Creating a thriving Wellington region for all! What do we do at WellingtonNZ?Regional economic developmentScreen Wellington Promoting Wellington domestically and globallyGrowing our entrpreneurs and small businessesVenues management for the Michael Fowler Centre, St James Theatre, Opera House, TSB Arena, Shed6 and exhibitions at TakinaLearn more by visiting wellingtonnz.com

Sole HR professional to 200 employees.Member of the SLT.Coach and mentor to 11 Heads of Departments and their people leaders.

Business Partner to 5 Directorates - both operational and corporate based team members around New Zealand.

Member of the People & Culture team within the Macraes Operation in East Otago, New Zealand's largest gold mine.HR generalist - covering all aspects of HR and the employee life cycle.Portfolio included - underground mine, processing plant, geologists, heavy diesel workshop, social media. Supporting the above ground business.Interested in a career in the mining industry? Check out their careers page https://www.oceanagold.com/careers/

Professional and personal coaching in New Zealand and around the globe via skype. HR contracting and mentoring.

Kurow Estate was the home of Kurow Winery, Pasquale wines and liqueurs and Kurow Village wines. They were proud to say they were the first winery to be built in the Waitaki Valley and continue to grow and support the region.The A2O Cycle trail leads visitors through the vineyard, passing the Cellar Door and back onto the paper road, which runs parallel with the Waitaki River. As the Administration Manager I was responsible for:- office management, - accounts payable /receivable (Xero), - debt management, - payroll (4 FTE and up to 6 PTE), - wine industry fees and taxes, - social media, - IT, - analysis and reporting,- events, and- PA duties to the GM. Also supporting the General Manager with:- HR, - marketing and promotions, - supervising the cafe staff, - process development, - new initiatives, - sales, - H&S, and - liaising with suppliers.Part of the team selling the extensive range of wines and liqueurs within the cellar door and around New Zealand.

Taking a sabbatical from my own career to work alongside my brother David as the Commercial Manager for DKNZ. A team of experienced builders specialising in house lifting and levelling. Assisting with the rebuild of homes across Christchurch.http://www.dknzbuildingandconstruction.co.nz/As the Commercial Manager I was responsible for:- HR (up to 6 FTE and plus up to 20 contractors),- H&S (including on site), - office management, - accounts payable /receivable (Xero), - debt management, - payroll (ipayroll), - liaising with customers (individuals, building companies and Fletchers),- EQC requirements,- building industry compliance,- site inductions for new staff, contractors and visitors,- complaints process,- ordering materials,- attending quotation visits with head builder and home owner,- preparing quotes,- photographing progress of each job,- marketing,- IT, - process and system development,- supervision of 1 PTE office staff- analysis and reporting, and- PA duties to the owner.A diverse role where no 2 days were the same. Some days I was wearing steel cap boots and high viz on a building site, others in the office, meetings with Fletchers or the accountant, and occasionally even driving the tipper truck to the refuse centre.

Dubai Desert Extreme L.L.C. (DDE) was formed in December 2001 by Shahriar and Shahin Khodjasteh with the mission to become a leading distributor of action sports equipment, apparel and footwear in the G.C.C. & Middle East, with its Head Quarters based in Dubai.DDE has helped support and facilitate the growth of action sports and its associated lifestyle, furthermore developing the market for its portfolio of brands and services.As the Head of HR and Training for DDE I was responsible for facilitating the engagement and empowerment of all staff ensuring we were employers of choice; providing a healthy, supportive and inspiring environment to work in.To be the trusted advisor, coach and mentor of DDE managers on all people related activities.We had approx 125 fte across retail, distribution, warehousing, logisitcs and corporate functions in Dubai and Abu Dhabi.As a member of the executive leadership team, reporting to the CEO and Managing Director I was accountable for the strategic development of people, capability and cultural activities across the organisation.After being ranked #4 SME in Dubai in October 2013, our goal was to be #1 in 2015. Alongside this to be in the top 10 of the Best Places to Work in the UAE in 2015.

One of four in-house Leadership Coaches at Yellow. The leadership coaching roles were established in March 2012 by Kerry Dewar as a framework to support the Regional and General Managers and their direct reports (Area Sales Managers).Responsible for coaching 9 Area Sales Managers throughout New Zealand - 4 in Auckland, 2 in Wellington, 2 in Christchurch and 1 in Dunedin. This involved fortnightly 1:1 one hour coaching sessions which took place in person, via phone or Facetime (Skype). Adhoc and in the moment coaching, observing the Area Sales Managers in their own environment and providing feedback on their performance and completing observation calls in the field providing feedback. The Coaching Team all trained with Results Coaching Systems in New Zealand and used their frameworks along with the GROW model.Being part of the wider HR and Capability group our role also involved participating in training activities for the Area Sales Managers and their sales reps, with a small amount of training delivery. Due to being based in the Regions rather than head office I was also an HR business partner, providing assistance and mentoring with recruitment, disciplinary processes, performance management, strategic planning, and change management. With coachees all over New Zealand I travelled regularly.The Coaching Team was disestablished 21 June 2013.

Career Analysts (now internationally awarded Fuel 50) are specialists in coaching career management, career transition and success and outplacement services. The career and assessment services are dedicated to helping businesses and individuals identify talent and to provide coaching support so that organisations and individuals are maximising their talent utilisation.Trained user of the CareerCentre suite of online tools. Career path planning and goal setting Transition and outplacement coaching Interview coaching Emerging leaders and talent pool coaching Leadership coaching Workshop facilitation (including change mangement processes) Improving performanceExamples of organisations worked with: Accident Compensation Corporation (5 yrs), Airways Corporation, AMP, Chorus, Coca-Cola Amatil, George Western Foods, GHD, IAG, ING, MinterEllison, Motor Trade Association, Pacific Brands, PZ Cussons, REM Systems, Sara Lee, Taupo District Council and The Intercontinental Hotelwww.careeranalysts.co.nz

Member of the New Zealand Coaching and Training community for Results Coaching Systems and the Neuroleadership Group (NLG). Member of the NZ leadership team  Executive and leadership coaching (face to face and via telephone) Training delivery (face to face and via telephone) Training project coordination / onsite event management New coach mentor (face to face and via telephone) Former Wellington Regional CoordinatorExamples of organisations worked with: ASB Leadership Programme, IAG Australia Coaching Skills Development Programme, Ministry of Agriculture and Fisheries ‘Good to Great’ coaching programme for senior managers www.neuroleadership.com/nz/home

SUMMARY of SERVICES PROVIDED:Career and leadership coachingRecruitment HR Personal achievement coaching Event management Project coordinationIN-HOUSE RECRUITMENT /TALENT ACQUISITION:* Animal Health Board New Zealand (Feb 2008 - 2012) Recruitment /Talent Acquisition Specialist  Some HR Advisor responsibilities  Project coordination Coaching  Recruiting all roles across the business including (and not limited to) Finance, Audit and Risk, Comms, IT, Business Analysts, Vets and Pest Control Officers. * The NZ Racing Board (Mar 2007 – Sep 2008 part time) Initially a 3 week assignment to manage the recruitment portfolio, developed into a long term contract Recruitment Specialist  HR business partner responsibilities  Employee dispute resolution  Reviewed and refreshed the induction training /onboarding process, delivered first roll out Project coordination Mentor to HR PA and Administrators Recruitment of staff in all areas of the NZRB business, including Finance, Audit and Risk, Broadcasting, Marketing, IT, Retail, Oncourse, Contact Centre, and Corporate. From reception through to general manager.TRAINING COORDINATION & DELIVERY:More than 7 year’s delivery /facilitation experience, particularly in the career development arena. I was a member of the training team for The Neuroleadership Group /Results Coaching Systems in New Zealand for 4 years. Assisting to deliver Intensive Coach Training and in September /October 2011 with managers within an Australian insurance company. LEARNING & DEVELOPMENT:Working with people at all levels of an organisation on their performance, development planning and career progression. Experience at a business group level in times of change and where an increase in employee engagement was required.  Training needs analysis Career path planning Goal setting (current and future) Interview preparation for moving internally Improving individual and team performance and KPI results

Providing recruitment services to small - medium sized organisations who do not have their own in-house HR function. Recruitment and selection HR (advisor level)  Talent management Career and leadership coaching Business Unit review and verbal delivery of findings Project managementExamples of organisations worked with: Animal Health Board (4 yrs), Ideas Shop (2 yrs), Wellington Vector Orchestra, The New Zealand String Quartet and The Royal NZ College of General Practitionerswww.carrollconsulting.co.nz

Volunteer since Oct 2006Board Member Aug 2008 - June 2010

KEY TASKS:Project coordinationProcess gap analysis, documentation and trainingHealth and SafetyACHIEVEMENTS:  Facilitated a workshop review of the HR processes Training of Finance staff on new processes Creation of procedures manuals for the Major Events Unit and NZTE Finance Department in relation to the funding programmes and facilitated workshops to train staff  Creation of the Business Lifecycle Document for use by all staff within NZTE and other government agencies Budget tracking and reporting, project tracking, information gathering and collation for the PMO Health & Safety Representative – established documentation, process and intranet site information Initiated and facilitated training of 165 Wellington staff in Health & Safety and emergency procedures  Selected as Chief Fire Warden for the building  Developed, implemented and maintained systems and processes

This was a contract position as the Marketing Assistant /Project Coordinator primarily for projects centred around the 2003 America's Cup in Auckland. ACHIEVEMENTS:  Successfully coordinated a number of high profile projects, in particular events held during the 2003 America’s Cup Creation of an internal audit process and auditing of 1 years worth of funding applications Creation of the stakeholders database for Major Events (over 900 people) Coordinated the payment of funds from the $1.2m budget Completed month end and quarterly financial reporting; and liaised with the Management Accountant in Wellington to improve the reporting process Drafted answers for parliamentary questions directed to the Major Events teamKEY PROJECTS: ‘Fashion Lab’ for the L’Oreal NZ Fashion Week 2002 ‘Carter Holt Harvey NZ Pavilion’ during the America’s Cup 2003 ‘Investment Regatta 2003’ during the America’s Cup 2003  ‘Innovation New Zealand’ publication 2003 Monitored and reported on Industry New Zealand’s role in the America’s Cup 2003

When I started with the organisation it was known as Morgan and Banks, it was then renamed TMP Worldwide and is now known as Hudson.KEY RESPONSIBILITIES:  End to end recruitment and selection process for the contact centre portfolio End to end recruitment for the sales and marketing division Candidate management Client account management Assessment centre participation for BNZ and Telecom Administering of psych assessmentsACHIEVEMENTS:  Exceeded monthly sales target for May 2002 by 22% and for July 2002 by 23% 100% success rate with candidate placement Continuously considering innovative ways to source candidates. For example, contacting a talk back radio show who had a segment on ‘stressed out executives returning to the workforce’. Also suggesting to the New Zealand Senior Management Team to propose to the global SMT to consider purchasing Seek rather than persevering with Monster.com (unfortunately this was not considered good business sense at the time)

ACHIEVEMENTS: Co-ordinated national field staff (approx 50) Successfully resolved an HR issue in absence of manager and general manager Coordinated the Premier Store and Pursuit of Excellence award schemes for Foodstuffs (North Island) Foundation member of the ACN National Health and Safety Committee Creation of the recruitment and induction process for part time staff Implemented the rewards program for the “In-Store” audit participants Training of new staff