Emily Moore

Key responsibilities:

• Provide advice, coaching, and support to managers on all employee-related matters.
• Streamline existing processes where possible to improve efficiency, and implement new processes when required.
• Advise and coach the Senior Leadership Team (SLT) on best practices for developing effective teams and promoting a high-performing culture.
• Provision of timely and accurate people reporting to support effective decision-making within the Project.
• In collaboration with the Remuneration and Benefits team, facilitate the yearly remuneration review process in line with company guidelines, while promoting pay equity and retention of top talent.
• Facilitate talent and succession planning exercises in partnership with senior leaders, using the 9-box grid to identify top talent.
• Lead formal disciplinary and performance management processes.
• Effectively manage the redeployment process at the end of the project lifecycle, including facilitating redundancies in line with relevant consultation requirements and legislation.
• Implement and roll out various HR projects and initiatives to improve organisational culture and employee engagement.

Achievements:

• As a project Joint Venture (JV), implemented a successful onboarding process from scratch working collaboratively across the two companies. This included development of a project plan, buy-in from relevant leaders & teams, facilitated management education sessions and rolled out onboarding surveys to measure success and employee experience.
• Successfully and strategically redeployed employees onto alternate construction projects across Australia and within the organisation, reducing the volume of required redundancies by over 80% from initial forecasted numbers.

Key responsibilities:

• Coached managers through complex ER/IR matters, ensuring that matters are handled in line with policy and legislative requirements.
• Streamline and improve processes to enhance efficiency.
• The first point of contact in the Manager – People & Culture's absence.
• Facilitated and rolled out key initiatives as part of the People & Culture Strategy.
• Led and managed key VPA strategic projects from development to implementation.
• Acted as a team leader and provided guidance to the People & Culture Business Partner.
• Assisted with EBA planning and negotiations.
• Maintained knowledge of legislation to ensure policies and processes align with legislative requirements.

Achievements:

• Led the rollout of the company's organisational engagement surveys from development to implementation.
• Chair of the OHS Committee.
• Rolled out and created the 'Meet the Teams' introductory videos as an attraction initiative.
• Led the transition of all staff to ongoing employee contracts as a result of new legislation.
• Member of the DTP ER/IR Community of Practice.

Key responsibilities:

• Provided operational and strategic recruitment and selection advice, including but not limited to the development of position descriptions, the provision of best practice advice, and refreshing job ads and recruitment processes.
• Coached managers through complex ER/IR matters, and facilitated mediations where appropriate.
• Managed ER/IR matters through the development and review of appropriate policies and procedures, and updated based on legislative, internal changes, or regulatory obligations.
• Extracted, manipulated, and analyzed workforce data to effectively communicate trends to key stakeholders.
• Managed a wide range of P&C projects, from development to implementation.
• Assist in the refresh of company policies and procedures to ensure they are compliant and fit for purpose.

Achievements:

• Reviewed and redesigned onboarding processes, resulting in recognition from the VPA Board Chair.
• Successfully managed and de-escalated multiple performance management processes.
• Assisted in the design and implementation of a new HR and Payroll system, and was recognized as a subject matter expert for the system.
• Developed and rolled out a sexual harassment policy to adhere to legislative requirements.

Key responsibilities:

• Provided advice and guidance to managers and employees on routine HR policy and existing processes.
• Coordinated core people processes, including induction, probation, people movements, performance and development planning, workforce planning, recruitment, and exits.
• Created ad hoc and monthly reports to inform decision-making.
• Assisted the Senior People Partner in the resolution of complex employee relations issues.
• Developed strong professional relationships with senior leaders, managers, and employees to develop an understanding of business needs and offer a proactive approach to people solutions.

Achievements:

• Created a centralized system, enabling efficient and accurate management of client groups' information, to ensure key milestones relating to the employee lifecycle were met.
• Implemented an efficient approach to managing excess leave and effectively coached managers through managing their employees’ excess leave in line with legislative and policy requirements.

Key responsibilities:

• Delivered new starter induction sessions.
• Facilitated end-to-end recruitment, including the use of Chris21 for onboarding processes.
• Provided policy interpretation and advice with reference to the VPS EBA.
• Assisted in the resolution of complex ER issues.
• Participated in various projects, including but not limited to the graduate recruitment project.
• Managed the Learning Management System and compliance training modules.
• Implemented and facilitated various HR projects and initiatives, including Coffee Roulette, team collaboration programs, and new starter networking programs.
• Delivered a yearly flu vaccination program and various other health and well-being initiatives.

Achievements:

• Launched the organisation's first Learning Management System, which facilitated a suite of mandatory compliance modules, in addition to optional professional development courses.
• Created process documents for MTIA’s first-ever virtual assessment center for the graduate recruitment program.
• Delivered the flu vaccination program while staff were working from home in an ambiguous environment.
• Supported staff through complex policy queries, including leave, staff benefits, and payroll advice.
• Established and delivered the 'Bridge the Gap Program' – a new starter networking program.