Experience

Stapleton Consulting (NZ)
• New Zealand
• Human Resources Services
• 1 - 100 Employee
• Employment & Capability Consultant

  • Mar 2022 - Present


Chapel Hill Kindergarten Trust

• Chairperson

  • Mar 2021 - Mar 2022

  Managing the operation and leadership of Chapel Hill Kindergarten Trust (the employer for Chapel Hill Kindergarten). • Providing HR policy and advice and running operational HR processes (salary reviews, recruitment, employment relations advice, HR policy. • Providing leadership and direction to the trust. • Providing support and guidance to the Manager of the Centre on people issues Managing the operation and leadership of Chapel Hill Kindergarten Trust (the employer for Chapel Hill Kindergarten). • Providing HR policy and advice and running operational HR processes (salary reviews, recruitment, employment relations advice, HR policy. • Providing leadership and direction to the trust. • Providing support and guidance to the Manager of the Centre on people issues



Sovereign

• United States
• Technology, Information and Internet

• HR Business Partner

  • Nov 2010 - Oct 2013

  Advice, coaching, guidance and support to managers in employment relations, HR analytics, HR policy, organisational change/restructures/job design, performance management, remuneration and benefits, employee development, leadership development, succession planning, staff engagement and change management. • Embedding and delivering best practice initiatives and delivering and facilitating training/workshops/presentations to managers and staff. • SME in remuneration and benefits and deliver initiatives and projects in this space, as well as provide recommendations and advice in this space (e.g. remuneration and benefits reviews, annual salary and bonus reviews Show less



CGU Insurance

• Australia
• Insurance
• 700 & Above Employee

• HR Business Partner/Senior HR Advisor

  • Jul 2007 - Oct 2010

  HR coaching, leadership, advice and support across a range of matters such as managing organisational change, employee relations and engagement, organisational design, performance management, recruitment, talent management, remuneration and benefits, job evaluation, employee development and succession planning. • Change leadership in transformation projects across the business. • Provide leadership and support to senior managers (up to exec level) and middle management in the development of people strategies to achieve overall CGU’s long term business objectives. • Deliver and facilitate training to managers and staff on various HR related topics. Show less



MYOB

• Australia
• Software Development
• 700 & Above Employee

• People and Culture Consultant

  • Mar 2006 - Jul 2007

  • Design, delivery, planning, administration, implementation and monitoring of most salary related processes, including annual remuneration review, profit share and bonus processes and annual staff share offer. Conducting job evaluations. • Training of staff on People & Culture processes such as performance reviews • Work Cover management, performance management, performance reviews and disciplinaries for my client group • Contract advice and development for my client group • Industrial Relations, OH&S monitoring and advice, and general policy and practice advice to my client group • Recruitment (as part of a team) for my client group including psychometric profiling. • Production of monthly HR statistics reports for Senior Executive and other analytical reports as required. • Exit interviews, work on employee engagement and retention strategies. Show less



GSK

• United Kingdom
• Pharmaceutical Manufacturing
• 700 & Above Employee

• Executive Remuneration Advisor

  • Jan 2005 - Nov 2005

  • Design and implementation of a new Executive Share Ownership Measurement system for the companies’ 750 world-wide executives • Competitive Intelligence, Job Grading and other project work • Analysis of Grade Shift across the organisation to assess internal movement. • Compilation of decision- making information for the Company Board on Executive Remuneration and terms and conditions of employment. • Design and implementation of a new Executive Share Ownership Measurement system for the companies’ 750 world-wide executives • Competitive Intelligence, Job Grading and other project work • Analysis of Grade Shift across the organisation to assess internal movement. • Compilation of decision- making information for the Company Board on Executive Remuneration and terms and conditions of employment.



Barclays UK

• United Kingdom
• Banking
• 700 & Above Employee

• Reward Manager

  • Aug 2004 - Oct 2004

  Conducting an analysis of aspects of the Personal Development system in Barclays. • Analysis of biases in system usage when conducting appraisals (mostly diagnosed through data analysis and some qualitative analysis). Reporting on findings. • Reviewing the systems compliance with industry standard ethical and behavioural guidelines and audit standards, and making recommendations where appropriate. Conducting an analysis of aspects of the Personal Development system in Barclays. • Analysis of biases in system usage when conducting appraisals (mostly diagnosed through data analysis and some qualitative analysis). Reporting on findings. • Reviewing the systems compliance with industry standard ethical and behavioural guidelines and audit standards, and making recommendations where appropriate.



The Big Lottery Fund

• Senior Personnel Office

  • May 2004 - Aug 2004

  Key Tasks: Coordinating aspects of the HR processes of a merger. • General contribution to management of assimilation processes and timeframes. • Writing redundancy letters for staff • Data analysis for the cost of merging HR policy such as parental leave. • General HR advice as required. Compiling of detailed Equality and Diversity report/analysis for government purposes. Key Tasks: Coordinating aspects of the HR processes of a merger. • General contribution to management of assimilation processes and timeframes. • Writing redundancy letters for staff • Data analysis for the cost of merging HR policy such as parental leave. • General HR advice as required. Compiling of detailed Equality and Diversity report/analysis for government purposes.



Inland Revenue NZ

• New Zealand
• Government Administration
• 700 & Above Employee

• Corporate HR Advisor

  • Feb 2002 - Mar 2004

  Assisting and advising managers and field HR staff on remuneration and other related HR issues and organizational initiatives (performance management, general contractual issues). Conducting surveys and research on best practice remuneration packaging and general salaries. Making recommendations to managers as required on general remuneration and associated employment relations issues. Acting as a policy advisor on performance management and remuneration related queries at a national level. Assistance in and contribution to national consultation groups with staff union representatives on remuneration related matters. Producing cost/benefit analysis, spreadsheets and salary models. Actng as lead in a major job design change involving reorganizing the work of over 400 employees (a significant portion of this was remuneration work). Helped design new policy and worked through implementation process with unit managers, business portfolio manager and national staff union representatives. • Assisting negotiating with unions, managers and staff the implementation of the tail end of a 3-year implementation of a new remuneration and performance management integrated system. • Designing models and costing options for an $8M general staff salary update. Strategizing with Remuneration and Benefits Team Manager on best fit. Working through strategies and sustainability of future updates. • Producing key information and analysis of market survey data on a regular basis in order to update staff and management salaries across different business areas of the organisation in order to support the strategic objectives of the organisation. • Producing key market findings in order to contribute to a new 5-year plan on Remuneration and Benefit policy and strategy for the next 5 years for the department Developing cost models and conducting in-depth research on best-practice remuneration and benefit policy/practice across public and private sector. Show less



Auckland Council

• New Zealand
• Government Administration
• 700 & Above Employee

• HR Analyst

  • Jan 2001 - Jan 2002

  • Participation in (research, analysis, and coordination of) large Collective Employment Negotiations across council (300 and 800 employees in 2 main negotiations). Supporting Senior HR Consultant. (Key tasks continued): • Contributing to the implementation of negotiated Collective Employment Agreements and the transition process (mostly in an administrative capacity). • Providing management reports and statistical analysis on strategic HR measures, workforce labour trends, cost/benefit analysis using SAP and other and HRI/Payroll systems. • Reviewing the general recording and gathering of payroll information and suggesting ways to improve data information retrieval. • Participating in council/union advisory groups to do with human resources policy areas that were affected by new employment relations legislation and providing advice to managers on labour trends. Key Achievements: • Reviewing and examining the financial cost to the organisation of work accidents. • Reviewing and examining the financial cost to the organisation of the cost of recruitment, and current recruitment processes. Produced report to Senior Managers on findings Show less



Grafton Recruitment

• Italy
• Staffing and Recruiting
• 700 & Above Employee

• Recruitment Consultant

  • Apr 1999 - Dec 2000

  • Helped to build the construction/technical division from scratch, and increase the revenue of the commercial division substantially (helped build Grafton as a leader in commercial construction recruitment in Auckland). • Setting up of new branch in South Auckland: creating and setting up administration systems and developing marketing campaigns for new business. • Involvement in large (150-200 staff) IT recruitment project for corporate IT clients in Ireland. • Helped to build the construction/technical division from scratch, and increase the revenue of the commercial division substantially (helped build Grafton as a leader in commercial construction recruitment in Auckland). • Setting up of new branch in South Auckland: creating and setting up administration systems and developing marketing campaigns for new business. • Involvement in large (150-200 staff) IT recruitment project for corporate IT clients in Ireland.