Headquartered in Charlotte, North Carolina., Krispy Kreme (NASDAQ: DNUT) is one of the most beloved and well-known sweet treat brands in the world. Our iconic Original Glazed® doughnut is universally recognized for its hot-off-the-line, melt-in-your-mouth experience. Krispy Kreme operates in more than 35 countries through its unique network of fresh doughnut shops, partnerships with leading retailers, and a rapidly growing Ecommerce and delivery business with more than 14,000 fresh points of access. Our purpose of touching and enhancing lives through the joy that is Krispy Kreme guides how we operate every day and is reflected in the love we have for our people, our communities and the planet.

Employing over 2900 people in widespread markets throughout Asia Pacific, the Arnott's Group has a portfolio of brands across the macro-snacking, meals and beverages categories. A standalone business since KKR’s acquisition in 2019, the company was previously part of the Campbell Soup Company (NYSE:CPB), contributing to annual company sales of circa US$8 billion. Accountabilities:- Partner with Executive Leadership Team members, Country Managers and functional leadershipteams across an expanding portfolio on leadership effectiveness and people initiatives to achievebusiness and functional objectives.- Develop HR and Talent strategies and implement core HR processes in the areas of changemanagement, organisational design, performance and capability development, reward andrecognition, recruitment, talent and succession planning, employee relations and mental wellbeing;ensuring the company remains competitive, and the team is engaged and impactful.- Lead, coach and develop a team of HR Managers, HR Business Partners and Talent AcquisitionAdvisors

- With matrix international and local reporting lines, own the ANZ Organisational Capability strategy: identify, design and embed capability solutions to enable the achievement of the strategicroadmap.- Responsibility for leading core talent management processes, including talent and successionplanning, talent acquisition, employee engagement and performance management.- Produce talent insights for the Campbell's Global Biscuits and Snacks portfolio, covering AsiaPacific, Greater China, EMEA, Latin America and the US Biscuits and Bakery business unit.

- Member of both the APAC HR Leadership Team and Global HR Services Leadership Team.- Build and execute a strategy to advance the centralised HR Services model throughout AsiaPacific, Greater China and EMEA.- Manage the centralised HR Services team for the Asia Pacific Regional Hub.- Leverage HR analytics and reporting to produce insights, and drive decision-making andaccountability.

HR Business Partner to NAB Wealth Operations - a business consisting of circa 1,250 employees dedicated to servicing more than 1.7 million customers and 1,660 advisers across superannuation, insurance and investment products. Expertise covered Digital (online capabilities such as channel development, content management and user acceptance testing), Direct Servicing (contact centre), Regulatory and Business Delivery and Customer and Adviser administration.Accountabilities included:• Identifying HR initiatives and People levers to support the Leadership Team to execute the business strategy. Key focus areas included capability development, operational excellence, diversity and inclusion, talent management and organisational restructures.

HR Business Partner supporting NAB Asset Management's leadership team, which consisted of the Executive General Manager and 7 General Managers, to develop and execute the business strategy. At the time the business provided asset consulting and investment management services to corporate, institutional, High Net Worth and retail clients. The business advised on over $300bn through the asset consulting business, managed more than $177bn FUM through its range of investment management capabilities, and partnered with 14 boutique investment firms domiciled in the US, Canada, UK, Asia and Australia. Accountabilities included:• Advising business leaders on complex issues including organisational restructures, mergers and acquisitions, global mobility, expansion into global markets and the mitigation of people risk.• Managing cyclical remuneration and performance reviews for nine incentive schemes; managing executive remuneration including retention and commencement rewards, completing remuneration survey submissions and matching benchmarking data for Asset Management’s Canadian business.•Adaptation and roll out of enterprise initiatives such as talent management, succession planning, Enterprise Agreement, employee recognition and NAB’s employee engagement survey.

• Member of the Leadership Team and integral in the formal launch and market growth of The Next Gen – a specialist service offered by The Next Step for HR professionals in the early to intermediatestage of their careers.• Successfully designed development seminars and facilitated networking functions for the HR community. Undertook regular analysis of the market for reporting trends and statistics in various marketing documents including the company’s National HR Viewpoint Survey and Human Capital Magazine.• Project management of the annual UWS Ivan Wood HR Scholarship, from program design and promotion, selection and mentoring of scholarship winners.

Tuckwell Recruitment focuses on recruitment within International Logistics, Supply Chain, Trading, Shipping and Transportation. Key focus as a Consultant was on the client and candidate management for the recruitment of a cross-section of roles such as operations, finance, human resources, sales and marketing.

Hamburg-Süd is Germany’s largest privately-owned shipping line – and ranks among the world’s top 20 - with circa 5000 employees located in over 300 offices and agencies around the globe. Accountabilities included:•End to end production of global costs and productivity benchmarking study for the Executive Board and Regional Heads. The study highlighted current and projected performance and identified productivity enhancements and cost reduction opportunities for a global organisation, modelling the effects of variables including exchange rate fluctuations, acquisitions and changes to the service offering. •Produced quarterly reports on global organisational costs that analysed performance, forecast changes and provided explanations for trends and discrepancies. These reports were the direct basis for strategic decisions by senior management.