Integrated the first Release of the HR Harmonisation for the first 6 UXC businesses and 1300 employees.• Integrated, for both HR and Systems, the Xchanging business of 420 employees • HR support for systems integration of Red Rock and Oxygen Businesses and 650 employees Show less

A start-up aiming to transform the recruitment experience for all. Built as a new arm of SynthesysAt Feewo, we believe that everyone, from newest apprentice to aspiring CEO, should be treated equally with respect and professionalism when going through recruitment. As a candidate, we know that when you apply for a job you are often at your most vulnerable; whether because of your own hopes and ambitions, or others’ expectations. It doesn’t matter if this is your first time… Show more A start-up aiming to transform the recruitment experience for all. Built as a new arm of SynthesysAt Feewo, we believe that everyone, from newest apprentice to aspiring CEO, should be treated equally with respect and professionalism when going through recruitment. As a candidate, we know that when you apply for a job you are often at your most vulnerable; whether because of your own hopes and ambitions, or others’ expectations. It doesn’t matter if this is your first time applying for a job, your hundredth time or even if you are returning from redundancy; each time you put yourself forward for a job, you have to experience the recruitment process for good, or bad.As a client, we know that you don’t always get the best recruiter for the job, sometimes you just use the one that you’ve always used, as it can be too difficult to find out who is the best in the market for what you need.As a recruiter, we know how difficult it can be to differentiate yourself from your competition and to be recognised for the quality of the service that you provide.How do we know this? As a candidate, like you, we’ve experienced great service from recruiters who help keep you going all the way through to the end but we’ve also been treated as if we weren’t really worth the time of day.As a client, like you, we’ve been responsible for identifying and selecting recruiters to provide the right people and faced the problem of working out who really is the best supplier for our needs. As a recruiter, like you, we’ve placed candidates with clients and we've faced the difficulty of being accepted as the best recruiter for the role.That’s why we created Feewo. We made it our mission to make sure that recruiters are recognised for the quality of the service they deliver, good or bad. Where the best recruiters providing the best service stand out from the rest and where you can find the right recruiter with the right quality of service for your needs. Show less

Key experiences include:• Creation of Go to Market strategy for new Legal Managed Service Offering for Top 10 Law Firm, including Product Strategy, Sales Strategy.• Project management of a Brand transformation program for Asia Pacific Digital impacting the whole of business and 400 employees across 6 countries.• Program Management of Loyalty Transformation covering IT, Marketing, Operations and Fulfilment for The Star Entertainment Group across whole of business and impacting… Show more Key experiences include:• Creation of Go to Market strategy for new Legal Managed Service Offering for Top 10 Law Firm, including Product Strategy, Sales Strategy.• Project management of a Brand transformation program for Asia Pacific Digital impacting the whole of business and 400 employees across 6 countries.• Program Management of Loyalty Transformation covering IT, Marketing, Operations and Fulfilment for The Star Entertainment Group across whole of business and impacting 2M members.• Engaged to design, develop and manage a major transformation program for The Star Entertainment Group, impacting the whole of business and all 8,000 employees. The program covered 12 work streams and 64 initiatives including customer experience, people & culture and technology.• Engaged to design and develop the transition and separation program following the sale for $375M to FujiFilm, for Salmat’s Business Process Outsourcing division. The program covered all areas including financial services, IT infrastructure, legal and commercials, human resources and property. • Author of “Change Ahead. How to Navigate the Maze of Change Management” - Amazon, July 2012• Published Article. “Keeping HR in top form” – HR Monthly, May 2013.• Published Article, "Uncharted Territory: HR in the Social Era" - Human Capital Magazine, August 2013. Show less

Key experiences include:• Acting Executive General Manager, Products & Marketing for Digital business unit. Interim position supporting Digital CEO. Definition and establishment of core product plans across the group portfolio, FY13 operating plans for each portfolio, FY13 budget including P&L and recruitment for key roles. • Concept, design and implementation of a ‘One Salmat’ sales model targeting “whitespace” opportunities through cross-selling and strategic solutions focus… Show more Key experiences include:• Acting Executive General Manager, Products & Marketing for Digital business unit. Interim position supporting Digital CEO. Definition and establishment of core product plans across the group portfolio, FY13 operating plans for each portfolio, FY13 budget including P&L and recruitment for key roles. • Concept, design and implementation of a ‘One Salmat’ sales model targeting “whitespace” opportunities through cross-selling and strategic solutions focus impacting 170 sales staff. Creation of Customer Satisfaction strategy programme including Customer Advisory Board proposal. Design and delivery of Customer “Go for Green” program, at client request, for recovering key client relationship. • Development and management of the transformation program for Business Process Outsourcing division, comprising 2,200 employees, targeting strong EBITA benefit in FY11. • Change management for the integration of 4 acquired digital entities, following purchase in Dec 2010.• Design and development of 3 Year People Strategy to align to the 3 Year Corporate Strategic aims and covering all 7,500 employees. • Concept, design and implementation of Corporate Change Management Strategy including policy, guides and training on change covering Leading for Change and Thriving through Change. All associated IP owned.• Concept, design and implementation of the Salmat Leadership Academy, impacting 490 Leaders at all levels, creating four levels of leadership competency and associated training. Product launched with true multi-channel marketing (Facebook, Twitter, QR codes, targeted e-mail, dedicated web page, interactive posters). Show less

Key experiences include:• Major change management initiatives include Integration Organisational Design and Selection for EDS A&NZ leadership and HP HR in A&NZ. Accountability for design and selection of optimal comparable transition solution for integrating 7500 EDS employees across 9 different employee industrial relations categories and 2 Certified Agreements in A&NZ. Implementation of Salary Reduction proposal across all 10,000 HP employees in A&NZ.• Management of cost… Show more Key experiences include:• Major change management initiatives include Integration Organisational Design and Selection for EDS A&NZ leadership and HP HR in A&NZ. Accountability for design and selection of optimal comparable transition solution for integrating 7500 EDS employees across 9 different employee industrial relations categories and 2 Certified Agreements in A&NZ. Implementation of Salary Reduction proposal across all 10,000 HP employees in A&NZ.• Management of cost optimization solutions resulting in $33M USD annualised benefit in 2009. Management of Leave Liability project resulting in over $2M USD benefit. Show less

Key experiences include:• Creation of “Top Talent – Taking the Lead” program with a selection process over 3 months covering 1600 high performing staff, selecting 385 Top Talent candidates and then, through RLT Governance review, identifying 165 Top Talent for inclusion on 2 year program. 12% of Talent moved to new key roles as part of accompanying Job Rotation programme. Succession planning for all RLT and Direct Reports incorporated and implemented. • Design and launch of new HR… Show more Key experiences include:• Creation of “Top Talent – Taking the Lead” program with a selection process over 3 months covering 1600 high performing staff, selecting 385 Top Talent candidates and then, through RLT Governance review, identifying 165 Top Talent for inclusion on 2 year program. 12% of Talent moved to new key roles as part of accompanying Job Rotation programme. Succession planning for all RLT and Direct Reports incorporated and implemented. • Design and launch of new HR business model with accompanying branding. Adoption of new Solution Focus engagement structure. Implemented HR2B Voice of Customer survey. Reduction of HR 12 month rolling turnover from 92% to 36%. Creation and implementation of Leadership Development Solution with minimum mandatory requirements for all leaders at all levels in the business.• Program and change management for restructuring the whole of business in EDS A&NZ for growth from a geographic Account focus to an Industry aligned structure within 120 days, including two key Service Delivery structural change programs; ”Hub Optimisation” and “Applications Acceleration”. All 7,500 staff in A&NZ impacted.• Implementation of “Fit for Growth” programme within Service Delivery resulting in $7.4M USD benefit; Lean Six Sigma review of Separation process creating annualised savings of $1.4M USD; Restructure of Key Account saving approximately $1.3M USD. Show less

The role reported to the HR Director Asia-Pacific, working with direct and matrix HR support team across Asia-Pacific to provide strategic internal consultancy, change management and support service to the Service Delivery business with a workforce of over 4,000 employees.

Reporting to the Head of HR, Regions, based in the UK, the role had a headcount of 16 reports, both direct and indirect, and was responsible for 29 countries covering 1300 employees in Asia-Pacific including key centers in Australia, China, Hong Kong, Singapore and India.

Direct report to VP HR Global. Various HR Business Partner roles with global accountabilities providing support to Customer Service & Networks, Markets & Sales and Global Products. Key achievements included organisational restructuring, project & programme management, strategic advice and support to Executive leadership.

From December 1999 to June 2001, the role reported to the European Regional Director, Human Resources, with a team of 5 HR staff. Responsible for provision of HR support for UK and Ireland. During period Feb 1997 to December 2001, roles included HR Manager and European HR Projects Manager.

Various roles doing recruitment, finishing as Manager, IT Recruitment

Various roles