Experience

City of Mandurah

• Australia
• Government Administration
• 200 - 300 Employee

• Human Resources Business Partner

  • Mar 2018 - Present



Office of the Director of Public Prosecutions

• Law Practice
• 200 - 300 Employee

• Human Resources Officer

  • Oct 2017 - Mar 2018



Southern Districts Support (SDS)

• Human Resources Manager

  • Aug 2016 - Jul 2017

  Responsible for recruitment and selection of all staff, together with all employee relations matters such as disciplinary and grievance management.Award interpretation ensuring all terms and conditions are compliant. Review contracts of employment to ensure they meet the needs of the business with the changing Sector of Aged Care and Disability services.Reviewed and implemented OSH Policies and Procedures providing safety system. Also reviewed all Human Resources Policies and Procedures.Review the mandatory and development training needs of all employees, identifying training providers and organising attendance.Reviewed and organised the development of Sharepoint acting as a quality management data base for all employees to access policies and procedures.



Care Options Incorporated

• Human Resources Manager

  • Aug 2014 - May 2016

  Managed the human resources department which comprised of a number of staff at varying levels.Supported line managers and senior executives with all ER/IR issues. Undertook a comprehensive review of Collective Agreement, recommended revised salary structure to meet the needs of the business. Reviewed and updated all HR policies and procedures. Overall responsibility for end to end recruitment as well as attracting and retaining high calibre employees.Reviewed and recommended training program to ensure staff possessed required skills and competencies. I implemented a Traineeship to develop current staff for then to obtain required qualifications.Complete review undertook of all Occupational Safety and Health policies and procedures ensuring safety a priority within the organisation.Position made redundant.



Southern Districts Support Association

• Human Resources Manager

  • Mar 2013 - Aug 2014

  Responsibility for all HR matters including recruitment, performance management, disciplinary and grievance matters. Acted as the Management Review Representative for the Agency facilitating the successful attainment of ISO9001 in February 2014.Reviewed policies and procedures to ensure compliance with current legislation and also undertook a review of market rates for salaries to ensure competitiveness when recruiting. A full review of all position descriptions was also undertaken to ensure all roles accurately reflect the duties that they are required to undertake and demonstrate KPI’s.Set up 10 traineeships and applied for a scholarship for the Agency to support the business in developing their employees. Attended an aged care HR Mangers network on a bi-monthly basis to represent the Agency and remain updated with the issues currently facing the aged care industry.



Aboriginal Family Law Services

• HR Consultant

  • Nov 2012 - Mar 2013

  This position was temporary to cover a period of maternity leave. The role involved extensive employee relations issues dealing with complex disciplinary, grievance and absenteeism issues. This position was stand alone reporting directly to the Chief Executive Officer.This position required travel to northern Western Australia at times.



East of England Ambulance Service NHS Trust

• Hospitals and Health Care
• 700 & Above Employee

• HR Business Partner

  • Jul 2008 - Mar 2011

  Responsibility for all aspects of human resources for the Essex Locality with approximately 1500 staff made up of front line response, administration and patient transport. The HR Team consisted of two HR Advisors as well as an administrator. The Ambulance Service in the UK was expanding at a rapid pace with significant amounts of recruitment undertaken by the team. Following the merger of different Ambulance Services significant change was taking place which included the harmonisation of terms and conditions of employment and review of all policies and procedures. Heavy negotiation was required with the Unions and this also resulted in unrest in the workforce which manifested itself in an increase in sickness absence and disciplinary issues to be dealt with.Significant amount of case work required managing disciplinary cases which involved supporting managers with thorough investigations and Disciplinary Hearing panels whic included gross misconduct. Sickness absence within the ambulance service was at an unacceptable level and thus resulted in a large emphasis being placed on managing employees with attendance issues through to Capability Hearings which resulted in termination of their contract of employment or where possible return to work programs were administered. Current legislation was adhered to with consideration being given to reasonable adjustments and permanent redeployment opportunities. Regular meetings held with the local General Managers in order to ensure that planning was undertaken for the future needs of the service. The service was constantly involving with significant change management projects requiring support which included consultation meetings with employees.



NWG (Northumbrian Water Group)

• United Kingdom
• Utilities
• 700 & Above Employee

• Senior HR Advisor

  • Aug 1995 - Jul 2008

  Commenced with Essex & Suffolk Work in as a HR Administrator with responsibility for supporting the HR Advisors with the recruitment process, taking notes at meetings and basic HR procedures. Progressed to the role of HR Advisor with responsibility for an operational area and meeting all the HR requirements for the local managers. Essex & Suffolk Water merged with Northumbrian Water and I progressed to the role of Senior HR Advisor. I had responsibility for an operational area which involved working closely with the management team dealing with all aspects of recruitment and selection, staff issues such as disciplinary, grievance, sickness absence and performance management. Supported the HR Manager in ensuring that the policies and procedures were kept up to date following changes either in employment law or in the business. Responsible for ensuring all job descriptions were current and adopted KPI’s for these directly into the appraisal system. I delivered training sessions to managers relating to terms and conditions of employment and supported the development of the succession planning programme. I adapted Apprenticeship programs where skills shortages were identified and Graduate programs where there were more academic skill shortages.