Responsible for supporting teams across Australia, New Zealand, the UK, Ireland and Canada, including:● Leading multiple cross functional org change programs, including workforce design, restructuring, role design, KPI development and performance management.● Leading the people stream set up of two new international markets (UK and Canada) including analysing ER & legislative requirements, developing new policies and processes, reviewing payroll requirements, establishing governance… Show more Responsible for supporting teams across Australia, New Zealand, the UK, Ireland and Canada, including:● Leading multiple cross functional org change programs, including workforce design, restructuring, role design, KPI development and performance management.● Leading the people stream set up of two new international markets (UK and Canada) including analysing ER & legislative requirements, developing new policies and processes, reviewing payroll requirements, establishing governance frameworks and building learning plans.● Leading the M&A people stream during acquisition processes, including identifying and delivering on business separation activities, identifying requirements and operationalizing the set up of a standalone business, managing the data and privacy infrastructure requirements and transfer of people data across multiple jurisdictions.● Lead the cross functional Covid-19 response team including communications, employment legislation, compliance and people experience● Leading the people stream through multiple regulatory submissions in the UK & Ireland, including designing regulatory role descriptions, ensuring the set up of appropriate governance frameworks and creating a central interactive Hub of all information to ensure regulatory compliance.● Establishment & leadership of the offshore People advisory function in Manila, including driving the transformation and automation of operations for the offshore team.● Partnering with external advisors to lead the Sales transformation program including implementing a market segmentation framework, designing programs based on a learning needs analysis and identifying optimisation points in the sales lifecycle to prioritise in further sprints.● Leading the ways of working program in the Customer LT to embed agile and design thinking methodologies in go to market plans.● Leading the delivery of all people processes, including year end performance and salary review, talent assessment and KPI setting. Show less

Responsible for delivering on central human capital projects, as well as strategic and operational support for multiple national client groups, including the AU based Global business teams (circa 450 people). This included: ● Partnering with business leaders on cyclical people processes, including the annual performance and salary review, talent management, learning and diversity programs;● Designing business specific people strategies to support market, line of service and… Show more Responsible for delivering on central human capital projects, as well as strategic and operational support for multiple national client groups, including the AU based Global business teams (circa 450 people). This included: ● Partnering with business leaders on cyclical people processes, including the annual performance and salary review, talent management, learning and diversity programs;● Designing business specific people strategies to support market, line of service and organisational objectives;● Managing business costs, including workforce planning, budgeting and headcount forecasting. This included designing and implementing a national resource management structure within the Employment Services Tax team to better support the deployment of regional headcount, team development and cost management;● Leading the rollout of Workday (PwC’s global people management system) within my business units including running change management programs within businesses, identifying and establishing a new coaching framework as well as improving leadership capability by providing coaching to managers;● Analysing people data including attrition and retention reports, hiring statistics, workforce plans and advocacy results and developing appropriate strategies in response;● Implementing and embedding engagement programs, including 360 feedback surveys, career planning, flexible and activity based working initiatives and engagement surveys. ● Working as part of the global Human Capital team to support Asia-Pacific line managers with AU territory people issues, including performance management, employee relations, salary reviews and career progression conversations. Show less

Providing strategic and operational support to circa 1100 people, this role worked within the Tax business and involved: ● Direct line management responsibilities for two HR Advisors, as well as people management responsibilities for a team of 8 Advisors (including annual performance and talent assessments, career progression conversations and support)● Customising and implementing cyclical people processes within business groups, including the annual performance and salary review… Show more Providing strategic and operational support to circa 1100 people, this role worked within the Tax business and involved: ● Direct line management responsibilities for two HR Advisors, as well as people management responsibilities for a team of 8 Advisors (including annual performance and talent assessments, career progression conversations and support)● Customising and implementing cyclical people processes within business groups, including the annual performance and salary review, talent management, learning and diversity programs● Partnering with Heads of Business to develop annual reward strategies, including working with specialist remuneration teams, external market data and Finance. ● Managing business costs, including workforce planning, budgeting and headcount forecasting. Performance and talent management, including managing underperformance and talent pipelining ● Designing and implementing the Talent Review programs for my businesses, including developing strategic framework, creating materials, stakeholder engagement and program review to ensure continuous improvement. This approach was subsequently implemented across the Tax Business (5500 people)● Managing employee relations issues, including managing under performance cases, grievances, investigations and health & well-being cases. Show less