Manage the delivery of the employee experience through effective operational processes that support the employee lifecycle from hire to retire, including, recruitment fulfillment, onboarding, payroll, HR Admin, learning administration and training delivery, reporting and analytics. Ensure legal and policy compliance, effective risk controls are in place and all WHS requirements are met.Selected business achievements:Lead and manage a team of 9, ensuring role clarify, regular feedback and coaching, skills assessment and championing individuals to develop capabilities aligned to their career desires.Developed and implemented a Policy Review Framework and plan to ensure regular review of policies in line with legislative and award changes and industry trendsStreamlined learning & operations delivery procedures to deliver accurate and efficient compliance reportingSponsor and lead the implementation of Ceridian Dayforce (in progress) – coordinating requirements gathering, current and future state process design and integration requirementsWell-developed writing and communication skills – including writing business cases, advice for Executives and Board; internal communications. Strong reporting/analysis and business presentation skills

Managed the day to day operations of EY’s external workforce program, and the Fieldglass technology enablement platform in line with the strategic objectives. Provided leadership and direction of a central global EWO team responsible for the Fieldglass system operations, process/model governance and the central analysis and compliance operations required to operate and manage EY's external workforce. Responsible for driving adoption of the global operating model and strategic objectives of the program.Selected business achievements:Design of EY’s External Workforce global operating model, supporting the Phase 1 and Phase 2 implementations into the US, UK and Poland. Proactively identified continuous improvement opportunities for the External Workforce operating model, including additional integration opportunities to monitor and manage contingent costs across EY. Partners with local deployment teams to balance global design with local country requirements.Created and monitored progress against the long term EWO roadmap tracking to benefits realization.

Provided expert advice with an end to end perspective, to support the development and continuous improvement of the global process designs, ensuring delivery of business strategies, experience outcomes and quality standards.Established strong working relationships with Talent team, other HR Services teams, and non-talent teams to design and deploy innovative solutionsIdentified digital opportunities, drove adoption, and ensured employee experience focus within the designEnsured compliance / risk requirements were met in HR Process designDesigned new processes in line with HR principles, ensuring that an exceptional user experience was at the centre of design decisionsSupported multiple countries to move administrative activities to low cost delivery centresReviewed existing operations and recommended best practice process and technology enhancementsSelected business achievement:Lead business process / user experience design as part of technology implementation incorporating SAP Fieldglass Contingent Worker module global design to SAP Fieldglass / SuccessFactors Employee Central, process and integration design and implementation (Phase 1 US, Phase 2 UK and Poland).

Led the implementation and deployment of a global Talent transformation program (Symphony) within the ASEAN Region, working cross functionally to support the implementations of Core HR (including Onboarding) and Learning global operating models. Provided technical expertise to Region Talent Teams ensuring completion of deliverables to time and quality.Led day to day application deployment in Region / country, defining local configuration requirements and application design based off approved requirementsSupported the Region Talent Teams in understanding the Global process modelReviewed and managed the key risks and gaps throughout the program lifecycleFacilitated requirements gathering and preparations for fit compliance workshops with global stqkeholdersDeveloped local test plans with Regions and supported the delivery of UAT, SIT and SRT testingManaged data cleansing, migration, and conversion activities.Confirmed local integration requirements and developed integration functional designCascaded Program products and toolkits and provided guidance to Regions in their useEnsured knowledge transfer to support teams to ensure smooth transition to BAUProvided coaching and guidance to members of ASEAN Talent Teams to build capability

My role supported the identification and response to global process design issues and improvements, as well as the management of Process Model content and accessibility tools. Other functional activities included the development of continuous improvement and change control frameworks for our global HR Services function.Responsible for facilitating design of the Global HR Process models, maintenance of core documentation and driving Continuous Improvement. Championed and understood the interconnection of all processes, worked with all other HR Services teams to deliver outcomes which met business objectives and delivered exceptional client service.Provided expert advice with an end to end perspective and brought subject matter resources together to design and continuously improve HR processes. Led and participated in initiatives which drove alignment or improvement to the model. • Worked closely with senior stakeholders including the Global Talent Process Sponsor and Core Business Services Leaders• Identified digital opportunities, drove Adoption, brought an experience focus to the design• Ensured compliance / risk requirements were met in HR Process Design• Designed new processes in line with our HR principles and ensured that an exceptional user experience was at the center of design decisions• Reviewed existing operations and recommended best practice process and technology enhancements • Led business process / user experience design as part of SAP SuccessFactors Learning module implementation

To define and design optimal administrative processes within the organisation to deliver efficiencies and appropriate quality service to the business.Key areas of responsibility:- Work with Leadership and team to understand and objectively challenge key operational processes by: ­1. Partnering with key stakeholders to gather information and review operating practices, processes and data, 2. Identify opportunities for performance improvement (increased efficiency, improved productivity, reduced risks, increased controls and/or increased customer satisfaction)Other responsibilities- Liaise with key stakeholders to synthesize findings from analysis, validate requirements and make recommendations for changes and formulate process improvement strategies/solutions based on analytics and metrics- Establish a baseline of current state processes and design optimised future state processes along with the associated benefits- Support the local Change Manager in identifying and quantifying the business impacts of process changes and strategies to manage these- Support Area Leadership in ensuring alignment with Global strategies.

Acts as a key support partner to the HR Business Partners in the transition and delivery of high quality People services to the business. Works closely with the Oceania Employee Advice Team, Counselor Advice Team and Oceania Reporting Team to facilitate the design of all core People transaction processes and procedures, and develops and maintains documentation of all process, including quality assurance design and reporting.Day-to-day challenges►Maintaining service delivery whilst contributing to and implementing changes►Managing competing priorities and a variety of transaction types and clients►Building and maintaining strong relationships with People Support, HR Business Partners team, Payroll and members of the Business Unit►Ensuring up to date knowledge of EY People processes, policies and practice and statutory employment regulations and legislation ►Flexibility to execute firm policy and procedure to deliver service to meet the needs of the Business and clients, and proactively suggest improvements to process as identified in post deployment reviews►Provision of service broader than data transactions – advice, knowledge of internal EY process impacts, recognition of risks/ mitigation

Performance Management and Development process Lead for Oceania.