The AHB Group comprises a number of different companies, each specialising in different industries.Starting from humble beginnings, AHB Group has grown into one of Victoria's largest building and development companies. The AHB Group has a vast portfolio of diverse business operations, making it one of Australia's largest privately owned companies.Being the first of a kind in a business that had grown very quickly in every respect, my role was created to help find, induct, foster, and help reduce turnover. However, very quickly I was able to take over the full remit of People and Talent.I have done this by creating a decentralized model, which consults/advises and empowers leaders to make their own people-related decisions. I provide systems, processes, support, and advice across multiple businesses to Directors, GMs, and middle management.Currently, I am part of the leadership team and work closely with each business and department to keep a finger on the pulse to understand what is happening in our business from a people and performance perspective.Key operational responsibilities include but are not limited to: Talent Acquisition (from Early Careers to Senior Management) Employee Experience  Performance Management and Terminations  Investigations, Fairwork case management, and negotiations Employee Relations Early Careers and Internships Policy development and management Culture and Engagement initiatives Employer branding and Talent attraction Providing the business with People Metrics to support sound decision-making Supporting and advising the business and leaders on legislative compliance Support Payroll and OH&S functions

Career Lasso is a boutique recruitment and training business with a purpose to not only bring new people into the recruitment industry but also to set them up for success through in depth training covering all aspects of recruitment.Alongside recruitment and training, we also consult with recruitment businesses to help them scale, improve efficiency, consultant capability through tailored coaching; thus enriching their own career journeys as well as impacting the clients and candidate experience.Key Responsibilities: Advertising, copywriting, shortlisting, screening, assessment, psychometric testing, interviews Organizing interviews with hiring leaders and business owners Reference Checks Full spectrum of training covering: Sourcing, Legislation, Business Development, Account management, Best practice Consulting with Agency owners Coaching, Mentoring Helping agencies create effective and aspirational processes for candidate and client experience Networking events Manage the social media channels for engagement and employer branding

Ampol is an ASX-listed company and one the oldest Australian organisations that produce and trades oil, gas, electric, and hydrogen-based energy across Australia, NZ, Singapore, US as well as other countries across the world. I was hired due to significant turnover in the HR and TA teams, where IP, policies, and processes had been lost and the level of respect for TA was at an all-time low due to restructures, turnover in the business, and a lack of education.My role here had me functionally closely working with 8 HRBP’s across Australia and 1 in Singapore, C-suite, EGM’s, GM’s and Head of Business stakeholders. I reported into the Head of Organisational Development with a dotted line to one of the HR Directors. Key Responsibilities: Leading, motivating and developing the talent acquisition teams and TA function Budgeting, forecasting and procurement of TA needs Business partnering with Senior business leaders to deliver recruitment campaigns and strategies Manage all vendor relationships Help in the review, implementation and streamline of HR technology platforms Updating all recruitment related policies ie. Recruitment and referral program Managing the Graduate Program end to end (as well as being the POC for all Universities) Reviewing the onboarding and off-boarding programs Elevating the TA function to a centre of excellence Managing all the agency relationships and negotiating T&C’s  Streamlining the Agency recruitment process  Educating the business on recruitment best practice and processes Providing support to HRBP’s and Hiring Leaders on all Talent related insights Work with Social Media Manager and manage Linkedin  Work closely with the HR Technology team Monthly reporting on people metrics

The Shortlist is a boutique NZ-based agency which specializes in helping businesses with challenges within the HR, Talent and Technology remit. Executive Recruitment Helping businesses with Employer branding HR Technology consulting services Contracted to Recruitment agencies to train their recruiters Outplacement services (COVID)

Luxottica is the largest manufacturer, wholesaler and retailer of Sunglasses, Optical Frames and lens in the world. In the OPSM business I was hired during a period where there was no Country Director in NZ for 18months as well as having 3 HRBP's join-leave during that period. I worked closely with the acting – Country Director to re-engage a workforce, which had little stability and poor engagement scores. Reporting to VP of HR & HR Director in Australia, I was the link between NZ and global HR initiatives which required business partnering, tailoring the strategy, and execution, and more importantly providing transparency on all things people, best practices and ensuring alignment. 43 Corporate Stores, 7 Franchise Stores, Online Contact lens business (370+ employees).During this time I also provided support to 50+ stores of the Sunglass Hut and Oakley businesses across NZ when HR needed to be present, as the HRBP's were located in Sydney.Key Responsibilities: Leading and delivering key cultural Initiatives ie. Bi-annual Roadshows, Engagement, Diversity and Inclusion  Talent Acquisition: Recruitment, Administration, onboarding, off-boarding, Training and Graduate program Providing HR guidance to NZ leadership team and store managers Performance management, Investigation, Mediation and Grievances Reviewing and updating of all company policies to reflect NZ legislation Work Health & Safety  Managing the bi-yearly performance reviews Managing the annual Remuneration review process Workforce planning and restructures Managing the redundancy and outplacement process Monthly reporting on people metrics Taking our people on a journey of change

RWR Group has multiple brands including Retailworld, RWR Health, RWR Hospoworld and RWR Executive. Each brand has company owned as well as franchised branches across NZ, Australia and Maldives. I started as a Recruitment consultant and within 4 months was promoted I was tasked to build an Exec Recruitment team of 3. This role allowed me to develop into an Executive recruitment team leader of a team that helped connect small boutiques to large multi-tiered retail organisations throughout NZ and Australia with hard-to-engage talent.Roles ranged from middle management to executive management.

TSS Westaff which was acquired by the Humanis Group and later rebranded into Bluestone recruitment was large recruitment group, which serviced a wide array of industries. This role had me talent sourcing and account managing mainly in the finance and banking sector, with a large focus on ANZ bank across multiple different sites and teams in Melbourne. Across my 4years at TSS Westaff, I developed into a team leader, managing a small team of 4 consultants and 2 administrators covering Finance & Banking, Call Centres, Field Sales, Telecommunications, Warehousing, and logistics.