Experience

NSW Aboriginal Land Council

• Australia
• Non-profit Organizations
• 1 - 100 Employee

• Human Resources Business Partner

  • Sep 2021 - Present

  • Coordinate a range of projects through the implementation of people and culture strategies, developing tools and systems to respond to current and future challenges ensuring compliance with legislation and regulatory standards.• Work collaboratively with the People and Workplace Team to provide coordinated, accurate and effective services and advice to the business across the employee lifecycle including learning & development, HR / IR grievance management, performance management, recruitment & selection, injury management & return to work.• Coach business unit managers and staff to implement best practise people & culture initiatives in line with policy, legislation and the organisation’s strategic plan.• Develop effective relationships and partnerships with business unit managers to identify gaps within their teams to improve employee performance and capability and support the Manager People and Workplace with more complex requests.• Ensure workplace rehabilitation and injury management strategies are effectively implemented and managed and to provide leadership and advice regarding the management of non-work-related employee health issues.• Establishing, fostering and maintaining sound working relationships across NSWALC and providing consistent advice on HR related matters. Show less

• Human Resources Business Partner

  • Mar 2021 - Sep 2021

  • Coordinate a range of projects through the implementation of people and culture strategies, developing tools and systems to respond to current and future challenges ensuring compliance with legislation and regulatory standards.• Work collaboratively with the People and Workplace Team to provide coordinated, accurate and effective services and advice to the business across the employee lifecycle including learning & development, HR / IR grievance management, performance management, recruitment & selection, injury management & return to work.• Coach business unit managers and staff to implement best practise people & culture initiatives in line with policy, legislation and the organisation’s strategic plan.• Develop effective relationships and partnerships with business unit managers to identify gaps within their teams to improve employee performance and capability and support the Manager People and Workplace with more complex requests.• Ensure workplace rehabilitation and injury management strategies are effectively implemented and managed and to provide leadership and advice regarding the management of non-work-related employee health issues.• Establishing, fostering and maintaining sound working relationships across NSWALC and providing consistent advice on HR related matters. Show less



Employsure

• Australia
• Human Resources Services
• 500 - 600 Employee

• Employee Relations Advisor

  • Jan 2020 - Mar 2021

  - Provision of Employee Relations Advice for small and medium sized businesses - Providing advice on topics such as: performance management, disciplinary action, redundancies and terminations - Drafting of ER documents - Managing stakeholders - Guiding managers throughout the entire ER process - Provision of Employee Relations Advice for small and medium sized businesses - Providing advice on topics such as: performance management, disciplinary action, redundancies and terminations - Drafting of ER documents - Managing stakeholders - Guiding managers throughout the entire ER process



NextSense

• Australia
• Non-profit Organizations
• 100 - 200 Employee

• Industrial Relations Specialist

  • Feb 2019 - Dec 2019

  - Consolidating multiple Enterprise Agreements into one Agreement - Stakeholder management - Drafting internal documents including Enterprise Agreements - Interpreting various industrial instruments including but not limited to modern awards, NES, EAs and the Fair Work Act - Consolidating multiple Enterprise Agreements into one Agreement - Stakeholder management - Drafting internal documents including Enterprise Agreements - Interpreting various industrial instruments including but not limited to modern awards, NES, EAs and the Fair Work Act



Home

• Stay at home Dad

  • Jan 2018 - Jan 2019

  Full-time caring for my young children Full-time caring for my young children



City of Canterbury Bankstown

• Australia
• Government Administration
• 400 - 500 Employee

• HR Business Partner

  • Aug 2017 - Feb 2018

  • Providing general, up to date and accurate HR and IR advice to line management and staff. • Providing advice and interpretation of Award and other Legislation relevant to HRM and IR/ER. • Developing, communicating, implementing and reviewing HRM policies and procedures that support the organisation and reflect current industry best practice. • Coaching managers and team leaders in relation to their HRM and IR/ER responsibilities. • Building strong working relationships based on credibility and open communication. • Taking opportunities to build shared understanding and ownership of the organisations vision, values, strategies, plans and culture. • Providing guidance and input on business realignments, workforce planning and succession planning. • Coaching and supporting managers in handling people management, industrial relations and change processes. • Assisting in the development and implementation of the Human Resources Business Plan and complete projects assigned as part of the process. • Maintaining various HR databases and systems and provide statistical information and reporting purposes to identify trends. • Working with the other HR Business partners to ensure good practice, ensure a broad consistency of approach and cover each other as necessary. • Assisting in the resolution of disputes, grievances, disciplinary and other industrial matters. • Partnering with the Talent Team to attract and recruit high calibre candidates. • Coordinating and/or deliver training programs as required. • Delivering new employee inductions and refresher induction training as required. • Maximising own productivity by networking and maintaining industry contacts. Show less



Liverpool City Council

• Australia
• Government Administration
• 300 - 400 Employee

• People and Workplace Relations Advisor

  • Aug 2016 - Aug 2017

  1. Collecting, collating, analysing and evaluating people and workplace data for management reporting (including new starter/exit/climate surveys, turnover rates, skills etc), and to recommend appropriate workforce planning strategies that ensure Council business needs are met. 2. Actively contributing to the development and implementation of Council’s Workforce Management Plan, and participating in the development, implementation, management, evaluation and improvement of related workplace and people strategies and processes (including skills shortage, retention, succession planning, ageing workforce, work/life balance, employee engagement and employer of choice of initiatives). 3. Providing sound advice, support, coaching and solutions to managers and employees in relation to resolution of workplace issues, grievances, discipline and industrial relations legislation matters, and supporting managers in management of poor performance/performance improvement initiatives. 4. Providing input and advice in relation to the development, implementation, monitoring and review of industrial awards/agreements and related policies, including assistance in related consultation and negotiation with relevant unions and other key stakeholders. 5. Working with managers to identify business performance needs and delivering a broad range of innovative workplace and people solutions to support change and the implementation of initiatives, including delivery of structured education programs designed to raise awareness and increase accountability in the respective business units. 6. Managing projects that contribute to developing and implementing innovative and best practice people and organisational development strategies and practices to Council. Show less



City of Botany Bay Library

• Information Services
• 1 - 100 Employee

• HR Business Partner

  • May 2016 - Jul 2016

  I was employed by an agency to complete a task set by the City of Botany Bay that involved resolving over 40 outstanding IR disputes. This involved providing high-level advice to Council on how to improve their relationships with the union, how to improve their dispute resolution practices as well as drafting and updating a number of HR policies. Part of the role included managing stakeholders within the organization to improve relationships between management, employees, the union and the HR department. My role included: 1. Dealing with complex Employee Relations matters, drafting letters to unions and employees, collaborating with managers to manage disputes, stakeholder management, engaging with external dispute resolution agencies, formulating performance management plans and dealing with issues such as parental leave extension requests. 2. Drafting internal HR policies such as the organisation’s ban on smoking policy as well as developing an implementation plan. 3. I undertook considerable industrial research into legislation, EBA’s and awards and organisational research into policies, strategies and minutes of the Council. Show less



KPMG Australia

• Australia
• Business Consulting and Services
• 700 & Above Employee

• Senior Consultant

  • Oct 2015 - Feb 2016

  I was employed by KPMG to add value to their Workplace Relations Advisory team as it was a new initiative of the firm that required expertise in union relations. Whilst employed at KPMG I managed an underpayment claim for a not-for-profit organization and acted as a significant contributor to a Workplace Relations Review and ER training plan for a large transnational. This included interviewing their organisations key stakeholders, making a thorough investigation of their desktop materials and applying the KPMG methodology to provide high-level recommendations to the organization. In terms of the training plan, I engaged with the internal training function to write ER modules that are currently being delivered within the organization. When I started at KPMG there was a six-pillar methodology for reviews. My proudest achievement was developing an additional pillar: productivity management, as I identified performance management as an integral lens for analyzing an organisation’s ER/HR/IR function. As part of this, I developed an effective framework whereby an organization uses collective bargaining to trade off conditions for productivity measures as part of the win-win bargaining model. My role included: 1. Conducting Workplace Relations Reviews for clients that included an analysis of their, leadership and business strategy, communications and employee engagement, productivity, Enterprise Agreement capability, workplace relations and HR function, union engagement protocols and governance, risk and compliance. 2. Completing an Employee Relations training program and analysis of their learning and development function. 3. Providing union engagement advice and advice on engaging with governments on ER issues. 4. Conducting extensive industrial research. Show less



United Voice NSW

• Australia
• Political Organizations
• 1 - 100 Employee

• Official

  • Oct 2009 - Oct 2015

  My role included: 1. Enterprise Bargaining – I have worked on a range of EBAs covering employees from a number of sizes. My largest had over 100 employees. I have worked alongside a number of HR and IR specialists on EBAs and understand the process from both perspectives. I have had considerable success in the negotiation of EBAs that usually met the requirements of all the stakeholders involved in bargaining. 2. Dispute resolution – my primary role throughout this period has been resolving a range of disputes such as unfair dismissals, underpayment claims and disciplinary matters. I have experience in informal dispute resolution as well as formal methods such as mediation and conciliation. I believe that my greatest strength is in dealing with conflict and I am able to provide firm direction when disputes escalate. 3. Stakeholder management – I have worked with a range of stakeholders such as unions, employees, employers, management, employer associations, governments and superannuation providers to solve complicated issues. I enjoy building strong relationships with stakeholders and leveraging knowledge from these parties. 4. Research – I regularly researched modern awards, collective agreements, the NES and a range of other industrial acts. I am highly accomplished in interpreting these documents and have an ability to understand highly technical clauses. 5. Training – I have completed certified training with the ACTU to train the union’s management committee on compliance. Upon completing delivery my course I had positive feedback that I believed to be significant due to the diversity of the trainees’ backgrounds and capabilities. 6. Communication – I have drafted all material for the union’s website as well as written magazines, flyers and fact sheets. Through this role I have gained proficiency in written communication. Show less



John Murphy MP, Parliamentary Secretary for the Minister for Trade

• Burwood

• Advisor

  • 2007 - 2009

  I was employed by John Murphy to lead community advocacy through developing community initiatives and assisting individuals with deeply complex government disputes. I worked to resolve disputes with a range of government and non-government stakeholders. Whilst employed by John, I provided considerable policy advice to enable him to fulfill his parliamentary responsibilities in his electorate. My role included: 1. Advocating on behalf of individuals, businesses and not-for-profit organisations involved in complex disputes with local, state and commonwealth departments. 2. Stakeholder management through building relationships with the community, other members of parliament and government departmental contacts. 3. Developing strategic re-election plans. 4. Media monitoring, the writing of press releases and building relationships with journalists. 5. Event management and the organization of functions. Show less



Health Services Union

• Sydney City

• Team Leader

  • Apr 2007 - Nov 2007

  I was employed by the Health Services Union to manage their outbound call center in the evenings whilst completing my university studies during the day. The call center had 20 employees and due to a workplace injury to my manager within the first month of my employment, my role throughout the year was expanded to strategy, management of HR issues within the team, rostering and engaging with contacts within the organization and suppliers to enable the team to be productive and successful. My role included: 1. Managing all HR aspects of the team such as rostering, leave applications, internal staff disputes over salary and conditions. 2. Writing scripts for calls and planning strategies for polling in the lead-up to the 2007 federal election. 3. Engaging with internal stakeholders within the HSU to meet targets and expectations as well as external stakeholders for IT. Show less