Renee Thompson Email and Phone Number

I am responsible for the design and implementation of a Workforce Management system roll out and training for the Uniting’s largest business unit. I delivered a successful eight-week pilot that received PMO approval for roll out to remaining services.Achievements:• Effectively consulted and collaborated with stakeholders from Executive to the front line.• Defined best practice process and associated reporting.• Designed, implemented, and analysed the results of a Skill/Will readiness assessment.• Established the roll-out approach early to ensure system requirements were ready for go-live.• Prepared and communicated updates for the steering committee.• Built and managed a training delivery team.• Managed a $1M budget.

Understand the strategic drivers of the business, key external trends and the competitive landscape. Define the high level aspirational state of the future workforce in a vision statement, accompanied by descriptions of the future work, workplace and worker. Develop distinctive organisational capabilities which align future workforce needs to strategy. Segment the workforce to understand the unit of analysis for subsequent forecasting. Identify which segments are critical to help us prioritise investment. Conduct desktop review to provide a detailed current state workforce snapshot by analysing the workforce across dimensions of Composition, Configuration, Capacity, Capability and Cost. Compare future supply and demand forecasts to identify where gaps will exist and effort should be prioritised to deliver the strategy. Engage with employees to understand their motivators, satisfiers and dissatisfiers in their roles across key employee engagement levers. Analyse insights collected from business leaders, 5Cs analysis, employees and supply & demand planning to identify key workforce challenges and gaps. Design workforce interventions and sourcing strategies to address the challenges and gaps identified. Prioritise interventions with business leaders according to ease of implementation and business impact. Create a roadmap for delivery of interventions and sourcing strategies across three time horizons.

CSIRO’s Data61 is Australia’s leading digital research powerhouse. Based in Sydney and reporting to the HR Manager I had responsibility for a range of activities including performance review, leadership development and talent acquisition. I was also part of the broader HR cohort and contributed as required across the business, sector, and organisation. Responsibilities• Run the performance review cycle across the Business Unit to ensure effective implementation.• Drive the Data61 Recruitment Prioritisation committee to address ASL staffing targets.• Use Committee outcomes and people data to request additional ASL approval from Executive.• Initiate Pulse Surveys and worked with leaders to understand feedback.• Build leadership capability by identifying skill gaps and sourced training which will be adopted by other Programs in the Business Unit.

I implement the Total Rewards policies/standards, strategy, plans and systems across Asia Pacific, Europe and the Middle East. I provide advisory and technical support to local HR Management in the design and implementation of regional and local rewards for staff. My main deliveries include:Global compensation design and reviewExecute Annual Salary PlanningExecute Long Term Variable Compensation programsConduct job evaluations using Hay MethodologyEstablish and maintain control on Job Evaluations, Grades and CompensationProvide compensation analysis to upper managementDevelop and facilitate Total Rewards training.

Reporting to the HR Manager, I focused on the maintenance and support of Vale Australia’s expatriate population seconded to New Caledonia under the framework of the ramp up and operational phases for the Goro nickel plant. I also provided a critical role of the analysis and recovery of costs associated to the secondment of the Vale Australia population. My responsibilities included:Liaise with the expatriate population in New Caledonia, Payroll, Finance and Legal teams across Australia, New Caledonia and Malaysia.Interpret and clarify complex employment agreementsExtract information from SAP, PeopleSoft and employment contracts to audit monthly payroll run process focussing on pay rates, working hours, leave accruals, tax and superannuation rates and thresholds and employee benefit components.Audit and reconcile leave absences to reduce the supplementary costs of annual leave accrual.Audit and adjust employee work schedules.Review and provide recommendations on policy and procedure.Control and audit Termination process ensuring the accuracy of termination calculations and pay slips while reducing financial impacts of the taxation, local social charges and superannuation.

Murphy Pipe and Civil was contracted by QGC to construct 168km Coal Seam Gas pipeline. Reporting to the Project Manager I lead our site based HR team to deliver efficient and people focused advice and services. Advise on the interpretation of HR policies and employee relations issues, disciplinary actions and terminations to minimise UD & ROE risks.Manage high volume recruitment and mobilisation.Manage the demobilisation and off boarding.Liaise with other departments regarding travel, accommodation, IT and equipment, plant and PPE requirements.Manage project training requirementsDeliver induction.Report key areas of employee numbers, demographics, recruitment activity and turnover.Maintain Project organisational chart and crew list.

Reporting to the Personnel & Contracts Advisors I was responsible for coordinating Pipelines’ Project HR activities. The ability to liaise with different disciplines within the Pipelines’ Project was essential. Support the recruitment and selection process.Conduct reference checks.Coordinate and conduct new starter inductions on WHS processes and general office orientation.Liaise with appropriate teams to ensure IT equipment and training have been organised.Ensure medical requirements are met.Provide weekly mobilisation and demobilisation updates.Prepare monthly staff emergency contact information for management.Coordinate and process new starter paperwork.Maintain electronic and hard copy personnel files.

Reporting to the General Manager – Corporate Services and working closely with the Executive Team, I was responsible for the management of internal recruitment, HR and training within DR. Point of contact for staff on general HR questions.Participate and coordinate dispute resolution and staff disciplinary actions.Manage the exit process including coordinating exit interviews.Develop and review HR policies and procedures consistent with legislative requirements.Coordinate the induction process between new employees and relevant key staff members.Provide induction on HR policies and procedures, WHS and general office orientation.Manage communications with rec-to-rec agencies.Arrange interviews with potential staff.Liaise with external advisors re 457 visa applications.Conduct interviews and reference checks.Prepare employment contracts

As the sole HR employee I was responsible for providing Generalist HR services and have achieved the following: Audited staff files and identified gaps.Issued contracts for staff who do not have a signed contract on record, or is outdated.Updated and distributed position descriptions.Developed and presented HR strategy to the board of directors.Participate and prepare monthly HR reports for Management and Board Meetings.Developed and implemented performance reviews and annual performance appraisals.Developed incident reporting and hazard identification procedure.Developed and implemented HR Induction.

Brisbane based in a fast-paced, professional environment, I provided Generalist HR services and advice to 250+ managers and staff within our Victorian branches. My responsibilities included: End to end recruitmentConduct exit interviews and provide feedback to upper management.Conduct promotional interviews and provide recommendations.Conduct new starter calls to track new starters throughout probation.Return to Work Coordinator – Victoria.Present inductions and training sessions.Guide management and staff on HR policies, processes and programs.Build and maintain effective internal and external business relationships.