Responsible for aligning the business priorities with recruitment practice and balancing the individual needs with organization expectations. Bring relevant information to management’s attention and facilitate positive management-employee relationship. Job content:- Managed staffing and onboarding for marketing, HR and IT personnel- Created and implemented hiring policies and procedures to support company’s long-term growth and expansion- Organised and managed all personnel records- Developed professional relationship with staff, redirecting work related and personal work concerns that affect their ability to complete job function to the appropriate liaison. - Conducted productive performance reviews to assess and manage the performance of employees. - Worked with team leads to develop and maintain the templates and work procedures to promote knowledge sharing practices- Monitored and gathered feedback on knowledge content utilization and effectiveness- Contributed operations information and recommendations to organizational plans- Communicated operating policies and issues at staff meetings

Responsible for attraction, selection and engagement of IT talents for clients.Job content:- Consulted with client to identify hiring requirements- Designed and update job descriptions- Sourced candidates from various channels- Managed end to end internal recruiter processes

Worked with a multi-cultural team on collectively providing optimization recommendations to increase the usability of data visualization software.Job content:- Worked directly with clients to gather information and requirements to facilitate consultation processes- Conducted research and analyse primary and second resource to inform conclusions and recommendations- Identified gaps and find solutions in collaboration with colleagues- Wrote detailed reports and provide evidence to support conclusions and recommendations - Presented project proposals to client in a regular basis

My role• Drafting the project plan of the Succession plan for Brisbane Infrastructure (BI) department.The Succession Plan is a key component of the BI Strategic Plan in the People priority area building on it inclusive and high-performance culture with strong values-based leadership, collaboration and trust. This program is designed to ensure that the necessary talent and skills will be available when needed, and that essential knowledge and abilities will be maintained when employees in critical positions leave. Key outputs:• Updated BI Succession Plan Strategy and Action Plan• Identified critical people, critical position, and succession pool• Identified critical capabilities • Critical position specification, including knowledge transfer and career path• Feedback from successors on change and improvement after participating Succession PlanMajor skills applied and developed:* Project management skills* Cultural awareness and having an understanding of work issues in Australia