Sydney, New South Wales, Australia
I have worked in HR across operational and industrial environments, which has developed my strong interest in Employee and Industrial Relations. I’ve supported leaders and employees through workplace issues, investigations, organisational change, performance matters and day to day people challenges in environments where operational demands are real and decisions have practical flow on effects for both workers and the business. Working in unionised and frontline environments has shaped the way I see HR. I don’t believe people should be reduced to policies, metrics or “resources”, but I also understand businesses need to remain operational and sustainable. For me, good HR is about navigating that tension properly, that is advocating for fair and respectful treatment of employees while still understanding operational realities, risk and the broader context leaders are working within. I value direct communication, fairness and consistency, especially during difficult conversations or high pressure situations. A lot of the environments I’ve worked in require balancing business continuity, compliance, safety and employee wellbeing at the same time, which has taught me the importance of staying practical, level headed and people focused. I’m particularly interested in ethical, values driven and human centred workplace practices. I care about creating environments where employees feel heard, respected and supported, while also helping leaders make fair and reasonable decisions to meet business objectives. I enjoy work that improves systems, simplifies processes and builds better working relationships. At the core of my approach is the belief that workplaces function better when people are treated with dignity, transparency and respect. I want to contribute to workplaces that are operationally effective without losing sight of the everyday people who keep them running.
• Provide timely ER advice in a complex environment in a pragmatic and confidential manner • Contribute to the development of ER capability within the people function and in business leaders, upholding best practice • Provide coaching and advice on best practice approach to performance management, conduct and disciplinary issues, including high quality documentation • Enterprise agreement, award and employment legislation interpretation and compliance • Engagement with enterprise bargaining • Engagement with relevant trade unions as required • Representing HammondCare at tribunals (e.g., Fair Work Commission) • Support People Partners with case management and conduct workplace investigations as required • ER policy and process development
Portfolios • Technology & AI • Fleet • Vehicle Sales Team (Case Management) • Partner strategically with business leaders to understand their goals, challenges and workforce needs, and provide proactive HR solutions aligned with organisational priorities • Build manager capability to shift from reactive to proactive people leadership through coaching, education, feedback and consistent application of P&C frameworks • Act as a trusted advisor by applying broad generalist knowledge across the full employee lifecycle (workforce planning, recruitment, remuneration, employee relations, performance, L&D, leadership development and exit management) • Translate people strategy into practical action within the business unit and ensure alignment with overall P&C plans and monitor progress of agreed initiatives • Leverage people metrics and insights to advise leaders on trends, risks and opportunities, and present recommendations and support execution • Guide leaders through performance management, behaviour related issues and employee relations matters while balancing commercial outcomes and employee experience • Lead and support key people projects, including change management, culture programs, organisational development initiatives and workforce engagement plans • Coach leaders on effective change leadership practices that drive adaptation, minimise resistance, and support sustainable behaviour shifts • Ensure people risks are identified, communicated and mitigated through compliant HR practices, documentation and decision making • Collaborate closely with Centres of Excellence to deliver seamless, high quality HR services and solutions across the business • Role model organisational values and behaviours in all interactions, promote positive, inclusive, high performance culture
Portfolios: • Safety, Health and Environment (SHE) • Network Planning Maintenance and Delivery (NPM&D) • Provide ER / IR advice to leaders on performance, conduct, grievance and workplace conflict, and ensure compliance and alignment with company policies and Enterprise Agreement • Manage end to end ER matters including investigations, disciplinary processes, grievances, fitness for work matters etc. • Interpret and apply Enterprise Agreement, modern award and relevant legislations to guide decision making and risk management • Prepare documentation such as investigation reports, show cause letters, settlement agreements and case summarised • Build respectful, transparent and solution oriented relationships with union delegates to resolve issues early and collaboratively • Monitor workforce sentiment and emerging issues to identify trends, risks and opportunities for improvement • Contribute to bargaining preparation by providing workforce insights, trends and case examples of current industrial challenges • Coach leaders on managing performance, attendance, fitness for work concerns and difficult conversations with confidence and compliance • Build leader understanding of their obligations in accordance with HR policies and employment legislations • Develop and develop capability session on ER best practice and respectful workplace behaviours • Provide support during organisational change, restructures, redeployments and workforce transition activities • Partner with the business to ensure proposed changes are consulted with employees and unions appropriately • Contribute to risk assessments, transition plans and communication strategies to support safe and smooth change implementation • Track ER matters, trends and outcomes of identified systemic issues, training needs and areas that require policy uplift • Ensure meticulous documentation and governance to support auditability and reduce legal exposure
Acting HRBP - 2 December 2024 to 17 Jan 2025 (Engineering Portfolios) & 14 April 2025 to 2 May 2025 (Operational Maintenace Portfolio) The People and Performance Advisor is a trusted generalist role that provides support for the People and Performance Team with people initiatives and business challenges. Responsible for supporting the People and Performance team with case management matters, providing data to support with strategic objectives alongside providing support on all elements relating to the employee lifecycle.
• Review and make major revision to current policies, create new policies and educate managers and employees on the importance of policy compliance. • Create an infrastructure for the recruitment, onboarding and offboarding process, and roll it out to the business. • Provide guidance to managers on performance management and process terminations as a result of poor performance. • Process voluntary and involuntary offboarding including redundancies and resignation. • Promote trust with other employees outside of the Australian region through more frequent and transparent communication. • Commenced the creation of position description and job grading. • Create letter templates and process employee variations, including increase in salary, bonus, position change, reporting line change etc. • Launch and create an infrastructure for a HRIS. • Work with line managers to take greater ownership as a leader and guidance on how to effective manage their teams more. • Organise keys events to promote morale, gender equity and transparent communication. • Work with Work180, Dress for Success, Down Syndrome WA to create initiatives to promote diversity and promote employee engagement within the community.
• Provided support and advice to line leaders on various areas such as employee relations, performance and management, talent development and policy interpretation in accordance with the need of the business and legislative requirement and best practices. • Recruitment and onboarding, including international mobilisation and immigration support. • Led the graduate and vacation student recruitment and program. • Contributed to the development and implementation of HR policies, procedures and practices to align with legislative requirements, industry best practices and Yara International’s guidelines. • Partnered with Senior HRBP, line leaders and relevant Health and Safety personnel to resolves employee relations issues, conduct investigations and recommended appreciate actions (including disciplinary). • Project management, most notable achievement was to digitalise existing processes (i.e. electronic signatures, creating workflows, leveraging online bookings system). • Maintained HR systems and database, reporting and analysis. • Supported leaders in promoting a psychological safe environment with a culture of inclusivity, diversity and employee well-being. • Partnered with the Senior HRBP to implement HR strategies and initiatives in alignment with company values and goals, including retention, performance and development, workforce and succession planning, salary review and employee life cycle. • Processed monthly payroll. • Assisted employees with their queries and empowered them to seek their own solutions. • Organised and coordinated events which included salary packaging, EAP site visits and mindfulness workshops. • Contributed to learning and development which included the facilitation of H training. • Engaged with local communities via Career Fair at high school and university level. Supported indigenous engagement, in partnership with Stars Foundation and Waalitj Foundation. Commenced as HR Officer and promoted to HR Advisor.