Experience

Sitback Solutions

• Australia
• Technology, Information and Internet
• 1 - 100 Employee

• Head of People and Culture

  • Apr 2022 - Present



The Missing Link

• Netherlands
• Business Consulting and Services
• 1 - 100 Employee

• Human Resources Manager

  • Apr 2021 - Mar 2022



SouthTrade International

• Australia
• Food and Beverage Services
• 1 - 100 Employee

• Human Resources Manager (Maternity Cover)

  • Feb 2020 - Apr 2021

  ▪ Reporting to the MD, this is an HR Generalist/Business Partnering role with two direct reports. Focus is strongly on working with a growing national company with a recently created HR function. Advised and coached the Executive Team and senior managers on HR strategy and employee matters. ▪ Provided guidance and input on Department structures, workforce planning and succession planning. ▪ Worked closely with Directors and managers to update and create new KPIs and advise on employment relations issues, operational practices, bi-annual performance reviews, providing coaching and mentoring through to resolution. ▪ Managed organisational design, structure and strategy from design to leading the execution. ▪ Southtrade was fully acquired by Sazerac, a US based global spirits company, in July 2020. Worked directly with the Global Sazerac Chief HR Officer and Global HR team to integrate Southtrade into Sazerac’s internal processes and HR systems. Trained managers and employees to successfully use the performance review system identifying key training needs and career advancement opportunities. ▪ Created training and development plans for each department and worked with department Directors to identify specific training needs for team and individual development and growth. ▪ Navigated the company through immense change and a new way of working during COVID. Created and managed a comprehensive three-month internal training program to upskill our teams during lockdown including product knowledge, commercial, sales and systems training. ▪ Implemented and successfully rolled out a new HRIS, Employment Hero. ▪ Created and rolled out mental health awareness initiatives. ▪ Updated existing and created new company policies and procedures. ▪ Researched, implemented and rolled out a new company collaboration and project management tool, ClickUp, designed to improve time management, self-organisation and team project skills. ▪ Responsible for the end to end recruitment process.



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• United States
• Restaurants
• 1 - 100 Employee

• Maternity Leave

  • Dec 2018 - Feb 2020



Sizmek

• Director, People Operations

  • Apr 2018 - Nov 2018

  Online Advertising Agency - Responsible for successfully creating and rolling out a new global on-boarding and off-boarding process working with key stakeholders and departments. Trained all HR teams in APAC, Europe and The Americas in the new process. - Reviewed and updated existing employee handbooks by country, global and regional policies and procedures and created new policies where required. Liaised with legal teams in each country to ensure compliance. - Created online animated training programs for key company polices including; Code of Conduct, Anti Discrimination and Harassment, Code of Ethics and Business Conduct, Sexual Harassment Prevention. Also created a training handbook to assist HR Managers and Team Managers in APAC, Europe and The Americas rolling out the training programs to employees. - Worked with SuccessFactors to improve processes and features. - Created family leave policies by country and provided a cost analysis to executive leaders. - Mentored a university graduate.



Sydney Theatre Company

• Australia
• Performing Arts
• 100 - 200 Employee

• HR Manager (Maternity Cover)

  • Nov 2014 - Mar 2018

  - HR Generalist. - Provided ER/IR support in accordance with legislation. - End to end recruitment, talent management and succession planning. - Coached managers and executives and provided advice on leadership, performance management, disciplinary and grievance issues. - Award and Enterprise Agreement interpretation. - Provided training and education sessions to managers and employees on HR matters. - Provided monthly reports on HR issues, WHS, WC and payroll and rostering to managers and the Board. - Reviewed and created policies and procedures in line with legal and award obligations. - Led Enterprise Agreement negotiations with senior managers, employee representatives and the MEAA Union. Created a new EA document approved by Fair Work. - Represented the company in Fair Work and Union matters. - Responsible for workers compensation claims, premium reviews and WHS compliance. Created and rolled out WHS policies and return to work plans. - Managed the payroll process. Created a payroll reconciliation process and identified the need for important upgrades to the payroll system. Worked with PayGlobal to re-write award rules and educated employees and managers on changes. - Created a new usher employee handbook with the cooperation of the MEAA and employee reps. - Successfully created and rolled out a mental health wellness training program for managers, employees and contractors. The training was shared with the Arts industry and the MEAA union. - Identified the need for group workshops for actors and stage crew working on difficult or emotional plays. Created the content for the workshops and lead the sessions. - Worked with the executive team, industry executives and MEAA to create and roll out a bullying, harassment and discrimination policy, manager guidelines and employee support program. - Rolled out cultural awareness and reconciliation training for all employees. Managed the CareerTrackers Indigenous Internship program.



Southern Cross Protection

• Australia
• Security and Investigations
• 100 - 200 Employee

• National Human Resources Manager

  • May 2007 - Nov 2014

  - Managed the transfer of 400 employees in 13 branches throughout Australia into the business and created the HR department when SXP was established in 2009. - Responsible for the integration of 6 Businesses into the SXP Group, ensuring employee and business practices are consistent across all business areas. Approximately 1,000 workers within all Company Groups. - Work directly with the Managing Director and CEO’s of the business and report to the Advisory Board. - Provide guidance and input on Department structures, workforce planning and succession planning - Act as a mentor and coach to Branch Managers advising on performance management, grievances, training, annual performance reviews and operational practices. - Fair Work Australia employee relations, EBA negotiation and industrial relations representative for all Companies within the SXP group. - Key involvement in organisational restructures to meet business objectives including redundancy consultations, Branch closures and the creation of new departments. - Analyse trends and metrics in partnership with Company CEOs and MD to develop solutions, programs and policies. - Management of HR, WC and Payroll across SXP and subsidiary organisations (including Ayers Management, Charter Protective Service, Charter Customer Service) - Responsible for the creation and maintenance of all HR policies and procedures, training and change management processes. - Workers compensation, WHS management and safety initiatives. - Provide ER/IR support in accordance with legislation. - End to end recruitment, performance and talent management. - Award interpretation and Union represented negotiations.



Giant Group

• United Kingdom
• IT Services and IT Consulting
• 200 - 300 Employee

• Department Manager

  • 2002 - 2007

  - Created and Managed a team of 26 workers in the payroll support team that provided customer service support on payroll deductions, expenses and relevant PAYE tax contributions. - Key stakeholder for projects impacting payroll and customer service, providing feedback and recommendations and effectiveness of current strategies to the Owner and Directors. - Created and implemented new customer service departments to deal with the contractors within health, engineering, education and finance sectors. - Developed a training program that was subsequently rolled out across all customer service teams. - Act as an escalation point for the team on technical payroll questions (including manual tax, NI and dividend calculations etc.), customer complaints and Client queries. - Continuous improvement across the customer service team. - Team performance monitoring and management and relationship management with new contractors. - Escalation point for complaints relating to payroll. Outsourced Payroll Manager (Oct 2002- Sept 2004) - Created and implemented the customer service department for a new outsourced payroll solution for employment agencies. - Client liaison with employment agencies and potential contractors. - Recruitment, training and development of the customer services team.