Experience

Impact HR Consulting

• Australia
• Human Resources
• 1 - 100 Employee

• Director and Principal Consultant

  • Jun 2009 - Present

  Creating a positive impact on business' People, Performance and Profitability, Impact HR is a friendly, innovative and results driven HR consultancy. Whether you need help just to achieve/maintain legal compliance in the changing IR environment, deliver operational HR excellence (recruiting and retaining talent, learning and development, performance management, remuneration and benefits, internal communications, work environment development) or strategic HR planning and reallignment, Impact HR can assist you.



Rave Technologies

• Owner

  • 1998 - 2009

  Rave Technologies has provided IT and HR Consultancy to clients across Europe, England, North America and Australia. Specialising in small projects or engaging a small team to meet deadlines. Projects include salary reviews, employee communication, incentive plan development and implementation, salary packaging programme development, policy development, process streamlining and documentation, OH&S programme development, workers compensation audit, performance management, day-to-day employee issue resolution, HRIS vendor review, international medical insurance recommendation, international visa processing, position description generation and job evaluation, internal communications and day-to-day staff and management advice and assistance.



ManpowerGroup Australia

• Australia
• Staffing and Recruiting
• 100 - 200 Employee

• Regional Performance & Engagement Manager

  • 2004 - 2008

  Promoted from HR Manager to Acting HR Director and finally Regional Performance & Engagement. Responsibility included all People & Culture (HR) functions including Recruitment & Selection, Performance Management, Remuneration & Benefits, Internal Communications, Learning & Development and Work Environment. Responsibilities included all strategic and tactical functions and management of up to 35 HR employees in Australia NZ, with dotted line reports from 14 Asia Pac HR Managers.Achievements Include:• Increased retention from 48% to 58% in 18 months• Increased engagement from 42% to 54% in 24 months• Increased employee survey participation from 58% to 71%• Employee engagement/reward program adopted across region• Staff acquisition of 90 employees – 98% success rate• Introduced Capability Maturity Model of HR management into organisation including strategic realignment of all HR Functions



Haworth

• United States
• Furniture
• 700 & Above Employee

• HR Manager

  • 2002 - 2003

  All HR responsibilities with a focus on changing company culture, improving OH&S standards, remuneration and benefits including salary review/benchmarking, incentive and commission scheme review, FBT calculations for all benefits, performance appraisal system implementation, business partner for operational and sales sides of the business, new employee induction and training programmes, overtime and casual labour requirements to meet production needs, EBA and Award interpretation/implementation.Achievements include:• Sales Incentive Programme and new tracking system provided achieved business objectives and smooth payment processing • Quickly learnt manufacturing business and was able to provide appropriate support to management team• Initial change in culture evident in cultural surveys• 100% completion of performance appraisals after two years with less than 50% completion rate• Professionally handled restructuring process including requisite redundancies • Asia Pacific Newsletter



OMX Technology

• Financial Services
• 1 - 100 Employee

• HR Manager

  • 2001 - 2002

  Establish entire HR Function (policies, procedures, documentation, legal requirements, benefit development – retention, incentive plans, medical insurance, gym membership discount plan, sporting activity sponsorship, flu vaccinations, superannuation and insurance provision, salary sacrificing, service rewards, charity activities – communication programme, surveys, staff acquisition project for 50 staff (due diligence, organisational communications, change management/integration strategy creation and process, payroll integration), HRIS implementation (solution evaluation, requirement specifications, information integrity checks, parallel payruns, rollout processes), performance appraisal implementation, international assignee management (visa processing, benefit and allowance structuring, international liaison), event co-ordination, involvement in relocation project.Achievements include:• Successful implementation of HRIS system and Employee Self Service Programme• Payroll integration for transferring staff• 100% success rate for Staff Acquisition project• Total Employment Costs (including all benefits maintained within corporate parameters)• Staff Growth from 5 to 70 in 8 months• International HR practice established



Impress Software

• Software Development
• 1 - 100 Employee

• Operations Manager

  • 1998 - 2001

  Foundation of Australian operations (business registration, process and procedure establishment, premises leasing, legal requirements, creation of bank accounts), liaison with company solicitors, accountants, bankers, marketing representatives, insurance agents, recruitment agents etc, all HR responsibilities including payroll, benefit development inline with international standards, financial responsibilities, marketing responsibilities, sales and customer liaison responsibilities. While working in USA establish HR function (processes and procedures, payroll, legal requirements, documentation, standards and policies), recruitment of new staff, salary benchmarking, benefit calculations, management of company car fleet, 401K plan implementation, health insurance selection and implementation, sales commission development and implementation, staff events and soft benefit introduction, HR budget management, HRIS Outsourcing solution implemented and maintained, Liaison with Recruitment/Relocations/Travel/Legal Firms and Government Offices, visa applications, creation of referral programme, international relocations, distant office support, staff newsletters and internal communications, relocation project, event management and general office administration management.Achievements include:• Successfully establish Australian business in 3 months• 100% retention during IT Bubble • High staff loyalty and involvement achieved• Promoted to HR Manager USA, later Operations Manager in Australian Operation• Increased HR responsibilities as management recognised HR value• IMPRESS recognised in Germany as top 5 “new” IT businesses in 1999, 2000• IMPRESS Customers included BMW, Coca-Cola, VW, Siemens, adidias, Daimler Chrysler



APR Wilkens

• International Relocations Advisor

  • 1996 - 1998

  Provide relevant information & support to international families before and after their relocation, in-coming and out-going assignments handled, research specific topics of interest/concern and assist with the completion of the required paperworkAchievements include:• Assigned to HP and IBM accounts.• Japanese documentation created for in-coming assignees. Provide relevant information & support to international families before and after their relocation, in-coming and out-going assignments handled, research specific topics of interest/concern and assist with the completion of the required paperworkAchievements include:• Assigned to HP and IBM accounts.• Japanese documentation created for in-coming assignees.



DFS Group Limited

• Hong Kong
• Retail
• 700 & Above Employee

• Recruitment Officer

  • 1994 - 1996

  Recruitment of new staff, internal promotions, international relocations, visa applications, Liaison with Recruitment/Relocations/Travel/Legal Firms and Government Offices, staff counselling, staff management and headcount budgeting, Award (Benefit) interpretation, performance management procedures, bonus calculations, special projects, staff leave approval, event management and staff newsletters.Achievements include:• Turnover rates significantly reduced in many targeted departments• Programmes implemented to improve management involvement in HR Issues• More effective Recruitment strategies implemented• Built confidence of Management team to allow effective implementation of policy/practice changes