HR Manager or Senior HR Business Manager

Summary

An energetic commercially focused Human Resource (HR) practitioner with over 20 years’ experience mostly gained within the Financial Services Industry and Professional Services. I understand the complexities of operating successfully in a demanding and matrix structured environment working directly with the owners of the business. Direct, ethical and honest in my approach, I build relationships quickly with stakeholders, in a way that secures buy-in and support for change.

Solutions-oriented, I am recognised as someone who always finds a way to deliver results, by overcoming business challenges through problem solving and consultation. Experienced in the development of strategic people plans, including the development and implementation of HR solutions and change management. Able to operate in both strategic and tactical environments with ease.

With expertise in business partnering, I offer a broad skillset spanning strategic planning, coaching, talent acquisition, performance management and change management.

Employment Summary

Oct. 2018 to March 2019 (Contract) 

Open Universities Australia

Senior Business Partner

Jan 2018 CC 

Consulting 

Director

Sept 2004 to Dec 2017 

Pitcher Partners

Head of People, Culture & Talent 

Feb 1999 to Sept 2004 

Superpartners P/L

Senior Human Resources Manager

Professional Experience

October 2018 – March 2019

Open Universities Australia – Contract Senior BusinessPartner

Overview

Key Senior HR resource, with overall responsibility for consulting, recruiting, managing and implementing strategies across the business on HR initiatives. HR responsibility for 5 internal specialists groups, Finance, Marketing, University Relationships, Call Centre and Administration. 

January 2018 – Present 

CC Consulting 

Director 

Overview

Small independent HR Consulting practice helping small business manage their greatest asset, people. 

Projects: 

• Recruitment 
• Restructure and Retrenchments
• HR Audit
• Psychometric evaluations
• Mediation 

September 2004 – December 2017 

Pitcher Partners Chartered Accountants

Pitcher Partners is a full-service accounting practice established in Melbourne with 49 partners and 670 staff and now part of an Australian association with firms in Brisbane, Sydney, Newcastle, Adelaide and Perth. Part of the worldwide Baker Tilly International Group. 

Head of People, Culture & Talent 

Overview

Head of HR with an overall responsibility to manage a team of 5 to deliver the HR strategy across the Melbourne firm of 670 employees. Working with the Executive team and the 49 partners to establish best HR practices whilst continuing to look after a client base. 

Senior HR Relationship Manager 

Overview

Key Senior HR resource, with overall responsibility for consulting, managing and implementing strategies across the firm on HR initiatives and projects. HR responsibility for 7 internal specialists groups; Tax Consulting, IT Consulting, Insolvency, Private Clients, Superannuation, Risk Services and Business Consulting. 2IC to the HR Director. 

Responsibilities for both roles 

• Provide consulting services to Partners, Managers and staff on a range of HR practices and policies including performance management and resource planning.
• Manage HR team of 8 in absence of HR Director
• Coordinate recruitment and selection activities including the recruitment of senior roles
• Conduct team seminars and support each groups strategy plans 
• Coach, mentor and manage HR consultant and administrator
• Responsible for the international secondment program both incoming and outgoing. Each year PP sends 10 staff members on overseas secondments for approximately 3 months. 
• Conduct and analyse yearly staff engagement survey
• Responsible for driving the half yearly / yearly performance and salary review process
• Develop and update staff policy manual
• Responsible for the administration and evaluation of psychometric testing for the firm 
• Responsible for the administration and debrief of MBTI

Key Achievements>>

• Established new international relationships for the outgoing secondment program. Successfully negotiated placement in both Hong Kong and St Louis USA. Developed relationships in Ireland, Italy and UK. 
• Successfully conducted various team building days with client groups
• Developed a staff benefits program including the purchase of rail tickets
• Redesigned and wrote an updated staff manual 
• Implemented recruitment process including updated Position Descriptions and behavioural interview guides 
• Implemented the superannuation changes for the firm 
• Reviewed and changed the performance process to accommodate support staff 
• Implemented a new performance review tool. 
• Implemented new policies to support a move to an open plan environment 

February 1999 to September 2004

Superpartners Pty Ltd (formerly JMIFA Super Partners Pty Ltd)

Superpartners is the leading Australian superannuation administrator with over 1,000 employees in seven offices in Australia.

Acting Learning and Development Manager – February 2004 

Overview

Overall responsibility of Learning and Organisational Development for the business. Management of a team of Learning and Development Consultants. Member of the senior management team.

Responsibilities

• Manage, coach and mentor 5 staff
• To develop and drive the Superpartners Organisational Development Tactical Plan
• Manage Superpartners Core Training Programs 
• Develop a variety of delivery mechanisms to suit business needs
• Select and coordinate external consultants to implement approved programs and courses.
• Establish and manage the National Training Budget.
• Introduce Organisational Interventions such as 360 feedback and Employee Opinion Survey 

Senior Human Resources Consultant - February 1999 – February 2004

Overview

Key HR resource, with overall responsibility for consulting across the business nationally on HR initiatives and projects. Member of the senior management team. 

Responsibilities

• Coach and Mentor to 7 HR staff, including HRC’s, payroll and administration. 
• Operates in the capacity of National HR Executive in their absence.
• Provide consulting services to Executives, Line Managers and employees on a range of HR practices and policies including performance management and resource planning.
• Partner senior management in turning business strategy into action, growth of the business in a 3-year period.
• HR representation on key strategic steering committees.
• Coordinate recruitment and selection activities including the recruitment of senior positions and the development, maintenance and implementation of PSA’s.
• Plan, direct and coordinate the development and implementation of performance reviews, remuneration reviews and training implementation.
• To keep abreast of developments in HR management and to translate into actionable items within the company policy framework.
• Consulting with line managers regarding succession-planning process for their business units.
• Analyse and report on client base, staff turnover and leave entitlements and other trends.
• Management responsibility for overseeing the fortnightly payroll administration for approximately 700 employees nationally.

Key Achievements>>

• Undertook the analysis, development and recruitment of the current HR and Learning and development teams.
• Successfully marketed HR as an added value division to the organisation. 
• Designed and developed in conjunction with the Empower Group, the Superparters leadership program One & Two which involved conducting detailed assessment and selection of attendees from senior levels within the business and ensuring implementation and delivery meet the organisations key objectives.
• Project managed the successful integration, of the HESTA Fund Team with Superpartners, which included the employment of 70 employees at various levels.
• Designed, delivered and implemented recruitment and selection strategies for the business including behavioural recruitment practices and establishment of PSA’s.
• Developed and facilitated HR practices and policy component within the company induction program.
• Successfully transitioned the internal payroll arrangement to an outsourced activity.

Prior to the restructure of the team my role was to manage the HR Consultants in conjunction with looking after the senior portfolio of clients. This still exits in the form of the HR Consultant, coach and mentor to the whole team.

Education & Professional Development

•  The Consultants Practice 
• Supervised professional Practice 
• Consulting SkillsIntervention and Change 
• Organisational consulting skills 
• Supervised professional Practice
• Power, Politics and Organisational Consulting
• Understanding Organisation Dynamics