Cameron Gulin
Palm Beach,QLD
Summary
An accomplished HR leader with a proven track record of managing high-profile human resource projects across multiple geographical locations. Excels at leading client-facing projects through the full project lifecycle to support the integration of the human resource function within the overall business operating strategy. Combines a deep knowledge of employee employment law and industrial relations with exceptional change management skills. Possesses strong team leadership expertise and a technical background to drive successful HR initiatives.
Overview
20
20
years of professional experience
Work History
Head of Human Resources
PrimeTech Constructions Pty Ltd
01.2023 - Current
- HR Infrastructure Development: Pioneered the establishment of the entire HR framework from scratch, tailoring it to meet the unique challenges and requirements of a startup in the construction sector.
- Strategic Recruitment: Orchestrated a focused recruitment drive, handpicking talent specifically adept at navigating the dynamic environment of a nascent construction entity, ensuring rapid scaling and operational efficiency.
- Stakeholder Collaboration: Engaged proactively with key internal stakeholders, understanding the nuanced demands of the construction domain, and aligning HR strategies to bolster business delivery and growth.
- Culture Cultivation: Recognizing the importance of company culture in startups, spearheaded initiatives to instill a collaborative, safety-first, and performance-driven ethos across all levels.
- Training and Development: Implemented a robust training regime, emphasizing both construction-specific skills and soft skills, ensuring the team was well-equipped to tackle industry challenges while promoting innovation and adaptability.
- Performance Metrics: Introduced and refined performance management systems tailored for a startup ambiance, emphasizing agility, accountability, and recognition, leading to enhanced productivity and morale.
- Operational Efficiency: Recognizing the resource constraints typical to startups, optimized HR processes to ensure lean operations, swift decision-making, and maximized ROI on every HR initiative.
- Employee Welfare and Safety: Given the nature of the construction industry, prioritized the design and implementation of top-tier safety and well-being programs, dramatically reducing incidents and boosting employee confidence.
- Budget Management: Adroitly managed the HR budget, ensuring judicious allocation of funds to critical areas, thereby getting the maximum value out of every dollar spent.
- Adaptive Leadership: Demonstrated a flexible leadership style, resonating with the fluctuating demands of a startup, mentoring teams through challenges, and celebrating every milestone achieved.
- External Relations: Built strong relationships with external entities, from construction training institutions to regulatory bodies, ensuring the company was always in sync with industry best practices and compliance mandates.
- Change Management: Navigated the constant change inherent to startup environments, leading teams through shifts in strategy, market adaptations, and business model tweaks, all while maintaining cohesion and focus.
Head of People and Culture
Zweck
05.2022 - 02.2023
- Strategic Leadership: Spearheaded the human resources and internal talent acquisition strategy for Japan, ensuring alignment with overarching company goals.
- Diversity and Inclusion: Pioneered and institutionalized diversity, equity, and inclusion initiatives, fostering a workplace environment that prioritizes inclusivity, belonging, and employee well-being.
- Workforce Planning: Collaboratively strategized with the Japanese board to launch the country's inaugural employee engagement program, strengthening corporate culture and enhancing employee commitment.
- Engagement Enhancement: Directed a comprehensive engagement survey, subsequently crafting and executing action plans in partnership with business units. These initiatives resulted in enhanced productivity, increased employee attraction, and bolstered retention rates.
- Compensation Strategy: Led the design and implementation of a holistic compensation and benefits strategy, ensuring the organization's ability to attract and retain elite talent while furthering company objectives.
- Salary Review & Endorsement: Conducted a meticulous review of employee compensation structures and banding. My insights and recommendations were universally endorsed by the Asia Pacific Board, affirming our commitment to fair compensation.
- Global Mobility Management: Oversaw the seamless transition of employees into and out of Japan, emphasizing both logistical efficiency and employee satisfaction.
- Employee Relations Expertise: Adroitly managed sensitive and complex employee relations issues, including addressing instances of sexual harassment and bullying, ensuring a safe and respectful work environment for all team members.
Head of Human Resources (Japan)
Michael Page International Recruitment
06.2021 - 04.2022
- Strategic Talent Acquisition: Formulated and executed a robust talent acquisition strategy, enhancing the hiring process. This strategic approach led to improved retention rates, a workforce that celebrates diversity, and an inclusive culture that attracts top-tier talent.
- Stakeholder Engagement: Established and nurtured pivotal relationships across the entirety of the business—from senior leadership to frontline employees—ensuring alignment with the organization's mission, core values, and strategic objectives.
- HR Policy Implementation: Devised and rolled out HR policies and procedures that not only complied with prevailing laws and regulations but also bolstered the organization's strategic aspirations.
- Budget Management: Steered the HR budget with precision, ensuring the cost-effective delivery of essential HR services and programs, maximizing ROI.
- Performance Management Innovation: Introduced a performance management system that elucidated expectations, provided actionable feedback, and unlocked development avenues for employees. This translated into marked improvements in performance metrics and surges in employee engagement.
- Change Management Expertise: Championed pivotal change management initiatives—including organizational restructures, mergers, acquisitions, and cultural shifts—and orchestrated their seamless adoption across the organization, minimizing disruption and fostering adaptability.
- External Relationship Building: Cultivated influential relationships with external stakeholders, including industry associations, professional entities, and academic institutions. This strategic outreach solidified the organization's competitive stance in the talent marketplace and underscored its reputation as an industry thought leader.
- Employee Advocacy: Collaboratively addressed multifaceted employee issues, ranging from misconduct and performance challenges to grievances, ensuring a balanced and fair approach that upheld organizational integrity.
- Operational HR Mastery: Seamlessly managed the complete HR operational lifecycle—from onboarding newcomers to managing departures—ensuring each touchpoint reinforced the organization's ethos and commitment to employee well-being
Senior HR Business Partner Leader
Michael Page International Recruitment
07.2015 - 05.2021
- Team Leadership: Directed a dedicated HRBP team comprising five seasoned HR professionals, overseeing human resource requirements for nearly 900 employees spanning the UK, UAE, South Africa, and the Republic of Ireland.
- HR Transformation: Collaborated with the HRD to pivot the HR function from a traditionally reactive/administrative stance to a forward-thinking and strategic orientation, yielding enhanced organizational efficiency.
- Pandemic Response Advisory: Offered daily counsel to the UK board during the challenging COVID-19 pandemic phase, adeptly navigating pivotal decisions related to office closures, the furlough scheme, redundancies, and comprehensive return-to-work protocols.
- Strategic Partnership: Built robust partnerships with Senior Managing Directors, boards, and leadership entities, crafting and deploying business-centric people strategies. These strategies were meticulously tailored to sync with both business objectives and HR imperatives, emphasizing talent attraction, retention, and capability development.
- Acting HR Directorship: Assumed the pivotal responsibilities of Director of HR as and when the situation demanded.
- Change Management: Spearheaded significant change initiatives and redundancy programs, ensuring smooth transitions and minimized disruptions.
- HR Initiatives Implementation: Championed the design and rollout of UK-centric HR policies, processes, and systems, encompassing areas like onboarding, performance management, and engagement trajectories.
- Employee Morale Enhancement: Persistently evaluated and amplified employee morale and retention, leveraging tools like engagement surveys, meticulous analysis, and actionable planning.
- Employee Relations Management: Expertly resolved intricate employee relations challenges, encompassing disciplinary actions, performance matters, and grievances, even in diverse regions such as South Africa and Dubai.
- Conflict Mediation: Conducted mediation sessions for both managers and employees, aiming for commercial resolutions that preemptively defuse potential escalations and mitigate organizational risks.
- Negotiation Proficiency: Conducted protected conversations with high-ranking employees, culminating in commercially sound settlement agreements.
- Training & Development: Curated and delivered training workshops for diverse organizational levels across the UK on topics like performance management, well-being initiatives, and cultural alignment workshops.
- Recognition: Honoured with the prestigious "Page UK Life Changers award" in 2018, underscoring the transformative impact of my HR contributions.
Manager (Human Resources)
Department of Transport and Main Roads (QLD)
01.2011 - 01.2015
- Organizational Change Architect: Entrusted with a paramount strategic role, leading the conceptualization and actualization of key organization-wide change initiatives to foster growth and adaptability.
- Senior Collaboration: Fostered robust alliances with high-caliber executives, inclusive of the CEO and Board Members, co-developing and rolling out HR initiatives to seamlessly complement and enhance business operations.
- HR Strategic Priorities: Delved deeply into quintessential HR domains such as championing inclusion and diversity, optimizing end-to-end recruitment with a spotlight on entry-level talent acquisition, fortifying capability enhancement, advancing performance management paradigms (inclusive of reward and acknowledgment schemes), and mastering intricate change management dynamics.
- Workforce Blueprint Leadership: Pioneered a competent team in the annual crafting and realization of both tactical and strategic workforce agendas, ensuring alignment with organizational aspirations.
- Divisional Genesis: Steered a pivotal change trajectory, culminating in the successful launch of a new division, integrating approximately sixty specialized professionals.
- Capability & Recruitment Synergy: Collaboratively with the General Manager, executed an exhaustive capability audit, leading to the design of definitive role profiles and the institution of a comprehensive and streamlined recruitment and integration pathway.
- HR Model Revolution: Played an instrumental role in metamorphosing the HR delivery framework, attaining a leaner, more efficient process while simultaneously enhancing client service benchmarks.
- Fiscal Oversight: Exemplary management of a $300k budgetary allocation, consistently maintaining transparency through periodic financial updates and performance reports.
- Dynamic Team Leadership: Demonstrated exemplary leadership acumen, helming and mentoring medium to expansive contingents of HR specialists, fostering an environment of innovation, collaboration, and excellence.
- HR Directorship Stints: Consistently rose to the occasion, stepping into the pivotal Human Resource Director role as needed, seamlessly integrating senior-level strategic imperatives with operational nuances.
Human Recourse Business Partner
Department of Transport and Main Roads
01.2008 - 01.2011
Human Resource Advisor
Department of Transport and Main Roads
01.2004 - 01.2007
Education
Bachelor of Commerce - Human Resources and Industrial Relations
Griffith University
Brisbane, Australia01.2002
Skills
- Strong Communication Skills
- Management Skills
- Leadership and Teamwork
- Change Management
- Employee Relations
- HRIS Technologies
- Employee Engagement
Languages
Japanese
Details
Gold Coast, Australia, 0458 503 146, camerongulin@gmail.com
Hobbies and Interests
- Travelling
- Paddle Boarding
- Cooking
References
References available upon request
Timeline
Head of Human Resources
PrimeTech Constructions Pty Ltd
01.2023 - Current
Head of People and Culture
Zweck
05.2022 - 02.2023
Head of Human Resources (Japan)
Michael Page International Recruitment
06.2021 - 04.2022
Senior HR Business Partner Leader
Michael Page International Recruitment
07.2015 - 05.2021
Manager (Human Resources)
Department of Transport and Main Roads (QLD)
01.2011 - 01.2015
Human Recourse Business Partner
Department of Transport and Main Roads
01.2008 - 01.2011
Human Resource Advisor
Department of Transport and Main Roads
01.2004 - 01.2007
Bachelor of Commerce - Human Resources and Industrial Relations
Griffith University
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