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Work Background
Business NSWHR Business Partner
Nov. 2024Brisbane
Holy Cross Services LtdChief People Officer
Oct. 2022 - Oct. 2024Brisbane, Queensland, AustraliaThe Chief People Officer is responsible for contributing to the development and supporting the strategic success of the organisation through the implementation of HCS’ People Plan and strategies. The position provides to the CEO, Chief Operating Officer (COO) and Leadership team, specialist advice in Industrial and Employment relations including Payroll and substantial operational expertise on all people related matters including leadership development, talent management, organisational design and development, engagement, reward and recognition, HR Systems, Professional development and reporting, consultation and change management.
MaterSenior HR Business Partner
Apr. 2022 - Oct. 2022AustraliaIn partnership with Executives, Directors, Managers and people leaders, the Senior HR Business Partner builds workforce capability, workforce engagement and human capital optimisation for excellence in service delivery. The role provides strategic People expertise aligned to the organisation’s strategy and priorities. The Senior HR Business Partner leads, develops and supports the implementation of best practice, contemporary people initiatives to optimise the workforce and service delivery. The role scopes and shapes improvement initiatives and mobilises the business to deliver. The Senior HR Business Partner works collaboratively with Employee Relations and Industrial Relations. The Senior HR Business Partner provides strategic advice to the Senior HR Business Advisors. This role is a key conduit/interface and connection between the service group or function and the People and Learning function. The role provides strategic leadership and guidance to build a culture characterised by dignity, compassion, excellence, respect and accountability for performance. It provides high-quality strategic support across Mater Ministries and corporate services, as well as contributing more broadly to the People and Learning strategy, initiative, services and programs across Mater.
MaterHR Business Partner
Nov. 2015 - May. 2022BrisbaneKey responsibilities
• Provide high-quality trusted HR/IR advice and service to all employees on all HR/IR related enquiries including: o Complex Workplace investigations
o Work with senior leaders on change management practices and restructuring activities such as consultation processes and organisational redesign
o Complex Case management on all conduct, under-performance, absenteeism and non-work related illness/injury type issues
• Coaching all levels of management to improve people management to deliver optimal outcomes for employees and the business.
• Identifying and implementing improvement initiatives that contribute to the culture and productivity of a business.
• Strategically partnering with senior leaders.
• high levels of communication, negotiating and influencing skills (both written and verbal) • Building strong partnerships, working collaboratively with operational managers and am also very capable in coaching and mentoring at all levels
• Championing change initiatives and monitoring progress of deliverables to ensure the expected results are meeting business goals. Key Achievements
• Major restructure where non-voluntary redundancies were undertaken in an organisation where redundancies had not been done at this scale in its history. There were approximately 40 redundancies both voluntary and non-voluntary with no union action taken.
• Coach and support management on how to identify and address concerns before they escalate and in turn reduced the number of employee complaints and improved the culture of the team. To date all concerns have been managed at the local level and no complaints have been escalated for over 18 months.
Origin EnergyCase Management Consultant
May. 2014 - Nov. 2015The Case Management team is a specialist resource within HR that intensively supports business unit leaders and the HR community to resolve more challenging and complex people issues thereby reducing risk for the business and improving overall business performance. People issues within scope are unsatisfactory performance, harassment, bullying, complaint/grievance handling, misconduct, counselling, discipline, termination of employment, and whistle blowing. • It takes carriage of more sensitive and high level cases from beginning to end, including cases that have been referred to tribunals. • Plays a communication and education role within HR as a subject matter expert and undertakes special projects required to build and refine the case management function.
• Conduct investigations into misconduct/policy breaches/complaints in accordance with the Counselling and Disciplinary policy by applying procedural fairness/natural justice principles, including making findings and recommendations with respect to disciplinary action.
• Write detailed and professionally constructed investigation reports that are factual, objective, and support recommended outcomes. • Brief and instruct legal representatives and represent at the Fair Work Commission, anti-discrimination tribunals, and other forums as required. • Provide HR Business Partners and Business Unit leads with strategic management advice in relation to performance/Code of Conduct issues.
Queensland Urban UtilitiesHR Business Partner
Sep. 2013 - May. 2014Provide strategic HR advice and Partner with Executives and key business leaders to proactively shape organisational culture and capability, enabling success through the collaborative design and implementation of business focussed human resource strategies and interventions. This included: • Extract the key people themes from within the strategic plan of the Business Unit and create specific people plans over a two to five year period to enable the business to deliver strategically.
• Partner with key business leaders to proactively shape the business unit culture and capability by developing a strong understanding of the key drivers
• Provide high level advice on people impacts of business requirements e.g. restructures, outsourcing and changed work practices.
Queensland Urban UtilitiesSenior Employee Relations Consultant - Payroll Project
Mar. 2013 - Sep. 2013BrisbaneProvide in the interpretation of employment legislation for correct configuration of QUU’s new payroll service system and high level support to the service provider. This included: • Interpretation of manual timesheets
• Ensuring correct interpretation of different work area agreements and EBA • Creation of a central manual outlining all pay rules and processes
• Liaise with the business to provide updates and support changes while on project
• Assist Payroll manager in reviewing and sign off on weekly payroll
• Assist Payroll manager in imbedding the changes into business as usual
• Provide clarification on any interpretation issues with the service provider
Queensland Urban UtilitiesSenior Employee Relations Consultant
Nov. 2012 - Feb. 2013BrisbaneResponsibilities:
• Effective resolution of complex employment and industrial relations cases and issues with minimal impact on the employee and organisation.
• Providing high level, consistently accurate advice and guidance to management, through promotion of equitable employment arrangements.
• Establishing effective and productive collaborative working relationships with all levels of management, including the CEO and executives in achieving resolution of industrial relations issues.
• Monitoring and reporting on trends and developments in industrial relations, employment law and relevant awards, agreements and policies/procedures, to enable management to make fully informed business decisions.
• Coaching, guiding and influencing senior managers on a range of workplace issues including grievance resolution, interpretation and application of relevant legislation, awards, agreements, employment contracts, policies and procedures impacting on employment arrangements.
• Actively and effectively resolving complex cases up to and including the Queensland Industrial Relations Commission, WorkCover Queensland, Q Comp and QCAT.
• Negotiating and liaising with managers, employees and their representatives to resolve issues and assist to establish individual and collective employment arrangements which meet business needs.
Queensland Urban UtilitiesWorkplace Relations Team Leader
Jan. 2012 - Nov. 2012BrisbaneResponsibilities:
• Providing high level strategic and specialist guidance and advice to supervisors, team leaders, senior management, Executive Leadership Team and the CEO of QUU on complex and highly sensitive workplace relations issues.
• Effectively providing leadership to Workplace Relations team to ensure industrial frameworks are maintained, required local arrangements are developed, approved and monitored, and a high level of client service delivery is achieved.
• Effectively and efficiently managing and resolving complex industrial disputes, including representing QUU at relevant industrial tribunals.
• Leading complex projects with enterprise wide impacts.
• Developing and maintaining collaborative and positive professional relationships with Managers, employees, Union Officials and other key stakeholders.
• Monitoring, evaluating and reporting on trends, standards and business performance in relation to workplace relations issues. Providing high level strategic advice on significant cases and precedents which may influence and impact management decisions and approaches to current and future industrial relations issues.
Queensland Urban UtilitiesWorkplace Relations Consultant
Sep. 2010 - Jan. 2012BrisbaneResponsibilities:
• Deconstructed and analysed previous Council EBA’s (five), local area agreements and awards for negotiations of QUU’s first EBA.
• Provided strategic advice to managers on a range of industrial issues including grievance resolution, interpretation and application of relevant legislation, awards, agreements, employment contracts, policies and procedures.
• Negotiated and liaised with managers, employees and their representatives to resolve complex employment issues and establish individual and collective employment arrangements which meet business needs.
• Contributed to and participated in the development of contemporary workplace relations and human resource strategies.
• Developed and maintained positive and effective ongoing working relationships with managers, employee representatives and key stakeholders.
• Undertook projects and activities including investigating, researching and evaluating a wide range of issues including preparation of reports, guidelines, procedures, statistics, policies and presentations as required.
CCIQEAL Team Leader
Feb. 2010 - Sep. 2010Spring Hill BrisbaneResponsibilities:
• Provided high level support and guidance to the Employer Assistance Line (EAL) Consultants, including but not limited to:
o Interpretation of State and Federal Awards and employment legislation o Transition to the modernised award system o Employment contracts and agreements o Termination, change and redundancy o Employee counselling and disciplinary procedures o Anti-discrimination, EEO and harassment o Human resource policies and procedures
• Successfully led a multi-skilled team to achieve business objectives, including management of individual performance and outcomes
• Researched legislation and industrial decisions in order to provide current and accurate advice • Developed and implemented processes to ensure current and relevant information was being provided, reducing risk of non compliance for members
• Assisted team members with interpretation of complex legislation and awards
• Managed contractors and consultants engaged by the team
• Developed and implemented training required to keep the EAL team at the forefront of any changes to legislation
• Reviewed all printed information materials provided by the organisation to ensure accuracy.
• Reported to the Board of the progress of EAL
• Provided assistance and advice to the regional offices of CCIQ • Developed and implemented projects that ensured business objectives were achieved
CCIQEAL Consultant
Oct. 2009 - Feb. 2010Spring Hill, BrisbaneProvided advice from the Employer Assistance Line (EAL) across a broad number of issues including:
• Interpretation of State and Federal Awards and employment legislation
• Transition to the modernised award system • Employment contracts and agreements • Termination, change and redundancy • Employee counselling and disciplinary procedures • Anti-discrimination, EEO and harassment • Human resource policies and procedures
NeosHRHR Consultant (Casual)
Jan. 2009 - Dec. 2009BrisbaneResponsibilities:
• Providing high level HR support on a project level.
• Interpreting and reporting findings to different levels of management including line managers, senior management and CEO’s.
• Researching and developing policies and procedures for various industries including Local, State Government, Independent Schools, mining, etc.
Better Workplace ManagementSenior HR Consultant
Oct. 2005 - Jan. 2009BrisbaneResponsibilities
• Developed high level HR frameworks to assist in reducing risk and provide advice on processes and workflows.
• Liaised with Senior State Government management regarding employment and staffing issues for the Qld Local Government Amalgamations.
• Researched, interpreted and provided advice on State and Federal legislation.
• Provided high level advice for employment related issues across a range of legislative requirements.
• Developed and implemented training (and appropriate learning materials) for a broad range of HR topics including performance management, policies and Code of Conduct.
• Researched, developed and implemented HR policies and procedures for a range of industries e.g. Education, open cut coal mining, private organisations, State Authorities and Local Governments.
• Leading a team and managing employee’s performance and outcomes.
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