Peter Caiafa Email & Phone Number

Melbourne, Australia

I manage and develop the Bureau’s payroll and human resource system and oversee a team. I keep across technological progress and trends to ensure the system remains contemporary and functional.• Managed the Bureau’s ERP HR functional team. • Designed and instigated process improvements to the organisation eg:- Rationalising the processing of leave including accommodating new types of leave.- Providing managers more detailed reporting on staff payments, leave taken, unscheduled absences, costing elements etc.- Introducing job families within the system to enable better succession and workforce planning.• Delivered various IT and HR projects including:- The introduction of the Bureau’s first online timesheet. This automates shift payments for shiftworkers and the success of this prototype has since paved the way for the Bureau to automate all payroll payments across the board (awaiting executive approval).- The implementation of the Stronger Super Act 2012 (Superstream) into the Bureau. The Act dictates the manner in which all Australian employers must process and report their super payments. I had to analyse the various means through which the Bureau could be compliant keeping in mind privacy, security, probity and legality before determining a solution.• Recognised for my technical and strategic expertise in being appointed as the APS representative on SAP’s Australian Government User Group. I liaise with all APS agencies on SAP, reviewing whole-of-government trends and issues and devising workable strategic solutions.

Melbourne, Australia

I provided high-level strategic advice to the COO and the Branch’s Assistant Director on current and future developments in Corporate IT and SAP-related matters. • Project-managed the delivery of Bureau-wide HR and IT developments. This included researching developments and undertaking business analysis. Examples included:- Implementing the Bureau’s first online Performance Development Scheme. - Co-managing the Bureau’s successful Enterprise Agreement 2011-2014. Introduced a new pay model for employees to reflect what had been agreed. Established new and revised conditions and productivity initiatives that delivered cost savings while optimising salary to employees.- Implementing the first workforce planning framework for the Bureau, with the classification of Bureau positions into a Job and Job Family structure.

Melbourne, Australia