As a Shareholder at Consiliarii, I wear a dual hat that allows me to significantly influence both the strategic direction of the company and the support we provide to our clients. My primary responsibility is to help businesses navigate the complexities of workforce management, ensuring that they are equipped with the right strategies to foster a productive and compliant work environment. I act as a strategic partner to our clients, working closely with them to develop and implement people management initiatives that align with their business goals.In my role, I focus on crafting, reviewing, and implementing HR policies and procedures to ensure compliance with New Zealand employment laws. I also advise management on potential legal risks, recommend proactive measures, and resolve workplace conflicts or disputes when they arise. My experience includes attending mediations, conducting investigations into employee complaints, and recommending appropriate actions that maintain fairness and integrity.Additionally, I provide guidance on performance improvement plans and disciplinary actions, ensuring they are executed effectively and in line with best practices. I also assist in developing communication strategies to manage organisational change, ensuring a smooth transition for all stakeholders. Through these efforts, I contribute to creating sustainable workforce solutions that drive long-term success for both our clients and Consiliarii.

At Pipe Vision, I initially joined on a maternity leave contract, which was extended due to the value I brought to the organisation. My role involves providing practical and proactive HR support, guidance, and direction to management, with a focus on strengthening teams and enhancing overall workforce effectiveness. I coach and advise managers on employment and employee relations (ER) matters, addressing complex HR issues such as restructures, redundancies, disciplinary actions, performance management, recruitment, and salary reviews. I also implemented a proactive recruitment strategy, including hiring international employees, to ensure the company’s growth needs were met.In addition to managing day-to-day HR operations, I review and revise HR policies, systems, and procedures to keep them current and aligned with best practices. I am responsible for delivering regular HR reporting and monitoring to provide managers with accurate information for decision-making. My contributions have been instrumental in driving the company's HR initiatives forward, creating stronger, more cohesive teams at Pipe Vision.

MyHR is an HR-specialised digital platform fully supported by a team of HR experts. The MyHR platform supports over 20,000 individual employment relationships in over 1000 businesses across New Zealand and Australia. My role was responsible for guiding clients through any tricky HR-related issue or policy change to help create stronger teams and therefore, stronger businesses in New Zealand.• Provide support to MyHR clients, in a wide variety of situations, including:o Restructures and redundancieso Disciplinaries and performance managemento Recruitment and workforce planningo Medical termination, 90-day trial/probation periods, and abandonment of employmento Application of relevant employment legislation and case lawo Design of business processes relating to HR, including performance reviews, recruitment strategies, and health and safetyo General HR advice.

Partnering with Chorus, UCG is one of Australia and New Zealand’s leading suppliers of telecommunications services. In this role, I was responsible for providing proactive People and culture support and guidance to management, resulting in a well-engaged and supported workforce.

The business assets of EDENZ Colleges were sold to ATMC NZ in early 2019. During the transition process, I had the privilege of working with the EDENZ Colleges Board of Directors and the ATMC NZ Executive team, advocating on behalf of staff to determine if ATMC NZ could offer them employment. As events unfolded, I was responsible for managing the transition process of staff who received an offer of employment from ATMC NZ, and the exit process of staff who did not receive offers from the new company.

I was responsible for providing strategic and operational human resource support to EDENZ Colleges including, championing the development of EDENZ’s staff across the business to improve workplace effectiveness, productivity, and overall engagement.

Hudson is a recruitment & talent management solutions company. While at Hudson, I focused on building and maintaining working relationships with clients and candidates to deliver end-to-end recruitment services across the Contact Centre sector. I worked closely with a wide range of market-leading and award-winning brands – from banking to telecommunications and everything in between!

Drake is a leading recruitment agency in New Zealand. My main responsibility at Drake was to champion the brand by providing a seamless candidate experience from first contact to placement.

I chose to complete an Internship with the YMCA’s HR team to ensure that I was going to leave university with demonstrable practical experience in Human Resources. It enabled me to gain hands-on experience and helped me to raise my career profile at an early stage.• Liaising with regional centre managers to develop a specific-to-the-role induction program.• Building HR engagement.• Assisting the HR team to develop processes to improve staff effectiveness, including new employee induction processes.• Planning the implementation of HR projects in conjunction with the YMCA’s HR team.• Conducting face-to-face and phone based interviews with a high degree of accuracy and integrity.• Contacting managers and line managers to participate and provide feedback in HR projects.• Exercising courtesy, professionalism and common sense to solve problems.• Maintaining confidentiality of all collected data at all times.