Established the P&C function, accountable for developing and maturing the people capability, and culture, globally for this fast-paced fintech.Latest achievements: In six months, on a global scale, led and launched our mission, vision and company values, created a complete WHSW framework, introduced Perkbox as an employee reward and recognition benefit, and implemented a Peakon employee voice platform for engagement and feedback. I’ve completed an organisation design review, written a global communications strategy, and completed a remuneration benchmarking review. Current priorities: people strategy for 2024, leadership development program, performance and career planning framework, embedding the above initiatives and programs

As the Head of People & Culture for this fintech, I partner with executive and managers to define and implement HR priorities and initiatives that enable effective delivery of business objectives. Latest achievements: led business to be named in Top 10 for diversity and equity by WORK180 (placed #6).Current priorities: people strategy, recruitment strategy, workforce design strategy, performance and career planning framework, employee experience, WHS and wellbeing, resilience to turnover in current climate and embedding full HR cycle.

Key Business Partner for EBOS Group’s Animal Care & Consumer Products, IT and Finance, providing generalist support to managers and employees, in a complex business. Priorities included performance management coaching, organisational design and succession strategy, employee engagement survey and new HRMS selection.

Value-add strategic & operational HRM for the MIRRAT start-up (subsidiary of WWL). Part of the management team in a stand alone role. Priorities included talent acquisition and establishment of the team, building the culture, Industrial Relations and Enterprise Agreement (EA) negotiations, implementing the performance & development framework, policy creation.

Stand alone role offering generalist HR support during transition to new entity and closure of EMML. Major priorities were redundancy/severance, exiting and employee transfer processes, coaching and change management, counselling employees.

Partnered with Snr HRM to evolve HR strategy, ad hoc organisational development, reporting and compliance requests. Major priorities were rollout of a national cultural transformation initiative, learning and development plan, Enterprise Agreement (EA) negotiations, new staff inductions.

While on maternity leave:2011-2013 - Proprietor Party Fare - Children's Party Catering and cake decorating.2011 - Acting President Sunnyside Kindergarten Fulfilled president role for community-based kinder (3 terms), managing recruitment, policies, chairing meetings, AGM, government reporting, quality assessment and recommendations, parent satisfaction surveys, general running of kinder in conjunction with staff - received Life Long Membership for accomplishments2008-2011 - Proprietor Bryson Publications - self-published a cookbook for young parents for babies and toddlers (0-2yrs approx.), filled with inspiring, quick and healthy meals, along with some vital information for feeding your littlies. Book is called "Look Who's Eating Now", all sold out.2008 Vice President Sunnyside Kindergarten Managed kindergarten policies, government reporting, quality assessment, parent satisfaction surveys, assisting president in smooth operation of kindergarten

Stand alone role. Managed Oracle HR re-organisation – reviewed out-of-date structure, implemented improvements, ensuring data integrity, achieving a comprehensive, accurate and reliable employee information bankCreated ‘headcount tool’, that pulls reports from Oracle HR reporting turnover, recruitment, diversity Conducted staff training

Successfully partnered with five European HRMs and US HR Quality team on delivery of key initiatives i.e. Recruitment cycle, process digitisation, headcount – developing sound business relationships globally. Also drove data integrity and developed strategies for improved recruitment (talent acquisition) and retention, and implemented training strategy.

Received “HR Leadership Contributions to GE in Europe” award for efforts in E-HR in Europe.Maintained sound business relationships throughout European countries by providing HR generalist support to staff of HQ function & 2 Business Units, advising on all facets of day-to-day HR.Coordinated Compensation & Benefits for CF in Europe i.e. bonus & salary planning, performance management, talent acquisition (achieving lowest recruitment time cycle & highest calibre new-hire within team), new manager assimilations, reward & recognition, training managementManaged integration of business unit acquisition into GE Commercial Finance in UK (contract re-negotiation & preparation, induction, policy familiarisation).Project-managed Oracle HR rollout for business across Europe (Germany, UK, France, Italy, & The Netherlands), also providing training for all users, leading structural enhancements & bolt-on projects.Regularly drafted communications to business relating to HR mattersManaged rollout of European HR Intranet site, then continued to maintain accurate content and communications, coordinating five languages, as well as enhancements E-HR representative & project leader for Commercial Finance Europe – management of local & global projects on behalf of business.Successfully implemented digitised HR processes & tools for business, point of contact for other GE businesses e.g. absence tracking, online employee handbook, online formsDeveloped content & launched Induction, available in English & FrenchContinued to create & implement new policies throughout business Actively participated in European projects i.e. Currency conversion to Euro in Oracle HR, FWA across Europe, Quality certification maintenance, introduction of career bandsManaged re-launch of training culture – created online training access at all sites, worked with managers to create training curriculum for sales staff, awareness & encouragement of training & benefits through communication

Developed policy for new recruitment and employment process i.e. internal process, job descriptions, including medical checks etc.Provided generalist HR support to UK business, day-to-day advice, also focussing on payroll, recruitment, arranging offers and contracts, induction and training.

Contract to provide day-to-day generalist support to IT division of company, focussing on recruitment, salary reviews and employment process.

Successfully maintained and administered company pension fund (superannuation) on a monthly basis. Managed reporting and consolidation of contribution figures. Managed training schedule and records, reviewing courses offered for relevance and value.

I held various positions: Customer Services Officer in Norwood Regional Office, then Project Manager in Adelaide Head Office. I then relocated to Melbourne to work in the Head Office assisting with focus groups and implementation of corporate improvement plans.