As a graduate of the Grace Papers Coaching Academy, I hold an accreditation in a bespoke coaching approach that empowers parents and careers to stay engaged and thrive at work, leaders to create supportive and inclusive teams and workplaces to uncover and shift gender biases.

Drawing on a broad organisation development background, I quickly understand context to translate market-leading practices into fit-for-purpose and commercial solutions for my clients. I bring energy to a strategic and collaborative way of working, and love cutting through complexity to make things practical and ‘sticky’.My clients are from a diverse range of industries, such as utilities, community health, global FMCG, mining, regulatory agencies and financial services. Projects include:- succession framework linked to a strategic workforce planning approach- leadership strategy with leadership program development and facilitation, train-the-trainer for the internal delivery team, executive team coaching and team effectiveness sessions.- capability framework implementation- leadership assessments and 1:1 coaching-Senior Leader talent programs- Continuous Listening strategy

Enabling Transurban's ambitious growth agenda through strategic thought leadership, framework development, effective solution design and change execution across the talent, leadership, continuous listening, and belonging and wellbeing (including diversity, equity and inclusion) portfolios.Leading a team, this role was accountable for establishing and delivering a significant program of work across the portfolios and driving change in a complex, fast-paced and growing organisation. Key achievements included development of a talent framework and associated ERP implementation, as well as design and delivery of People Leader forums to equip leaders with the skills and tools to lead effectively through COVID.

Management, design and delivery of strategic solutions across a broad range of portfolios including leadership development, team effectiveness and enterprise capability. Key achievements include the development of the enterprise Leadership Framework, including a set of Leadership Expectations that were relevant and impactful for leaders across levels and functions.Previously supported a broad range of business units including Retail, Operations and Chief Customer Office as their Organisational Development Partner. This role was responsible for the development of strategic, integrated People Plans, which involved diagnostic, design and delivery activities.In my talent specialist role, I designed a 360 review approach to support the MD in career conversations with the executive team.

Lead on the performance and talent portfolios, which included responsibility for the global performance management process and enterprise talent program.Drawing on a disciplined project-based consulting methodology across investigate, design/build and implementation phases, other projects included design of a career framework for the Institutional business, the build of an integrated change impact assessment and plan for a new business within Retail and the development of tools and process design to support a Knowledge Management program.

Talent specialist for Group Business Services, a business unit that combines NAB’s core operations and service functions, including technology, operations processing and servicing, property and procurement. This role partnered with the business to identify and develop top talent and entailed the design and delivery of Executive Development Centres. Other roles included HR Business Partner and Talent Acquisition Partner.

Leading a team in a high volume project environment and responsible for the design of end to end recruitment process for key government clients