At VIVA we are a leading energy company that supplies about a quarter of Australia’s fuel requirements. We make, import, blend and deliver fuels, lubricants, solvents and bitumen through our extensive national and international supply chains.In my role I am delivering the frameworks, tools, processes, templates and overarching strategy for the implementation of a new software solution, Dayforce, to support the VIVA Energy Retail talent acquisition team and building for the future state of our organisation.

Looking after our recruitment operations, systems and improvements, including the design, development, testing and implementation of Workday for recruitment.

The Future Fund is Australia's Sovereign Wealth Fund, we were established in 2006 to strengthen the Australian Government's long-term financial position. Every dollar that we make is a dollar that adds to Australia's wealth and contributes to every Australian's future.

Lead the Talent Acquisition function for Hostplus across our national operations. Key achievements:• Approved business case to implement a new Recruitment Management Platform (Livehire)• Implementation of new Recruitment Management Platform within 2 months of approved business case• Established a PSA, taking 20+ suppliers down to 10 defined agencies with a history of success• Developed social tiles for use in all recruitment & updating our tone of voice• Reduction in direct vendor costs by ~$30,000 PA by better leveraging our existing relationships & being targeted in our recruitment approach• Significant reduction in agency spend by ~$200,000 in comparison to FY20 by being targeted & bespoke in our recruitment approach• Developed & launched monthly recruitment reporting dashboards, delivering greater transparency to the fund• Created bespoke access to our recruitment management system for our hiring partners, creating an experience in real time whereby they can see up to the minute status' on their positions and provide a better ownership experience• Established Talent Pools for difficult to fill & volume recruitmentMy role encompassed managing the function & budget, technology stack, reporting, relationships with suppliers and traditional end to end recruiting and talent sourcing / talent poolingHostplus is the industry super fund for those that live and love Australian hospitality, tourism, recreation and sport - we’re proud to support the industries that make Australia great. Because we’re an industry fund, we put our members first, that’s why we keep our fees low, our insurance flexible and offer a competitive suite of investment options. Simply put, we’re dedicated to ensuring our members retire with more.

Our mantra in the KPMG Sourcing team is to Find Awesome Talent Fast, as a senior member of our function I mentor and support 4 team members in best practice sourcing as well as day to day issues.I focus on improving the way we work and am constantly assessing and mapping emerging platforms and tech for our team. Data, analytics and technology underpin this approach and I regularly report on metrics that impact our team.We are building a best in class sourcing function incorporating tried and true methodologies and new AI tools to deliver bespoke sourcing solutions to KPMG. Included in this will be market mapping, executive search and the creation and management of talent communities for key areas in our business.

Partnering with my business I lead, deliver and evolve the national talent acquisition strategy for KPMG's Defence and Engineering Management Consulting practice across Australia. In addition to this I also manage the MC practice in Melbourne. Our Management Consulting Business is divided into the key service line areas of Technology, Strategy and Planning, Policy Program & Evaluation, Customer & Operations, Financial Management, Transformation Program Management, People & Change, Solution Networks & Growth Areas. A key achievement has been the saving of approximately $2,500,000 in external recruiting fees within my first 12 months of managing talent requirements for the business and maintaining a focus on diversity in our hiring process achieving an almost 50% split of female and male hires.Another key achievement has been the definition and establishment of a firm wide talent pool framework and methodology utilising our ATS PageUp and the implementation of a talent community.I am currently leading a project team in the analysis of our sourcing channels to assess their effectiveness and viability for KPMG. Diversity is a major component of this project as well as time to hire and cost.

Newcrest is the largest gold producer listed on the Australian Stock Exchange and one of the world's largest gold mining companies.In my role, I partnered with my business leaders to deliver the best possible talent for our needs through a variety of tried and true methods as well as innovative, outside the box ideas. I primarily looked after senior engineering and technical positions within Australia and PNG.A key achievement was the mapping of major ASX listed organisations GM level health & safety, HR and Finance leaders as a plan to proactively mitigate the risks of a Newcrest leader departing the business.

As Melbourne's metropolitan rail service, we operate 203 six carriage trains across 830 kilometers of track, transporting over 400,000 customers each day. We aim to encourage the Melbourne community’s vibrant and ever evolving lifestyles, by providing a seamless transport solution to keep you connected.I supported our business by providing a professional, forward thinking, collaborative and future focused talent acquisition services across a multidisciplinary team of engineering and technical staff.I implemented an early stage social media plan focusing on LinkedIn for the talent acquisition team to effectively source talent from a wider range of tools and talent pool for difficult to fill roles.Key to my role was maintaining a strong understanding of market changes, including talent mapping and partnering with the business to use this intelligence in a proactive manner.

As Strategic Sourcing Specialist, I was responsible for the design, development and delivery of best practice sourcing strategies for the national Asciano Careers team. Testing new and innovative channels and tools, and upholding consistent use of tried and tested sourcing methods, I ensured that talent pipelines and pools are optimized and that the Recruiters have access to the best-fit attraction and sourcing tools for right-first-time delivery. I developed and built our talent pool framework both from a business rule perspective and how the functionality would work in our recruitment system. From this I developed in depth analytical and statistical data to support talent pool growth and evolution. I was also responsible for the development of a dashboard for all recruiters to access and understand their progress on placements and population.I provided statistical analysis of historical recruitment data to track effectiveness of sourcing, trend/diversity analysis and any other areas the business should focus on.

Working within the Australian head office in Melbourne as part of the recruitment team supporting projects accross the Fluor Australia portfolio, we are one of the world’s leading publicly owned engineering, procurement, construction, maintenance, and project management companies. Specifically I worked on the Gladstone LNG project for which Fluor provide full EPC services during the upstream phase of development and recruited engineering and technical roles for site as well as home office locations.

My role managed the cradle to grave recruitment process for CPG Australia and New Zealand, Snowden Mining Consultants and QCC & MT.Key to my role was researching and maintaining market knowledge on evolving recruitment trends and adopting them for use within the business. I was involved in headhunting exercises for the business across multiple locations and sectors and providing sourcing solutions to difficult to fill roles in a close business partnership environment

I partnered with my business managers and ran the recruitment process from cradle to grave in a variety of disciplines and locations, primarily engineering and technical positions spread accross Australia and New Zealand.I also developed sourcing strategies for volume and difficult to fill roles and developed/managed our group LinkedIn page.

Recruitment Advisor working with HRX for a range of clients in Australia. Developing strategic recruitment initiatives for various regions around Australia and providing generalist recruitment advice.

Senior Recruitment Advisor working in the hydrocarbons business unit working on strategic developments as well as general recruitment. For 1 and a half years worked in the Transfield Worley / Woodside Energy integrated services contract as the sole recruitment advisor.

End to End recruitment of engineering, design, project services and support services personnel. My role included all advertising and marketing on behalf of Recruitment as well as managing our agency agreement and relationships.TW forms a part of the WorleyParsons Group, but is set apart as a seperate business and project line. At the time of my employment we managed all Brownfields work for Woodside's offshore facilities in WA (NRA, NRB, Goodwyn A) and the onshore Karratha Gas Plant.