I collaborate with key leaders across various departments within CleanCo, such as Legal & Governance, People & Culture, Strategy & Development, Asset Operations etc, to provide essential guidance/support on recruitment needs. Working collaboratively with my leaders to design, customise, and facilitate end-to-end recruitment and selection processes across my portfolio, supporting hiring leaders in sourcing, screening, interviewing, reference checking, and offer management. Managing multiple concurrent recruitment processes, I write and post job adverts, create role-specific interview guides, and utilise advanced sourcing techniques to attract high-quality candidates. Additionally, I develop talent pipelines for critical roles, conduct recruitment deep dives with various business units. My responsibilities extend to candidate management, ensuring a positive experience from application to successful appointment, and also include generating Letters of Offer/Contracts and assisting with onboarding as needed.

As the sole recruiter for the CAA business in Australia and New Zealand, I have been instrumental in partnering with key leaders across Operations, Corporate, and Technology to fulfill recruitment needs. I played a key role in assisting in implementing a centralized recruitment model, designing and facilitating end-to-end recruitment processes for diverse roles within my portfolio. This involved supporting hiring managers in job design, position description review, sourcing, screening, interviewing, reference checking, and offer management, while providing continuous training in recruitment techniques. Managing numerous concurrent recruitment processes, I booked pre-employment medicals, wrote and posted job adverts, and employed advanced sourcing techniques to attract high-quality candidates, creating talent pipelines and deep pools for critical roles. I successfully handled large-scale recruitment projects, overseeing up to 60+ roles, and implemented recruitment and onboarding systems (Teamtailor and Enboarder). Additionally, I conducted recruitment deep dives with various business units for financial year role planning, provided recruitment training to leaders, and updated the intranet for internal vacancy advertising. I also established an internal site, "Recruitment 101 for Hiring Leaders," covering topics such as best practices, bias awareness, and interview techniques.

Within my assigned portfolio, I specialised in creating and executing comprehensive end-to-end recruitment and selection processes, collaborating closely with hiring managers. My support extended from job design and position description review to sourcing, phone screening, and, when necessary, conducting interviews. Managing multiple recruitment processes concurrently, I took charge of tasks such as crafting and strategically posting job adverts. Employing advanced sourcing techniques, both active and passive, I focused on attracting high-caliber candidates and building robust talent pipelines. An integral part of my role involved developing deep talent pools, particularly for critical and challenging-to-fill roles. Additionally, I skillfully oversaw substantial recruitment projects involving a high volume of positions.

In my role, I led end-to-end recruitment efforts across At Home Support, Residential Aged Care, and Corporate positions. I supported hiring managers through various stages, including job design, position description review, sourcing, phone screening, interviewing, reference checking, and offer management. Handling the administration, compliance, and systems management of the recruitment system, I developed and maintained both internal and external stakeholder relationships. Moreover, I worked on enhancing the employment brand and attraction strategies through social platforms, collaboration with employment providers, job boards, and targeted communication. Building deep talent pools for critical roles was a key focus. Additionally, I provided leadership and mentorship to a small team of 5 Talent Acquisition Advisors, ensuring even distribution of workloads, conducting regular one-on-one sessions, and reporting on recruitment metrics at the executive level. I also managed visa processes for new and existing employees, including sponsorship for new hires.

Boral is an international building and construction materials group, with its headquarters in Sydney, Australia. With more than A$5.5 billion worth of annualised sales, Boral has around 12,000 full-time equivalent employees working across over 550 operating sites.