Vinnies and Vincent Care Victoria.As a ‘trusted adviser’ to the CEO and Executive Team, this key executive role provides technical and adaptive leadership to ensure that the organisations of St Vincent de Paul Society (SVdP) and VincentCare (VC) have the workforce capacity and capability to achieve their strategic and operational objectives and manage workforce risks.Accountable for the human resources functions across both organisations. It has a key role in guiding and implementing the workforce related aspects of changes in the structure and operations of the two organisations, as they work together through a process of significant transition.The role has strategic and operational accountabilities to lead the development of HR frameworks, tools, policies, systems and processes for the workforce, as well as ensuring effective HR practices are implemented in an efficient, effective, customer focussed and legally compliant manner. It leads HR functions including workforce planning, recruitment, employee relations, volunteer management, and work health and safety. As well, it manages the contract with the outsourced payroll provider.The HR General Manager aims to ensure that the workforce has the appropriate:· capacity – the right number of staff and volunteers in the right roles, places and at the right cost· capability – technical competencies and behavioural capabilities.

Maintaining and enhancing the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.Workforce responsibility includes over 400 staff and 12,000 volunteers. Leading a team of 10 HR employees and Acting for GM HR where required. Working within a highly complex organisational environment the position ensures the ongoing development, legal compliance, coordination, monitoring and maintenance of; • Employee and Volunteer Relations (IR/ER)• Change Management• Remunerations and Payroll – management of delivery, review and reporting• Recruitment and onboarding• Compliance• Employee and Volunteer Engagement• Performance Management• HR Policy and Procedure• Working closely in partnership with WHS and L&DThe St Vincent de Paul Society Victoria and its wide network of over 12,000 volunteers provide practical welfare support, advocacy and friendship for the most vulnerable members of our community. On the frontline, face-to-face.Key services include Vinnies Shops; Vinnies Soup Vans; Compeer support for people experiencing mental illness; home visitation; youth programs; assistance for asylum seekers and refugees; education and tutoring; and a range of other volunteer-run initiatives that assist people in need.The St Vincent de Paul Society in Australia has more than 60,000 volunteers. Internationally, the Society operates in 149 countries and has over 950,000 volunteers. To find out more visit vinnies.org.au.

Responsible for the strategic and functional responsibilities for;Compensation and BenefitsOHSPerformance Training and DevelopmentEmployee RelationsRecruitment and Selection Employee LifecycleBusiness PartneringLeadership Development Organisational Design •Develop and implement HR strategies and initiatives aligned with the overall business strategy•Bridge management and employee relations by addressing demands, grievances or other issues•Manage the recruitment and selection process•Support current and future business needs through the development, engagement, motivation and preservation of human capital•Develop and monitor overall HR strategies, systems, tactics and procedures across the organisation•Nurture a positive working environment•Oversee and manage a performance appraisal system that drives high performance•Manage the Remuneration Review cycle and benefits program•Assess training needs to apply and monitor training programs•Report to management and provide HR metrics•Ensure legal compliance

Responsible for the lead and development of a team of 14 HR generalist and administrative staff responsible for strategy and program development and practical delivery in the areas of recruitment and employment functionality within the Human Resources Division.Management of an internal recruitment consultancy and advisory service and the development and implementation of recruitment and employment (including relocation and induction) related strategy, policies and continuous improvement initiatives at a University wide level. The Recruitment and Employment team provides a comprehensive range of job design and evaluation, recruitment, onboarding, relocation, induction and employment related services and advice to all staff of the University. The team deliver the services through a range of HR practices including client based consultancy and advisory services and centrally coordinated and delivered processes. Accountable for building and maintaining relationships with the senior management of the University, including the University Executive, Heads of Schools/Departments, Divisional Executive Directors, and Institute Directors, Faculty General Managers, School Executive Officers, staff and NTEU representatives.Represents the HR Division at relevant Executive Portfolio and Divisional leadership group meetings as well as at other University forums; represent the University before other third parties as required; and to liaise with other universities and organisations on the development and application of recruitment and employment lifecycle related strategy and frameworks and best practice initiatives.

The Recruitment and Onboarding team provides a comprehensive range of recruitment, onboarding and induction related services and advice to all staff of the University, delivering the services through a range of HR practices including client based consultancy services and centrally coordinated employment related processes. The Manager, Recruitment and Onboarding reports to the Executive Director, Human Resources Division and is an important member of the senior management team within the Division which provides leadership and direction for a small group of generalist HR Consultants and Advisers. My responsibilities include high level recruitment related advice to the University Executive and senior managers across the University, leading other HR Division collaborative project team activity and representing the Division on University committees as required.The Manager, Recruitment and Onboarding position builds and maintains relationships with the senior management of the University, including the University Executive, Heads of Schools, Divisional Executive Directors, and Institute Directors, Faculty General Managers, staff and NTEU representatives (where appropriate).I am required to: represent the Division at relevant Executive Portfolio and Divisional leadership group meetings as well as at other University forums; represent the University before other third parties as required; and to liaise with other universities and organisations on the development and application of recruitment and remuneration related strategy and frameworks and best practice initiatives.

Joannah is responsible for leading the Business Support and Contact Centre Division within the Melbourne office of Morgan Consulting . In addition to leading this Division, Joannah also conducts executive recruitment assignments across Procurement, Logistics and Supplychain. Responsibilities include creation and delivery of annual corporate divisional strategy plan. Managing, mentoring and guiding a team of Consultants towards the achievement of corporate goals.Leading and representing the team and corporate brand in the marketplace.Attracting and retaining quality consultants to the team during periods of growth. Maintaining team records and personal statistics for review against performance targets.Headhunting and talent mapping via social media and industry specific networking.Creation of marketing and client strategy to extend company contacts. Negotiating terms of engagement and responsible for the completion of response to tenders, internal proposals.

Talent mapping / headhunting for senior to executive specialist roles across civil engineering, planning and supply chain / procurement.Highly experienced in providing clients with expert and up to date market advice, tailored search campaigns and creative recruitment methodology tailored to business needs. Providing the market with a targeted candidate search across the passive and non passive candidate pool.

Morgan Consulting is a privately owned Australian company that has been providing recruitment consulting services to business for more than 15 years. My area of specialisation relates to the recruitment of temporary, contract and permanent professionals within Australian State and Local Government, and Authorities across Planning, Engineering, Executive and Technical Recruitment. As an end to end recruiter, I specialise in retained "difficult to fill" vacancies that required bespoke national headhunting campaigns.

Clients: Centrelink, Medicare, Department of Defence, Hearing Australia, CRS Australia, Child Support Agency, Department of Human Services, ASIC.Business Development and Account Management of major contracts acquired across commonwealth government for VIC, SA, QLD and TAS.Tasked to increase business across labour hire, ongoing and non ongoing positions from APS1 to EL2 levels by creating and developing relationships across the key accounts. Create internal proposals, quotations and presentations. Travelling nationally to present proposals and meet with prospective and active clients. Providing consultative advice regarding labour market, recruitment techniques and workforce planning. Lead the recruitment & resourcing activity across all contracts, including the development of assessment centre and resourcing tools. Responsible for identifying potential issues across accounts and developing and implementing resolutions. Conduct client review meeting to ensure optimum service delivery. Develop and provide reports to stakeholder groups relating to recruitment campaign results, diversity statistics, activity and areas for improvement.

Head Hunting for middle management to executive positions across Europe.

Work on a warm permanent commercial desk, targeted to increase permanent revenue through creating new business opportunities and increasing share of business with current client base.Responsible for consultant and administrator performance management and development.

Clients: Health Insurance Commission Australia, Tourism Tasmania, Vic Roads, Centrelink.Project management of major contracts acquiredProject management of 500 employees training assessments for HIC Australia wide over a 5 month project which Regent acquired. Senior account management of Vic Roads temporary and permanent staffing contract state wide.New business and relationship development of strategic prospective clients such as AGL, Optus, Vodafone and Australia Post in order to gain invitation to tender and submit proposals. Managed 2 recruitment consultants internallyComposed documentation for tender submissions.Travelling nationally to present proposals and meet with clients.Internal staff training.

Managed approx 250 temporary employees across the state of Victoria.Managed a subcontracting agreement between Regent Recruitment and Bayside PersonnelSpecialised in the areas of Performance Management, Industrial Relations, EEO and OH&S.Assisted Operations Manager in the development of internal policies such as EEO, performance reviews of staff and account management processes.Introduced the following procedures into the Vic Roads account: Reward and recognition, Formal performance management in line with Vic Roads policy and procedures, Exit interviews and reporting on attrition, Government funded traineeships for contact centre staff.Managed 2 internal recruitment consultants.Internal staff training.