I Got Your Back Pack provides emergency care packs to New Zealanders who have left a domestic violence situation and are going through refuges, often without the chance or ability to pack and bring their belongings.

I Got Your Back Pack provides emergency care packs to New Zealanders who have left a domestic violence situation and are going through refuges, often without the chance orability to pack and bring their belongings.

Reported directly to the MD, a member of the Senior Leadership Team providing leadership of the People & Culture and Health & Safety functions (8 team members). Jointly responsible, with the rest of the SLT, for securing the future financial security of the business. Major Contributions:• Led operations within the People & Culture and Health & Safety functions, including: o Developing a HR strategy relevant to the business with projects aligned to the strategic goals. o Overseeing the implementation of the PeopleSoft HR function, liaising with the UK Business and ensuring that communication channels were appropriate. o Implementing Resilience and Six Sigma training for all employees to assist with the change journey the business was undertaking. o Engaging and working with a L&D professional to develop and roll-out management training for all levels, which has now been implemented Australasia-wide. o With the H&S Manager, engaged an auditor to review our safety systems and planned the implementation of the recommendations. o Undertaking a review and update of all HR policies and the development of new ones.• Provided strategic and operational guidance and coaching on all areas of HR.• Oversaw union negotiations and developed positive working relationships with delegates to implement revised safety policies.• Reviewed the recruitment and selection process to ensure it was streamlined and attracted / retained high calibre talent in line with Babcock’s long-term strategy, including the implementation of apprenticeships and a graduate programme.

Partner with senior management teams across three business units (approx. 80 individuals), delivering proactive guidance and coaching on all areas of HR and advising executive leaders on key people-related dimensions of their business strategies. Responsible for managementof the L&D portfolio across whole organisation.Major Contributions:• Provided guidance and coaching on all areas of HR to 2 Executive Leaders and their associated management teams, including performance management and disciplinary procedures, recruitment, engagement and talent management.• Active contributor within the People & Capability senior management team, proactively identifying risk areas and developing actions to manage and mitigate them.• Refreshed and rolled-out the Performance Development Planning process and associated tools across the whole organisation, including developing and facilitating the ‘Leadership Masterclass’ series, templates and supporting guidance.• Developed materials to support the relaunch of the organisation’s competency framework, including guidance and worked examples, to make it an effective basis for identifying and addressing key gaps. • Identified poor leadership capability across the organisation as a potential risk, securing support and funding for a successful ‘Management Bootcamp’ development programme for Tier 4 People Leaders.• Identified high performing and talented individuals at Tier 3 of the organisation through the development and implantation of the High Performance High Potential matrix (soon to be rolled out at other levels).

Worked in partnership with business leaders across three Auckland operations sites (approx. 650 employees) to optimise people capability and mitigate risk. Delivered proactive advice, guidance and coaching on all areas of HR, including change initiatives, organisational development, talent management, engagement, performance management and succession planning. • Built strong, trusted and effective relationships with three business leaders in short period of time to ensure that the people and capability strategy was considered at all times, actions were implemented and issues mitigated. • Acted as single point of contact between Mail Centre Leader and project members, using influencing skills to ensure a smooth and effective transition during recent change initiative.• Supported leaders during the development and implementation of change proposals relating to rosters, shifts, reporting lines, etc.; this included development of proposal documentation, collation of and response to feedback and discussion with union representatives.• Coached and advised HR Advisors on implementation of HR policies during complex ER processes.• Led / facilitated management courses and resilience workshops to front line leaders to increase their capability.• Led succession planning discussions with mail centre leaders, implemented 360° feedback pilot for 19 front-line Team Leaders, identified key talent and developed specific development plans with stretch opportunities for individuals.

Traveling through Mexico, Belize, Guatemala, Honduras, Nicaragua, Costa Rica and Panama.

Reviewed, revised current and developed new HR policies, procedures, templates and ‘How-To’ guides for EMEA region of one of the world’s leading property solutions providers. EMEA lead for development of new global HR portal. Diversity champion with responsibility for developing strategy & communication plans and ensuring maintenance of Equality Assured certification.Major Contributions:• Acknowledged expert in employment legislation, provided advice and support for both HR and managers.• Reviewed all current UK HR policies, revising or developing new documentation to ensure compliance with legislation, and developed company-wide communication plan.• EMEA lead in development of new global HR portal, creating appropriate site map for the region, developing all content and maintaining accuracy after launch.• Project managed development of key policies for 5 European countries.• Supported organisational change with Employee Relations Manager, with ‘hands-on’ assistance in complex grievance and disciplinary cases.• ‘Go to’ person for development of policies for other areas of the business, including Audit, Finance, Health & Safety and Risk.• Advised bid management team in preparation of tender responses concerning diversity and HR data.

Served as sole HR practitioner companywide for management and technical consultancy specialising in railway sector in UK and Australia. Advised and supported directors, senior managers, and employees on all HR issues both UK and overseas.Major Contributions:• Designed, communicated, and implemented HR strategy for CDL; involved 2 legislative compliant versions for UK and Australia including policies, procedures, and documentation.• Played major role in establishing Australian subsidiary, defining country-specific Conditions of Employment, and obtaining Visa Sponsorship status from Australian High Commission.• Maximised accuracy of staff appraisals, developing 360-degree process, and linking it to training, development, and promotion procedures.• Navigated CDL through complex redundancy situation related to economic downturn, creating redundancy process and guiding managers; achieved with 0% negative compromises.• Researched, sourced, and rolled-out flexible employee benefits package; included provider negotiations, supplier liaising, communication literature, and micro website linked with intranet.• Co-developed mandatory Management Systems competency unit with CEO and Compliance Director to assess employees’ capabilities with internal CDL information systems.• Achieved accreditation as A1 Assessor, enabling evaluation of compliance with National Occupations Standards in workplace.

Acted as standalone HR Generalist for technical engineering company specialising in controls and communication system for transport, building, and process industries. Managed all HR related issues, including, but not limited to, recruitment, appraisals, disciplinary actions, and exit interviews.Major Contributions:• Developed and established all aspects of HR policies and procedures for company in compliance with ISO9001 requirements; instrumental in company achieving ISO9001 accreditation in 2004.• Aided rapid company expansion, leading recruiting initiatives; involved developing graduate training programme, strategic advertising, CV review, and role on interviewing panel.

Planned, developed, and issued suite of competency standards for safety critical operational staff of rapid transit system serving Greater London and neighbouring counties. Major Contributions:• Replaced antiquated and inefficient Safety Critical Licensing Handbook with comprehensive suite of ~25 Standard One Safety Critical Competency Standards; Gathered, negotiated, and defined accurate requirements through 1:1 meetings with senior and middle management.• Ensured 100% adherence to company standards, auditing Protection Masters and relevant HR documentation onsite during evening hours.

Created and implemented all aspects of HR policies, procedures, and documents for web development and software company.

Operations Director for start-up internet company.

Assistant Project Manager for Y2K and Euro projects.

Deputy Branch Manager and Recruitment Consultant for independent recruitment consultancy.

Journalist