Responsibilities Leading the delivery of key human resources services including human resource and industrial relations consultation and advice through business partners, talent acquisition, safety and payroll to support managers and the overall business in people management.Achievements Developed and implemented a talent acquisition strategy designed to ensure ready access to candidates aligned with RTWSA strategic capability needs in a candidate short market.Implemented a 3-year safety plan aligned with ISO45001 including the acquisition and implementation of a safety software system - ongoing Implemented a Human Resources Business Partner service delivery model – ongoing

Responsibilities:Leading the delivery of key business partnerships, both internal and external, to support managers and the overall business in people management. Driving the People and Culture strategic agenda with a focus on desired culture and the delivery of a range of new people practices to build organisational capability.Aligning the Strategy and Partnerships team with operational business needs and supporting the delivery of P&C strategy.Achievements:Developed and implemented a business partner model to facilitate the reshaping of the human resources function from process focused and reactive to a key strategic leader in the business.Established a surge workforce in preparation for COVID19 outbreak.Streamlined the recruitment process and introduced online job fit and attitude testing as primary screening tools.

Responsibilities: Implementing strategic and workforce planning processes that deliver successful outcomes for the Helping Hand organisational plan.Managing Industrial Relations processes to ensure a flexible, efficient workforce aligned with business objectives.Managing day-to-day HR operations (team of 12) including overall responsibility for the recruitment, payroll, learning and development, workers compensation and Work Health and Safety functions.Implementing simple, efficient and consistent systems, processes and frameworks for all human resources functions, including the development of policies and procedures.Ensuring the provision of high-quality customer focused HR services.Managing senior remuneration and salary packaging including annual salary review.Managing the maintenance and continuous improvement of Helping Hand self-insurance status. Achievements:Led the change in human resources culture from a reactive process focused group to a forward-thinking customer focused team.Developed and implemented streamlined process improvements that delivered service and business outcomes including e-onboarding and e-recruitment systems.Developed and implemented strategic plans and supporting initiatives/projects that aligned with organisational business strategic objectives.Attained workers’ compensation self-insurance status and maintained status with a maximum 5 year term.Managed 106 legacy workers’ compensation claims to zero with a saving to bottom line of more than $1 million.Implemented a Learning & Development Framework and supporting processes.Implemented a centralised recruitment service which improved consistency of practice, speed and quality of hire and candidate experience. Negotiated EBAs that provided improved performance and workforce flexibility.Managed a range of industrial matters particularly formal performance management through internal processes to unfair dismissal proceedings with no adverse outcomes.

Managed a staff of 3 HR professionals, and nationally responsible for:• Employee & industrial relations • Performance management• HR Policy & Procedure development & implementation

Managed a staff of 7 HR professionals, and nationally responsible for:• Employee & industrial relations for pilots, flight attendants and support staff• Performance management• HR Policy & Procedure development & implementation• Workers’ compensation

A member of the executive management team, the role was responsible to the Chief Operating Officer for the total HR function nationally, including• Conducting employee and industrial relations• Recruitment, remuneration & retention• OH & S and Environment• Training, development & manpower planning• Internal communication• HR Policy• HR strategyThis position managed a team of 7 HR professionals

Responsible to the Director of Human Resources for• Management of Berri’s performance management & remuneration process• Organisation mapping – position descriptions, Hay job evaluations, organisation charts• Development, implementation and management of HR policies and procedures• Succession planning• Recruitment and selection nationally• HR and IR for all Victorian operations

Responsible to the National Human Resources Manager for employee & industrial relations, training & development, OH & S, injury management & HR policy & procedure implementation