Reporting to the CEO, I am responsible for developing, implementing and executing People, Culture and leadership capabilities and strategy. As a member of the Executive team, this position will evolve with the needs of the business..

Reporting to the CEO, and a member of the Executive team, I was responsible for designing, developing and implementing People, Culture and Workplace Safety strategic plans that optimise organisational performance whilst supporting and mentoring leaders in the organisation, as well as ensuring our People, Culture and WHS practices are closely aligned with our organisational strategic objectives.My position at MBL was made redundant.

As a trusted Senior Business Leader, my primary role was to manage ASC's upcoming Enterprise Bargaining Agreement in addition to the delivery of both strategic and operational HR activities, initiatives and continuous improvement within my portfolio.Being a member of the Operations Senior Leadership Team, a key component to this role was establishing and sustaining solid respectful working relationships with stakeholders (Unions, Delegates, Senior Managers and Executives) through the delivery of timely, high quality people related services and support.I supported the delivery of change management and business transformation by applying a structured approach/methodology with a view to minimise change aspects and drive business benefits and outcomes. I also provided specialist IR advice and recommendations on HR legislation and employment law.

Reporting to the Director of HR, and a member of the Local Leadership Team, my primary focus was to partner with the Senior Leadership Team/Key Stakeholders to develop and execute people strategy by providing direct HR operational support to the business to identify and address people and organisational issues. I was also responsible for leading the HR team’s business-facing support by deploying a high standard of HR professional capability.Other areas include the management of HR policy/procedure deployment and processes, including organisational development and change, talent management, leadership development, succession planning, employee relations, strategic workforce planning, resourcing, employee engagement, performance, compensation and benefits and the development and execution of the overall HR Strategy.

Key Accountabilities:Supporting 15 Commercial Enterprises through adopting lean principles within a commercial environment guiding Managers to develop and integrate people strategy into operational plans by influencing and educating key stakeholders to achieve the best outcomes both for the business and people;Provision of high level legislative, industrial and policy advice and guidance in relation to all aspects of HR/IR/ER to the business; Developing supportive environments that fostered open communication, innovative problem solving, responsible risk taking and performance ownership; Provide high level leadership and advice in workforce planning, human resource management, industrial/employee relations and coach managers to support delivery of high performance through their people and teams;Managing effective change through business growth and transformation.

As Australia’s longest running social enterprise, SA Group Enterprises (SAGE) is a not-for-profit organisation established to provide valued employment and training opportunities and business services for people with disability. They operate in areas such as Manufacturing, Packaging Soloutions, Graphic Design, Website Development, ITC, Employment, Magazine Publication and Electronics Recycling. With a new alliance with Minda Incorporated, SA Group Enterprises have become South Australia's largest provider of career choice for people with disability. Operating as part of Minda's Commercial Enterprises Senior Management Team, my primary focus is providing strategic and operational leadership in the delivery of contemporary and best practice human resource management, employee and industrial relations, WHS and injury management strategies building organisational capacity and capability.

Primary focus to manage the planning and execution of DPTI’s EBA negotiations for their blue collar workers; Provide specialist IR advice and recommendations on HR legislation and employment law; Preparing cabinet submissions, risk analysis providing a considered approach to people management solutions, policy and procedure alignment, and general HR consultative services.

In conjunction with People and Culture leadership team, develop, deploy and evaluate the following initiatives: Workforce planning Performance & Development systems Culture and Business Excellence surveys and subsequent action planning Case Management, workplace investigations and mediation Provide a broad range of high quality HR/IR/OD services and provide oversight of the HR administration and reporting function in order to continuously improve processes and systems.

Primary role to facilitate the renewal of SA Waters Enterprise Agreement in addition to the involvement with HR Projects and Workforce Planning initiatives.Provide expert advice, guidance & recommendations on HR legislation, employment law, application of policies and practices.

Allwater is a joint venture between Broadspectrum and Suez Environnment - Allwater is responsible for operations and maintenance Adelaide’s metropolitan water, recycled water. My role: End to end planning and execution of Allwater’s 5 EBA renewals - provide ER support and advice to the workforce, in addition to:• Coordination of the negotiating teams (HR and Snr Management) • Liaise with parent company IR and legal support ensuring all legal requirements are met • Provide advice, guidance & recommendations on HR legislation, employment law, application of policies and practices;• Corporate communication plan (develop and rollout) • Conduct presentations / prepare reports on project progress and key issues to Management and Executive teams

Contract Leadership rolePrimary focus was to manage the planning, involvement in negotiations and implementation of Saxons upcoming EBA renewals, as well as other major HR projects . Provide Industrial and Employee Relations advice and support to the HR and Operations team in addition to:• Train and develop a Team of HR personnel• Train and support the HR teams in ER & IR issues• Field visits to support operational requirements (FIFO / DIDO)• Provide HR consultative advice and guidance to Operations in line with company policy• Involvement with coordinating / rolling out HR Projects

Reporting to the CEO, and a member of the Executive Team, I provided professional and influential advice on a wide range of HR matters in addition to FIFO field visit commitments. Develop and implement HR strategies through functional line Managers to ensure achievement of Epic’s organisational business strategies - aligning HR initiatives with business strategy in accordance with budgets, future personnel requirements, industry needs and succession plans.Provision of HR / ER consultative advice to the Executive group; assist Team Leaders/Managers develop employee relations skills to solve problems within their respective business areas.Support and mentor Team Leaders / Managers in addition to providing specialist advice on people related issues and systems to facilitate a culture which jointly optimises employee satisfaction and business understanding thus enhancing and driving organisational effectiveness.Managed ER/IR investigations, disciplinary meetings, workplace injuries, conflict resolution, mediation and represented the business in Fair Work Conciliation.Enhanced and drove organisational effectiveness limiting the risk of legal implications; Ensured appropriate companywide processes were in place to incorporate risk assessment/mitigation, compliance and workplace health & safety;During my time at Epic Energy, 2 major acquisitions took place - I was heavily involved in the establishment of the new business entity managing the flow on effect of organisational change and re-structure. I was the appointed Committee Chair for Business Continuity in addition to managing the set-up, implementation and outsourcing the entire Payroll Function and the roll out of Epic's Core Values and Mission Statement.Managed the the renewal of Epic Energy’s 2014 Enterprise Bargaining Agreement

Managed all aspects of HRM and partnering with executives and leaders of the business to conceive, create, implement and execute solutions to drive business results and people development. My main focus was to build the business across the country, create a strong team culture and drive ongoing attraction and retention strategies.

Providing Strategic HR and leadership advice to business units within the Attorney-Generals Department (AGD) in addition to building effective, sustainable relationships to plan for future organisational culture and development needs to minimise risk and maximise opportunity

Accountable for the effective development and implementation of the Strategic Human Resources Management plan and general operations of the Australasian division of Geoservices (Australia, New Zealand and Pupa New Guinea) - Provide HR solutions, initiatives and best practice as well as partnering with business to provide strategic advice on all HR issues.FIFO responsibilities, EBA negotiations, as well as Payroll Management.Unfortunately my position at Geoservices was re-located to Perth and I decided to remain in Adelaide; hence my departure.

Initially I worked with the AWD Shipbuilding team on the initial build phase – I then joined the HR team as a Senior HR Generalist and Business Partner for the White Collar Submarine Group, Business and Information Systems, Quality, Production Control, Finance and the Corporate Group. Being the ‘lead’ for local, interstate and overseas recruitment I was involved in the development and implementation of strategies for ASC’s succession planning and talent management, in addition to analysing market data in preparation for annual salary reviews, job evaluations using Mercer and rolling out various workplace relations initiatives.This position required me to communicate effectively internally and externally on a wide range of Human Resources policy and practice. I provided expert advice, guidance and recommendations on HR legislation, employment law, application of policies and practices across the business.

• Managed the recruitment and selection • Responsibility for induction of all new employees, performance management and coordinate the administration (and some delivery) of Training and Development programs. • Reports on monthly HR trends, market and salary surveys, job evaluations (using Mercer), annual EEO reporting and supports the checking of fortnightly pays• Preparation of budgets and annual salary reviews. Providing organisational development services to the business across a range of disciplines and support the strategic and operational plans. • General HR advice and support to the business

• Ensuring BAE attracted/recruited the most appropriate personnel by assisting in the development, implementation and management of an effective and dynamic recruitment strategy, including participating in Induction days for new staff;• Developed and maintained internal processes to deliver a pro-active HR and payroll service. • Managed an accurate confidential customer focused monthly payroll service. Lead the input into the ‘Annual Home Market Review’ using Hay market analysis and relevant industry standards;• Contributed to the preparation of the budget to provide consolidated financial plans.• Built and maintained excellent relationships with service providers (external and internal) to ensure up-to-date knowledge and understanding of the Project requirements in Australia and overseasPlus - 16 months working in a Project Management environment on a major project.