Natalie Phillips Email and Phone Number

• Strategic People Partner to Operations and Finance & Commercial Divisions and leadership teams.• Led Talent Management & Career Pathing pillar of FY22 People Plan. Delivered through embedding a systemic approach to Talent and Succession Planning by identifying high potentials, emerging talent, business critical roles (short and long term), successors and addressing capability gaps.• Supported implementation of Supplier Commercial Management function by advising on organisational structure/design, conducting change impact assessment, developing a recruitment strategy and presenting people recommendations to executive team. • Managed workplace relations matters advising on and conducting investigations, conduct matters, performance, redundancies and terminations. Liaising with union representatives where required. • Coached People Advisors within team, providing exposure to case management and sharing learnings/resources to assist in building ‘HR toolkits’. • Provided tailored advice and guidance to managers for both Common Law and Enterprise Agreement employees. • Advised on salary banding and role grading, including facilitating out of cycle remuneration reviews.

• Strategic HR business partner to the Regulatory & Legal Support portfolio in Risk Advisory advising to the Partnership and broader team on a range of HR activities throughout the employee lifecycle. • Project managed remuneration review for 1000 employees including updating remuneration ranges, modelling, delivery against budgets and alignment to Firm guidelines including gender pay equity targets. • Managed employee relation matters and provided advice in relation to performance management, terminations, grievances and wellbeing/ mental health cases. • Facilitated stakeholder and change management work stream for the launch of new recognition platform ‘ShoutOut 2.0’. • Coordinated workplace health and safety compliance, including end to end management of Workers Compensation cases. • Provided tailored advice in consultation with the Immigration team on TSS and PR visas. • Coached and supported leaders with talent management, including the design and pilot of a coaching refresher session. • Completed confidential and critical tasks in response to the COVID-19 pandemic, including managing redundancies and voluntary pay variations. • Trained and coached HR Consultants within the team to support their ongoing development. • Interpreted policies and procedures to provide the business with tailored, best practice advice to satisfy business needs and legislative requirements.• Responsible for end to end delivery of cyclical talent activities within portfolio.

• Partnered with the Digital Engineering/Interactive leadership team to identify key people issues and advise on approaches and solutions.• Owned change management plan post-acquisition including key communications, contract transfers, system integration and training. • Analysed and interpreted data to enhance business unit effectiveness and outcomes, including leave liability, utilisation rates & retention strategies.• Coached and supported managers through difficult conversations and people issues such as poor performance, behavioural issues and redundancies. • Guided managers through cyclical processes including salary revisions, promotions and 360 performance reviews. • Main point of contact for all HR-related queries, in particular policy and contract interpretation.

• Led change management initiatives post-acquisition to enhance the employee experience during transition.• Coached managers on employee relations cases and conducted meetings around poor performance and terminations.• Devised and implemented a new induction program for new employees to enhance the quality and efficiency of the onboarding process.• Conducted exit interviews, analysed data, reported trends and provided recommendations to senior management.• Led the rewards and recognition program, including evaluating nominations against company values and collaborating with senior stakeholders.• Developed performance management plans, with a focus on achievement of KPI’s and positive work behaviours.• Development and delivery of a new compliance training model to achieve >98% compliance company wide.• Reviewed and managed contractors according to business needs and profitability impact.• Coordinated work cover claim process, from conducting investigations to implementing return to work plans.• Developed employee engagement strategies (including re-establishing the Employee Value Proposition) to stabilise attrition in an environment of significant change.• First point of contact for all HR-related queries including policy interpretation and cyclical processes (i.e. promotions, remuneration reviews).

• Interpreted policies and procedures to provide generalist HR advice and guidance.• Managed the on-boarding and leaver processes, including employee lifecycle changes.• Collaborated with senior managers around training requirements and liaised with learning and development vendors to facilitate training.• Conducted salary benchmarking through external market analysis for annual remuneration review.• Responsible for graduate program recruitment including reference checks, screening, interviewing and preparing contracts.• WGEA reporting, including collating data and updating policies to meet criteria and legislation.• Managed the promotion process, from salary benchmarking to skills analysis.• Immigration administration and the application process of 457 Visa’s.

Responsible for the end-to-end recruitment process, including preparing job descriptions, conducting interviews and reference checks.