I provide strategic advisory services in Workforce Strategy, Workforce Planning, Workforce Analytics, Workforce Intelligence, Talent Management, HR Technology, Organizational Design, and Operations and Enablement. I bring a holistic and strategic approach to workforce management, leveraging deep expertise to help organisations achieve their goals and enhance overall performance. My mission is to drive organisational success through comprehensive workforce solutions.Workforce Strategy: Develop and implement strategies aligned with business goals. Provide data-backed guidance to prioritise activities and support short- and long-term planning.Workforce Planning: Design and execute strategic plans to optimise the workforce. Create scalable solutions and align plans with organisational objectives.Workforce Analytics: Build real-time analytics tools, dashboards, and reports. Provide actionable insights into workforce trends and recommend data-driven solutions.Workforce Intelligence: Develop talent intelligence processes using predictive analytics. Identify functional strengths and weaknesses and define future workforce trends.Talent Management: Assess and enhance talent management practices. Implement strategies for identifying, developing, and retaining the workforce. Provide guidance on succession planning and capability development.HR Technology: Optimize HR technology stacks and drive strategic initiatives. Advise on digital transformations, integrate new technology roadmaps, and consult on AI practices across the HR Function.Organisational Design: Develop strategic job architecture frameworks. Define job families and career paths and integrate architecture with HR processes to align with long-term goals.Operations & Enablement: Design operational improvements in workforce management. Develop teams to embrace digitisation and drive continuous improvement initiatives to support functional objectives.

I founded Calibr8 to enable HR leaders to strategically plan, prioritise, and implement improvements, driving HR performance and aligning activities with organisational goals.Strategic Development & Implementation: Objectively measure the importance and diagnostic of critical activities across the entire HR organisation. Analyse results to provide data-backed guidance on prioritizing activities for improvement.Function Performance Measurement: Tools to measure function performance, identify strengths and weaknesses, and compare performance against benchmark peer groups. Evaluate HR functions to pinpoint areas for improvement and understand key gaps.Strategic Planning & Prioritisation: Rank priorities by importance to better drive organisational goals, build cases to drive resource investment and planning, and clearly identify next steps and associated resources. Supported short- and long-term planning efforts.Implementation & Improvement: Align strategy and resources with opportunities and needs, develop roadmaps, leverage actionable steps for improvement, and explore relevant insights and recommended resources.Objective Standards & Assessments: Rooted in objective, peer-based standards across eighty functional activities, eight objectives, and four assessment levels to comprehensively represent the typical HR function's scope.Self-Service Launch & Monitoring: Enable users to initiate assessments directly, tailor assessment scope, invite participants, and monitor progress through the tool.Quick Reporting & Expert Guidance: Facilitate instant report generation to review diagnostic scores, key findings, and recommendations. Provide expert guidance through diagnostic results walk-through calls to determine the next steps for organizations.Functional Diagnostics Offered:Workforce StrategyWorkforce PlanningWorkforce AnalyticsWorkforce IntelligenceTalent ManagementOperations & EnablementAttraction & AcquisitionExperience & Engagement

I founded Acceler8 to enable HR leaders and teams to enhance their capabilities, drive organisational performance and implement effective workforce strategies through global Total Workforce Management (TWM) summits, custom workshops, and development programs.Global TWM Summits: Public programs globally, enabling leaders to become function-builders and enablers. These summits provide simple, evidence-based strategies and practices to drive business performance. Participants learn to:- Link Workforce Strategy to organisational capabilities and business strategy.- Design Workforce Planning for the new world of work.- Master Workforce Intelligence to accelerate organisational growth.- Assess Talent Management practices for the future of work.- Transform Workforce Analytics processes using data-driven simplicity.- Become trusted advisors on talent issues for organisational executives.- Create Operations & Enablement action plans.- Access Experience & Engagement practices, templates, and toolkits.- Network with global HR leaders.Private Workshops: Customised workshops to meet specific organisational needs, developing functional capabilities in one- and two-day programs. These include:- TWM Virtual Program: Virtual tables of eight people per organisation from various companies, allowing for shared insights among HR leaders. Conducted over three half-day sessions, covering Team, Strategy & Planning, Technology & Data, Principals, Frameworks and Processes.- TWM Private: Offered in-person and virtually, enhancing process knowledge and capabilities to grow better functions faster. Focused on assessing, selecting, and developing using practical tools and frameworks.Custom Development Programs: Designed to address the issues that matter most to organisations, these programs offer real-time solutions to workforce strategy and execution challenges. Programs delivered virtually or on-site provide customised learning with high applicability.

I have delivered impactful talks and keynotes at various executive workshops and conferences, engaging audiences ranging from intimate groups to over 6000 attendees. My engagements have taken me across the globe, from Sydney to San Francisco, Paris to Dubai, and Singapore, where I have spoken on topics such as The Future of Work, Digital Disruption, Workforce Transformation, Re-Imagining the Future Workforce, and Developing Organizations through Workforce Intelligence.Keynote Speaker: Delivered keynote addresses at prestigious events, including RecFestUSA (Nashville), ONCORE (Sydney), SOURCECON (Budapest), RHUB (Auckland), SOSAU (Sydney), SOSUNZ (Auckland), Innovation Summit (Sydney), Future Leaders Summit (Melbourne), and TA Summit (Melbourne)EMCEE: Hosted major stages at global events such as UNLEASH WORLD (Innovation Stage - Paris), RecFestUSA (Innovate Stage - Nashville), UNLEASH AMERICA (Influencer Stage - Las Vegas), RecFestUK (Knebworth), UNLEASH WORLD (Influencer Stage - Paris), and SOSUAU22 (Sydney)Speaker: Engaged audiences at numerous influential conferences, including RecFestUK (Knebworth), Global TA Day (Virtual), Talent Connect (Anaheim & Sydney), PAFOW (Virtual), TA Global Gathering (Virtual), RecFestONEWORLD (Virtual), Hiring Success (San Francisco), TalentNET (Dallas & Austin), HRTechFest (Sydney), UNLEASH WORLD (Amsterdam & Paris), UNLEASH AMERICA (Las Vegas), UNLEASH LONDON (London), RHUB (Auckland), SOSAU (Sydney), SOSUAsia (Singapore), HRTechX (Sydney), and SSTC (Sydney)Moderator: Led discussions UNLEASH WORLD (Paris), UNLEASH AMERICA (Las Vegas), and SOSUAU (Sydney)Panellist: Participated in panels at UNLEASH WORLD (Paris), UNLEASH AMERICA (Las Vegas), and HRTechFest (Sydney)Fireside Chats: Hosted fireside chats at RecFestAUS (Melbourne)Webinars: Presented in webinars for Recruitment Brainfood (Virtual) and Talent42 (Virtual)Podcasts: Featured in podcasts such as Now of Work, The Talent Intelligence Collective, and TAPod

As the Strategic Workforce Planning Advisor, I leverage strategic consultancy expertise and advanced technology (AI / ML & Automation) to support initiatives at both strategic and operational levels.Strategic Workforce Planning: Explored trends and their impacts on the workforce, identified change triggers, and conducted scenario planning for future work environments. Analyzed risks, stakeholder needs, and organizational readiness to respond.Operational Workforce Management: Shaped and defined team structures, analyzed the workforce lifecycle and identified roles and capabilities. Supported workforce capacity planning, including data needs, metrics, and key organizational dimensions.Change Management: Developed high-level plans for organizational change, outlining success milestones for the next three years. Conceptualized stakeholder engagement, dashboard reporting, and automation strategies for talent management.Technology Integration: Delivered a platform that utilized predictive machine learning and conversational AI to forecast workforce needs and provide optimization recommendations. Ensured seamless integration with existing HR systems.Real-Time Monitoring & Reporting: Provided real-time updates and alerts for changes in workforce needs, along with customizable reports and dashboards for tracking key metrics and trends.User-Friendly Solutions: Ensured the platform was intuitive for HR staff and leadership, offering training and support resources for effective utilization.Alignment with Business Needs: Established connections between workforce supply and demand and the organization’s objectives, identifying talent gaps and forecasting future workforce requirements.Enhancing Workforce Agility & Reskilling: Developed strategies to increase workforce flexibility and adaptability and proposed reskilling methods for critical areas.

In my role as Workforce Planning & Strategy Advisor, I drove the development and execution of workforce planning strategies to optimize resource allocation, enhance operational efficiency, and align with organizational objectives.Workforce Planning: Developed and executed workforce planning strategies to optimise resource allocation, enhance operational efficiency, and align with organisational objectives and strategy.Workforce Strategy: Developed workforce strategies for portfolios aligned with their strategic priorities as an organisation.Data Analytics: Utilise advanced analytical tools and techniques to gather, interpret, and present workforce data insights, enabling informed decision-making and proactive talent management initiatives.Forecasting and Modelling: Develop forecasting models and scenario analyses to anticipate future workforce trends, identify potential risks, and recommend mitigation strategies.Stakeholder Consultation: Consult with key organisational stakeholders to understand the current state and skill/resource gaps to make workforce strategy and planning recommendations.Stakeholder Collaboration: Collaborate cross-functionally to integrate workforce analytics into business planning processes and drive strategic workforce management initiatives.

As the HR Technology & Digital Transformation Advisor, I shaped and optimized the HR technology stack to deliver innovative solutions that met business needs, driving strategic initiatives and fostering innovation.HR Technology Stack Optimization: Shaped and optimized the HR technology stack to deliver innovative solutions that meet business needs, driving strategic initiatives and fostering innovation.Comprehensive HR Systems Strategy: Developed and executed a scalable HR systems strategy through collaboration with People and IT stakeholders.HR Technology Roadmap: Defined and managed the HR Technology roadmap, aligning priorities with key objectives in partnership with People team leadership.Digital Transformation & Automation: Collaborated with the People team to assess current processes and identify opportunities for digital transformation and automation.System Design & Optimization: Oversaw the design, configuration, and optimization of HR systems to meet core People team objectives and deliver an excellent employee experience.Data Accuracy & Compliance: Ensured data accuracy, security, and compliance in all HR technology deliverables.AI-Driven Platforms: Partnered with People stakeholders to deliver new AI-driven platforms while adhering to trust principles and compliance laws.Digital Change Initiatives: Collaborated with clients to understand business needs, identify opportunities for digital transformation, and co-develop tailored strategies, guiding them through the change process.Strategic Direction for Digital & Data: Collaborated with senior stakeholders to set the strategic direction for digital and data, translating needs into roadmaps and architecture blueprints.Technology & Architecture Models: Defined contemporary technology and architecture operating and governance models, assessing current architectures to identify areas of improvement.

As the Talent Program & Strategy Advisor, I designed and implemented talent programs, leveraging data-driven insights to drive strategic initiatives and enhance organizational success. Talent Program Implementation: Designed and implemented talent programs, developing KPIs to measure effectiveness.Data-Driven Interventions: Reviewed data on hiring, promotion rates, and representation trends across levels and demographic groups, recommending targeted interventions.Insightful Analysis & Reporting: Analyzed and reported insights to inform leadership decisions, team priorities, and program execution.Strategic Tools & Programs: Delivered strategies, tools, and programs to address identified opportunities within business functions.Trend Analysis: Evaluated population data to recommend interventions based on trends in hiring and representation across talent levels and demographics.ROI Tracking & Reporting: Designed, implemented, tracked, and reported on the ROI of talent programs.Talent Strategy Development: Formulated enterprise talent program strategies based on data findings, aligning them with organizational goals.Metrics Monitoring: Established and monitored KPIs to measure the effectiveness of talent initiatives, driving the adoption of data-driven decision-making processes.Reporting & Presentations: Created and delivered reports and presentations to communicate key insights and recommendations to the Talent Leadership Team.

As the Job Architecture & Skills Framework Advisor, I developed strategic frameworks and scalable solutions to support organizational goals.Strategic Framework Design: Developed a strategic framework for job architecture, creating a robust and agile skills framework to support organizational goals.Scalable Solutions: Built scalable solutions from pilot projects to sustainable enterprise-wide implementations, collaborating with cross-functional teams and leveraging technology and data analytics.Organizational Goal Alignment: Aligned job architecture initiatives with the company’s long-term goals, ensuring they translate into daily operations.Job Families & Profiles: Defined job families and profiles, grouping similar roles for a clear structure and career progression. Outlined each role’s purpose, responsibilities, and required skills to meet business needs and ensure employee clarity.Career Path Development: Created detailed career paths for employees, showing how to advance and the competencies needed at each level.HR Process Integration: Aligned job architecture with HR processes, including hiring, performance management, and compensation, to ensure consistency and support the overall talent strategy.

As the Head of Global Talent Solutions, I led the design and implementation of talent solutions, ensuring they met clients' complex needs and aligned with their strategic goals. Solution Design: Led the solution design process to ensure talent solutions met the complex needs of clients and prospects, aligning with their strategic goals.Sales & Bid Management: Collaborated with sales and bid management teams, serving as the resident expert on integrated product offerings to maximize client value.Digital Talent Intelligence Strategy: Accelerated the digital talent intelligence strategy by infusing proprietary and select third-party technologies.Innovative Talent Solutions: Designed effective, innovative talent solutions tailored to individual client needs, optimizing people, processes, and technology configurations for success.Pricing & Commercial Terms: Ownership of the end-to-end process for creating and maintaining pricing structures and commercial terms, collaborating with sales, finance, and operations to align pricing strategies.Technology Integration: Partnered with internal and external stakeholders to incorporate existing and new technologies, including digital products and talent offerings, into our talent solutions.Client-Focused Solutions: Worked closely with the internal talent intelligence team and technology partners to design fit-for-purpose solutions for clients.Client Interaction: Engaged directly with clients and prospects to identify and validate business needs, determining how our product offerings could best satisfy these needs.Sales Process Engagement: Actively participated in the end-to-end sales process, including client meetings, planning, preparing proposals, and conducting demonstrations as required.CLIENTS: Atlassian, REA, Typeform, SafetyCulture, THE ICONIC, Carsales, ZIP, SQUIZ, Secure Code Warrior

As the Program Lead, I directed in-depth research initiatives, orchestrated comprehensive recruiting transformations, and developed proactive talent incubation methodologies. In-Depth Research Initiatives: Directed detailed research projects, such as analyzing data to guide geo-strategic decisions for establishing new tech hubs in various regions.Comprehensive Recruiting Transformation: Orchestrated global recruiting transformation, covering Employer Branding, Employee Value Proposition (EVP), systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategies, and hiring data optimization.Proactive Talent Incubation: Created and executed methodologies for cultivating external talent, ensuring a pool of qualified and diverse candidates ready for interviews through strategic attraction and sourcing techniques to identify future talent trends.

As the Program Lead, I spearheaded deep-dive research projects, transformative recruiting initiatives, and innovative talent incubation methodologies.Deep-Dive Research Projects: Led comprehensive research initiatives, including data analysis to inform geo-strategy decisions for establishing new tech hubs in various countries and cities.Recruiting Transformation: Designed and executed large-scale recruiting initiatives, encompassing Employer Branding, Employee Value Proposition (EVP), systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategies, and hiring data optimization.Talent Incubation Methodologies: Developed and implemented methodologies for incubating external talent, maintaining an interview-ready pool of qualified and diverse candidates through proactive attraction and sourcing efforts to anticipate and define future talent trends.

As the Program Lead, I directed the Talent Intelligence roadmap, led real-time analytics initiatives, and supervised comprehensive research projects to enhance organizational performance.Talent Intelligence Roadmap: Directed the Talent Intelligence roadmap, aligning tools and insights with business objectives.Real-Time Analytics & Insights: Led the creation and implementation of real-time talent analytics tools, dashboards, scorecards, and enterprise-wide reports. Delivered executive and board-level insights to inform business decisions with actionable workforce trends and recommendations.Integrating Data Insights: Merged quantitative data with qualitative insights to uncover gaps, enhancing workforce readiness and overall performance.Research & External Trends: Supervised research efforts and external trend analyses, integrating internal data to address market competitiveness, pay equity, Employee Value Proposition (EVP), benefits plan reviews, and more.In-Depth Research Projects: Managed deep-dive research projects, including data analysis to guide geo-strategy for establishing new tech hubs in various regions.Global Recruiting Initiatives: Led the design and execution of large-scale global recruiting transformation projects, covering Employer Branding, EVP, systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategies, and hiring data optimization.Talent Intelligence Methods: Evaluated and drove Talent Intelligence processes, using predictive analytics to measure impacts and costs, effectively addressing workforce gaps.Predictive Reporting & Improvement: Developed predictive reports and dashboards, enhancing process improvements from requisition to hire.Talent Incubation Strategies: Delivered methodologies for incubating external talent, ensuring an interview-ready pool of diverse, qualified candidates through proactive attraction and sourcing tactics.

As the Program Lead, I spearheaded enhancing functional performance through advanced analytics and strategic insights. Talent Intelligence Roadmap: Led the Talent Intelligence roadmap, aligning talent tools and insights with business goals.Innovative Analytics & Insights: Spearheaded the design and delivery of real-time talent analytics tools, dashboards, scorecards, and reports. Provided executive and board-level reports with actionable insights into workforce trends, offering meaningful recommendations to inform business decisions.Data-Driven Insights: Integrated data-driven insights with qualitative information to identify gaps and enhance workforce readiness and performance.Research & Trends Analysis: Oversaw research and external trends analysis combined with internal data for various purposes, including market competitiveness, pay equity, Employee Value Proposition (EVP), and benefits plan review.Deep-Dive Research: Led in-depth research projects, such as analyzing data to inform geo-strategy for establishing new tech hubs in various countries and cities.Regional Recruiting Transformation: Designed and implemented large-scale recruiting transformation initiatives, encompassing Employer Branding, EVP, systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategy, and hiring data optimization.Talent Intelligence Processes: Scoped, evaluated, and drove Talent Intelligence processes, leveraging predictive analytics to measure impact and costs, addressing workforce gaps efficiently.Predictive Reporting & Improvements: Developed reports and dashboards to enhance predictability and process improvements throughout the hiring lifecycle, from requisition to hire.Methodologies for Talent Incubation: Delivered innovative methodologies for incubating external talent and maintaining an interview-ready pool of qualified and diverse candidates through proactive attraction and sourcing strategies.

As the Program Lead, I drove the Talent Intelligence roadmap, fostering innovation and enhancing organizational performance through strategic insights and advanced analytics.Talent Intelligence Roadmap: Led the Talent Intelligence roadmap, aligning talent tools and insights with business goals to enhance organizational performance and drive innovation.Innovative Analytics & Insights: Spearheaded the design and delivery of real-time talent analytics tools, dashboards, scorecards, and reports across the enterprise. Provided executive and board-level reports with actionable insights into workforce trends, offering meaningful recommendations to inform business decisions.Data-Driven Insights: Integrated data-driven insights with qualitative information to identify gaps and enhance workforce readiness and performance.Deep-Dive Research: Led in-depth research projects, such as analyzing data to inform geo-strategy for establishing new tech hubs in various countries and cities.

As Program Lead, I drove talent intelligence initiatives, leveraging predictive analytics and innovative methodologies to enhance workforce readiness and address organizational needs. Talent Intelligence Processes: Scoped, evaluated, and drove Talent Intelligence processes, leveraging predictive analytics to measure impact and costs, addressing workforce gaps efficiently.Predictive Reporting & Improvements: Developed reports and dashboards to enhance predictability and process improvements throughout the hiring lifecycle, from requisition to hire.Methodologies for Talent Incubation: Delivered innovative methodologies for incubating external talent and maintaining an interview-ready pool of qualified and diverse candidates through proactive attraction and sourcing strategies.Research & Trends Analysis: Oversaw the integration of research and external trends analysis with internal data to inform market competitiveness, pay equity, and Employee Value Proposition (EVP).

As the Program Lead, I led the innovative design and delivery of talent analytics tools and spearheaded major recruiting transformation initiatives.Innovative Design & Delivery: Spearheaded the creation and implementation of real-time talent analytics tools, dashboards, scorecards, and reports. Delivered comprehensive insights across the enterprise and specific business lines, including executive and board-level reporting.Actionable Insights: Provided proactive, data-driven insights into workforce trends, offering meaningful recommendations that informed and enabled strategic business decisions.Data Integration: Combined quantitative data with qualitative information to identify gaps, enhance workforce readiness, and drive performance improvements.Global Recruiting Transformation: Led large-scale recruiting transformation initiatives, encompassing Employer Branding, Employee Value Proposition (EVP), systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategy, and hiring data optimization.

As the Program Lead, I spearheaded the Talent Intelligence roadmap and recruiting re-design initiatives to drive organizational performance and foster innovation.Talent Intelligence Roadmap: Led the Talent Intelligence roadmap, aligning talent tools and insights with business goals to drive organizational performance and foster innovation.Research & Trends Analysis: Oversaw research and analysis of external trends combined with internal data to inform decisions on market competitiveness, pay equity, and Employee Value Proposition (EVP).Recruiting Transformation: Designed and implemented large-scale global recruiting transformation initiatives, including Employer Branding, EVP, systems implementation, process redesign, interview frameworks, Diversity & Inclusion (D&I) initiatives, attraction strategy, and hiring data optimization.

As the Program Lead, I drove the development and implementation of talent intelligence processes and predictive analytics to optimize workforce planning and talent acquisition.Talent Intelligence Processes: Scoped, evaluated, and drove Talent Intelligence processes, utilizing predictive analytics to measure impact and costs and addressing workforce gaps effectively.Predictive Reporting & Improvements: Developed reports and dashboards to enhance predictability and process improvements throughout the hiring lifecycle, from requisition to hire.Methodologies for Talent Incubation: Delivered innovative methodologies for incubating external talent and maintaining an interview-ready pool of qualified and diverse candidates through proactive attraction and sourcing strategies.Future Talent Trends: Defined future talent trends, ensuring a steady pipeline of high-quality candidates to meet organizational needs.

At Sydney Metro, I designed, built, and implemented a comprehensive People Strategy, Talent Management, and Talent Acquisition models.Talent & Culture Program Design: Designed, built, and implemented a Talent & Culture Program that encompassed People Strategy, Talent Management, and Talent Acquisition models, aligning them with organizational goals and business objectives.Organisational Design: Created and implemented innovative solutions for Organizational Design, Workforce & Succession Planning, resource allocation, skills assessment, and development to ensure the organization’s workforce was aligned with its strategic priorities.Scalable Resource Models: Built scalable, variable resource models that could flex with business demands, enabling the organization to achieve its business objectives efficiently and effectively.Workforce Management Solution: Designed and delivered the implementation of a Workforce Management (WFM) Solution to enhance business functionality, streamline operations, and increase overall performance.Business Requirements Mapping: Mapped business requirements, streamlined processes, and drove the adoption of new talent products, policies, enhancements, and features to ensure seamless integration and maximum benefit from new systems.

At WestConnex, I developed and delivered workforce programs that significantly improved organizational efficiency and effectiveness.Effective Talent Programs: Developed and delivered effective talent programs that drove business results by enhancing organizational efficiency and effectiveness.Enterprise Restructure Leadership: Led project teams on enterprise restructure efforts, providing business solutions focused on organizational effectiveness, workforce planning, and talent management programs.Strategic People Strategy Management: Managed the strategic people strategy, creating connectivity, transparency, and sequencing between group initiatives and divisional plans through an integrated program governance.People & WFM Systems Design: Designed and implemented current and future people and workforce management (WFM) systems and programs to streamline processes and ensure operational efficiency. Spearheaded effectiveness reviews to improve both people and business operations.

In my Talent Strategy Reform Program role, I built and executed a comprehensive talent strategy aligned with business objectives, integrating innovative technology solutions to drive organizational success.Talent Strategy Reform: Developed a talent strategy, roadmap, and execution plan aligned with business objectives, determining the organizational design for the talent function to meet business needs.End-to-end Hiring Plans: Developed, implemented, influenced, and drove the adoption of end-to-end hiring plans and staffing solutions aligned with business needs.Integrated Talent Strategy: Defined an integrated talent strategy with a strong focus on diversity and inclusion, enabling the business to successfully attract, develop, and retain talent now and in the future.HR Technology Deployment: Led HR technology selection, deployment, and integration, including cognitive and AI strategy, roadmaps, and solutions across the talent lifecycle.Optimized People Technology: Optimized people technology and drove effective processes through the utilization of performance metrics and dashboard reporting, enabling informed data-driven decisions.

As the Senior Manager of Global Talent Operations at Amcor, I led the design and implementation of talent strategies and programs in 44 countries.Talent Strategy & Programs Design: Designed talent strategy and programs, implementing development centres and talent assessments per region to support talent identification.High-Performing Employee Strategies: Defined and implemented strategies to identify, develop, and retain high-performing employees, including technology, frameworks, assessment, succession management, and mobility.Team Capability Development: Developed team capability to embrace advances in digitalization and understand future skills needs, enabling and implementing a build or buy strategy for future capabilities.TA Technology Projects: Designed and delivered talent acquisition (TA) technology projects and strategies to enable the execution of our workforce strategy, aligning with the Group People Technology strategy.Subject Matter Expert for TA Tech: Acted as the SME for TA Tech, providing best practice advice, insights, recommendations, and guidance to Group Technology on trends to realize opportunities and mitigate risks.

As the Global Talent Operations Manager at Orica, I led the implementation of a Human Capital Management (HCM) system across 53 countries, aligning talent strategy with business priorities and driving organizational efficiency.Broad Talent Strategy: Created, steered, and evolved a comprehensive talent strategy aligned with business priorities, anticipating business needs and ensuring scalability and efficiency.Strategic Workforce Planning: Developed strategic workforce plans with cross-functional, organization-wide impact. Led projects from root cause analysis through to deployment, ensuring effective and timely execution.Data-Driven Initiatives: Utilized a data-driven approach to drive initiatives, set appropriate metrics for the team, and execute broader organization-wide strategies. Crafted narratives for management and stakeholders.HR Cloud Transformation: Implemented HR cloud transformation and operating models, automation-enabled client solutions, and refined HR technology roadmaps and solutions across the talent lifecycle.Learning Strategy & Digital Transformation: Led the transformation of learning strategies and digital learning content, including learning consumption, analytics, and personalized learning platforms.

At SAP Ariba, as the APAC Talent Operations Manager, I led developing and implementing a comprehensive talent strategy for the APAC region, aligning with group-wide objectives and market trends.Talent Strategy Development: Developed a well-researched talent strategy that reflected an understanding of group-wide talent strategy and external market trends across all role levels.Talent Planning & Reporting: Created talent planning and reporting on talent metrics to measure team effectiveness, providing actionable insights that drove accountability for efficient, dynamic full-cycle talent acquisition processes.Team Leadership & Development: Managed, developed, and led a team of Talent Acquisition (TA) and Learning & Development (L&D) professionals. Focused on coaching and developing team capability to embrace advances in digitization and enhance candidate/employee experience.Demand Planning & Management: Planned and managed demand aligned with broader people technology strategies and investment priorities, continuously advancing services to meet organizational requirements.TA Technology Portfolio Management: Delivered a reliable, stable, and operationally excellent TA technology portfolio suite by monitoring operational performance and driving continuous improvement.

At IBM, as the Recruitment Program Manager, I led the delivery of a comprehensive functional strategy aligned with business unit objectives, focusing on talent management and technology integration.People Strategy Delivery: Delivered a people strategy in accordance with business unit objectives, driving and executing the implementation of the divisional talent strategy and related monitoring/reporting frameworks.Talent Management Modernization: Modernized and simplified talent management practices by collaborating with group talent leaders to deliver and implement group-wide programs and initiatives.Talent Methodologies & Enablement: Built understanding of talent methodologies, plans, and enablement through connection to networks and the community.TA Technology Landscape: Understood the changing talent acquisition (TA) technology landscape internally and externally, providing recommendations on priorities and strategies to evolve.

At NetApp, as the EMEA Talent Operations Manager, I led the implementation of recruitment strategies and managed technology program launches to meet the demands of the business across the EMEA region. Project Management & Services Strategy: Applied sound project management methodology to guide the services strategy and implement the recruitment strategy to meet business demands.EMEA Recruitment Programs: Executed EMEA recruitment programs, managing technology program launch efforts in areas such as communications, integration across functions, coordination, and execution.Trend Identification & Solutions: Worked with recruiters to identify trends, communicate needs, partner for solutions, and summarize feedback about staffing deliverables.Project Planning & Scheduling: Created project plans and a master schedule that predicted delivery dates based on objective analysis.Vendor Management & Issue Resolution: Managed EMEA vendor selection and solved complex issues where analysis of situations or data required an in-depth evaluation of variable factors.

At Nestlé, as the EMEA Talent Acquisition Manager, I led the Talent Services Reform Program, focusing on process optimization and regional talent strategy implementation.Team Management: Managed the EMEA Talent Services team, supporting multiple sites while focusing on process optimization and delivering on the regional talent strategy.Leadership & Guidance: Provided the EMEA Talent Services team leadership and guidance through systems and organizational transformation.Efficiency Improvement: Assessed, developed, implemented, and evaluated ways to increase efficiency across EMEA talent processes and improve existing talent processes and reporting.Structured Talent Services: Defined and improved structured Talent Services functions across all sites in EMEA as needed.Operational Guidance: Provided guidance in overall day-to-day operations, including ensuring a smooth employee and systems onboarding process for new hires.

As the Talent Manager at Novartis, I led the TAS Transformation Project, ensuring the effective delivery of the Talent Acquisition Strategy and objectives. Strategic Collaboration: Worked closely with TAS Operations Leads, Engagement Partners, and the Leadership Team to ensure effective TAS strategy and objectives delivery.Team Management: Managed teams of recruiters, schedulers, sourcers, and other HR professionals in the hub, ensuring end-to-end processes were clearly defined and executed.Data-Driven Insights: Utilized relevant recruitment metrics and data to analyze recruiting patterns and predict future hiring needs, ensuring TAS had the capacity to meet business requirements.Compliance & Legal Frameworks: Supported TAS compliance with relevant global and local legal frameworks, including SOX requirements and data protection regulations.Vendor & Agency Management: Managed third-party providers and vendor/agency relationships, involved in negotiation, monitoring of KPIs, resource allocation, and adherence to SLAs.

As the EMEA Talent Acquisition Manager at Ciber Global, I led the EMEA Transform Program, driving attraction strategies and enhancing recruitment processes to align with business goals.Attraction Strategies: Drove attraction strategies in alignment with the sourcing and strategy team to enable outcomes that matched business goals.Recruitment Strategy: Collaborated with the Lead Relationship Manager to drive recruitment strategy, utilizing data and analytics gathered by the Research Analyst to drive business outcomes.Resourcing Improvement Projects: Led key resourcing improvement projects that contributed to the ongoing development of the talent acquisition strategy and enhanced the overall recruitment experience.Business Consultation: Consulted with the business on its talent strategy, ensuring a partnership-led approach to talent, recruitment, and resourcing within each specific business segment.System & Process Optimization: Analyzed and selected recruiting systems, processes, and tools to enable the recruiting team to work optimally.

As the Talent Acquisition Manager at GSK, I led a team responsible for enhancing operational and process capabilities across all facets of talent acquisition.Team Leadership & Process Improvement: Directed a team responsible for evaluating, creating, and implementing operational and process improvements across all facets of talent acquisition.Interview Scheduling & Candidate Experience: Owned and oversaw the interview scheduling and support team, continuously searching for ways to improve the candidate experience and streamline documentation on workflow, process, and procedure.Centralized Sourcing & Research: Built and optimized a new centralized sourcing and research team capability, balancing goals, resources, and technology investments to support growing business needs.Candidate Pipeline Generation: Led a team responsible for generating highly qualified and targeted candidate pipelines, improving identification and sourcing systems to produce top candidates.Staffing Services Execution: Oversaw the execution of staffing services, ensuring quality and quantity standards were achieved, handling large sets of data, and driving hiring through the entire interview process.

At SAP, as the Recruitment Lead, I worked on-site via Red Commerce, leading the development and implementation of innovative talent strategies.Talent Strategy Development: Shaped the overall talent strategy, collaborating with internal stakeholders and the RPO team to develop creative strategies for attracting and retaining top talent.TA Alignment: Actively participated in global Talent Acquisition (TA) communities of practice, ensuring regional implementation aligned with global expectations.Integrated Talent Attraction: Led and embedded a consistent and integrated approach to talent attraction, including defining capabilities, assessment, calibration, mobility, and development.Continuous Improvement: Drove continuous improvement to optimize end-to-end talent acquisition processes and approaches, leveraging technology and enhancing hiring manager capability.

At HCL SAP Practice, as the Resource Manager through Huntress Global, I led strategic initiatives to optimize contingent workforce efficiency.Strategic Workforce Initiatives: Provided strategic contingent workforce initiatives to deliver efficiencies across a growing workforce.VMS and CRM Implementation: Supported the smooth implementation of the new Vendor Management System (VMS) and Customer Relationship Management (CRM) platform, ensuring effective sourcing strategies, talent pools, and better visibility of the current workforce.Continuous Improvement Initiatives: Developed innovative continuous improvement initiatives to meet customer business needs, focusing on strategic proactive hiring and attraction.Supplier Engagement & Management: Managed supplier engagement to drive best-in-class service and delivery while developing and growing cost-saving initiatives and operational efficiencies.Business Solutions: Translated business and workforce requirements into appropriate solutions, producing options analysis, recommendations, and statements of work.

Managed Accenture Account & RBS Account as one of only 4 Tier one AgenciesDevelop customized sourcing strategies against key business initiatives and pipelines, effectively manage multiple projectsAttainment against annual hiring plans, diversity goals, and cost/time to hire, strategic planning across PSA clients to gain greater exposure of the company’s service offeringDelivering best practices, reducing time to hire, increasing the quality of the candidate pool, increasing retention and reducing costs

Develop close business relationships with organizations to help build a steady stream of candidates, monitor and track activities in line with Statements of WorkFull hiring cycle including resume screening, candidate testing, interviewing, reference checks, offer, advertising, selection and providing advice to candidatesCommunicate, advise, consult, update and interact with hiring managers and principals regarding open positions and strategies for sourcing