Lee Robinson Email and Phone Number

G8 Education is Australia’s largest private providers of quality early childhood education and care, with more than 46,000 children attending one of its 450+ Australian centres every day cared for by almost 10,000 team members. G8’s mission is to provide early education and care services to children under 12 years of age, with a differentiated and leading service offering, underpinned by operational excellence.My role at G8 Education was to lead the National Talent Acquisition Team responsible for establishing and executing organisational strategies to attract internal and external talent and to build and elevate the G8 Employment brand and EVP to create differentiation and leadership within the sector. In this role I had full P & L responsibility. Some of my key achievements in my role at G8 Education include:• Negotiated, lead and rolled out the implementation of a new Applicant Tracking System (PageUp) during COVID 19 lockdowns to a geographically dispersed workforce and PageUp implementation team • Centralised the entire TA function of G8 as a result of a state-based trail which saw the reduction of Time to Fill (TTF) of over 20 workdays and the reduction of agency spend by almost $2 million, in 6 mths• Asked by the CEO to act as the G8 representative for an industry body working group formed to promote careers in the Early Childhood and Care (ECEC) sector• Nominated for Support Office Team Member of the Year 2019• Skilfully lead the TA team during a time of unprecedented recruitment volume growth where roles more than doubled in 6 months from 450+ to over 1000 • Coached and led a team of 20+ TA professionals projected to recruit over 3500 new hires in 2021

Michael Hill International Limited owns the brands “Michael Hill” and “Emma & Roe” and operates a retail jewellery chain of over 300 Michael Hill stores in Australia, New Zealand and Canada. My role at Michael Hill was to strategically lead all recruitment operations across Michael Hill International’s (MHI) business in all of the countries in which MHI operates and with full P & L responsibility. I ensured that my team of 7 in Australia, New Zealand and Canada implemented consistent, effective, best-practice hiring systems and solutions. I drove a culture of achievement and used available time and resources to effectively execute recruitment initiatives and BAU activity. Core to this is coaching the team to identify personal growth opportunities, improve customer service capability and be customer centric in their approach.Some of my key achievements in my current role at Michael Hill include:• Being invited as a guest speaker to LinkedIn TalentConnect, Sydney 2015• Increased Talent Pool fills from less than 1% in FY 16/17 to nearly 10% in FY 17/18 • Introduced a standardised reference checking process in AU / NZ speeding up the reference check process by over 50%• Reviewed and implemented standardised selection for assessment activities for retail management roles bringing greater insight to what success looks like• Implemented a recruiter bonus program focussed on placement, turnover, retention and direct sourcing

In my role, I was accountable for managing all recruitment activities across Flight Operations (Pilots), Network Operations, Engineering, Virgin Australia Corporate / Head Office. I also lead the HRIS and Reporting team. Leading the recruitment team, I partnered with General Management and Senior Managers to develop talent strategies in line with their divisional workforce planning and capability requirements. Leading the HRIS and reporting team we enabled senior managers to measure their team performance across their department and compared to the group and wider business and provided the necessary information to empower them to meet department, group and strategic objectives. Some of my key achievements in this role included• Built and developed Virgin Australia’s inaugural Pilot Cadet recruitment program• Reengineered all customer facing recruitment processes in my portfolio with the rebranding from Virgin Blue to Virgin Australia• Coached and led a team to recruit over 300 new hires annually• Led the team who developed and delivered a reporting package on all aspects of Virgin Australia’s human capital for EXCO and senior management to provide clear understanding of turnover, absenteeism and annual leave accruals to deliver on cost savings initiatives• Key enabler of the integration of People systems throughout the People Team to ensure consistent delivery into the business

The Suncorp Group includes some of Australia and New Zealand’s leading general insurance, banking, life insurance and superannuation brands including AAMI, GIO, Suncorp Bank and Vero. Suncorp Group Limited is a top 20 ASX-listed company with over 9 million customers and 14,500 employees. My core focus at Suncorp was to provide leadership, advice, guidance and direction to 15 direct reports to ensure the delivery of an effective recruitment service that aligned to agreed national KRAs. I held direct budgetary responsibility for the Queensland recruitment team and worked collaboratively with the HR business partner teams and wider HR community to ensure a seamless service to our internal and external customers by providing regular feedback, recruitment expertise and insight.Some of my key achievements in this role include:• Skilfully delivered results through my people to fill 1800 roles in 12 months whilst consistently meeting all agreed KRA’s• Delivering results through my people in hiring 120 people in 4 weeks as a result of multiple national weather events in a market that was competing heavily for the same talent. The original request was for 30 in 4 weeks.• Developed and implemented structured role specific KRA’s and development plans for all direct reports. This has led to higher engagement of employees through regular feedback.• Reduction of third party agency usage to less than 8 % of total recruited roles • Provided best practice recruitment advice to the CEO’s office in recruiting for and with the CEO’s Executive officer

My role existed to provide leadership, support, advice, coaching and direction to the HR contact centre team consisting of 1 Technical advisor, 6 Case managers and 5 frontline HR officers across 2 locations, supporting 12,000 employees. I ensured that a professional and efficient HR service was provided to leaders and employees on high risk issues including but not limited to OHS / Rehabilitation, harassment, discrimination, unfair dismissal, medical terminations, long term sick leave and external claims. Some of my key achievements in this role included;• Ensured the successful dissemination of information relating to changes in employee agreements by skilfully coaching a diverse HR team to accurately address employee needs. The outcome was the renewal and extension of 5 group wide employment agreements (87% success).• Skilfully addressed the sensitivities inherent in multiple Division /BU restructures by building a secure and confident knowledge base in the HR practitioners. This directly resulted in no successful external claims against Suncorp.• Identified appropriate resources to manage high complexity HR performance management cases, resulting in the reduction of risk to the group. No external claims were successful against Suncorp.• Drove an initiative to increase customer satisfaction of the HR contact centre. This led to the development of a survey metric utilised by HR services leadership to identify resourcing capability, process improvements, accuracy of advice and standard of service.• Improved BU ability to respond to specific HR issues by developing and implementing BU specific trend reporting on a monthly basis. This enabled BU HR consulting teams to provide business specific HR guidance and insight.

In this role I lead a team of 12 recruitment consultants to deliver a timely and high-quality recruitment service to the Suncorp group supporting approx. 12,000 employees. In this role, I was able to demonstrate a good understanding of the drivers of cost, profit and productivity to demonstrate the value of the careers centre offering. I coached and mentored my team members to strengthen specific knowledge/skills areas to achieve current and future objectives and provided insight gained from the recruitment process to the broader HR team and key stakeholdersSome of my key achievements in this role included;• Drove an initiative to set up an interstate recruitment team providing state specific support resulting in increased customer satisfaction, reduction in agency utilisation and substantially more cost-effective recruitment processes.• Implemented a variable resourcing model for the recruitment centre providing increased responsiveness to business needs. This resulted in reduction in time to fill, an increase in customer satisfaction and decreased agency utilisation (circa 90% direct).• Drove an initiative to increase customer satisfaction of the specialist recruitment team. This led to the development of a survey metric captured in recruitment metric reporting to identify resourcing capability, process improvements, accuracy of advice and standard of service.• Implemented recruitment metric reporting to provide clarity of the recruitment centre offering to lines of business highlighting the recruitment functions effectiveness to deliver best in class recruitment. It also allowed for greater focus and measurement of the recruitment team making them more outcomes focussed delivering quality hires.

Ericsson is a world-leading provider of telecommunications equipment and related services to mobile and fixed network operators globally with some 85,000 employees.In this role I was responsible for managing an RPO function for Hudson / Adecco. I was responsible for managing a team of 10 recruiters across 3 different locations in Ireland. I ensured that that the managed service was staffed appropriately and that processes were optimised in order to deliver quality hires within mutually agreed timelines. I was responsible for maintaining a comprehensive headcount forecast for the company in conjunction with the Director of Human Resources, Leadership Team and key-hiring Managers. I actively participated in succession planning discussions at Director Level, and facilitated the training of hiring managers in competency-based interviewing and ensured that compliance with equality legislation was strictly adhered to.Some key achievements in this role include: • Skillfully brought the managed service to profitability through greater focus on cost control, agency utilisation and direct sourcing methods.• Implemented psychometric testing (SHL) to the recruitment process for key roles which brought a higher level of objectivity to senior placements.• Supervised the development and preparation of the companies first and all subsequent graduate programmes.• Met all contracted SLA’s of service delivery ensuring roles were filled on time, to quality and with positive customer feedback.• Renegotiated and subsequently managed the on-site Master Vendor relationship for permanent recruitment reducing agency costs leading to greater profitability of the contract.