Janine Cox

Responsibilities

• Lead a small team to research, develop and deliver initiatives outlined in the Town's Strategic Workforce Plan 2020-24.
• Collaboratively leverage stakeholder relationships to build organisational capability and achieve the Town's objectives outlined in the Strategic Community Plan and strategic documents as part of an integrated planning approach.
• Deliver various training to meet needs of the business, including, but not limited to; leadership development, compliance training, corporate induction and Code of Conduct.
• Backfill Manager HR position during periods of leave.
• Oversee the Training Budget allocation and contract management of training and service providers.
• Seek avenues for continuous improvement of systems, processes, tools and frameworks to support a high performing organisational culture and enable culture change.

Achievements

• Worked collaboratively with community and colleagues to re-introduce Aboriginal Cultural Awareness Training for all staff.
• Introduced GROW Coaching model to line leaders.
• Developed and launched the 'Shape Your Future' Traineeship and Apprenticeship Program.
• Co-created the Town's Change Management Framework.
• Supported the development of the Strategic Workforce Plan 2020-24 and have implemented quarterly reporting to track progress.
• Reviewed various IOPs and Policies, including the Volunteering and WHS Policy; providing advice to Council via OCM agenda items.

Responsibilities

• Proactively engaged with stakeholders to business partner across directorates, supporting all actions from 'hire to retire'.
• Provide advice and support for grievances, conflict resolution, performance management, ER matters, and the interpretation of the Town's Enterprise Agreement 2019.
• Upskill line leaders on recruitment, selection, onboarding and coaching of employees.
• Reviewed establishment and employee data regularly, updated naming conventions in line with Enterprise Agreement classifications.
• Supporting a collaborative approach when other colleagues are required in a case, e.g. WHS.
• Co-wrote response to EEO Annual Reporting 2020-21

Achievements

• Supported WHS Audit LGIS (an increase from 43% in 2018 to 89% in 2021).
• Participant in the LG Professionals – Regional Management Challenge (April 2021) – won case study related to customer service.
• Attended numerous career expos to A&R local talent and shift the brand of the Town of Port Hedland.
• Agile response to COVID pandemic – no redundancies, all FTC or Perm staff reallocated to alternative usual duties.
• Responded to complex mental health and critical incidents occurring in small regional location – supported staff and line leaders in timely matter and linked to EAP services.

Responsibilities

• Managing, coordinating and administering the Fremantle Museum site operations.
• Overseeing all aspects and functionality of Visitor Services and Cleaning teams.
• Ensuring high standard of customer service and site access for all visitors.
• Managing and coordinating contractors to complete maintenance and breakdown repairs.
• Delivery of innovative visitor experiences within resources and allocated budgets.
• Overseeing Work Health and Safety aspects, including contractor management, other visitors to site and improvements to WHS templates/induction.
• Liaising with and strengthening multiple stakeholder relationships.
• Delivered all aspects of site operations within set budgets, whilst sourcing opportunities to continuously improve service delivery.
• Recruitment, training & development and performance management of staff.
• Overseeing security services for both Fremantle sites.
• Effectively managed various site projects, including Infrastructure Improvement Project (Lighting).
• Acted in Site Manager position when required.

Achievements

• Developed and implemented a site based contractor induction manual and process. This was pivotal in tracking compliance and maintaining consistent safety standards on site.
• Recruited and supported ongoing development of Supervisors in the Visitor Services team. Provided ongoing coaching and support to address workplace issues and improve customer service.
• Successfully balanced daily operational needs and longer term strategic goals by creating annual Operational Plan against the Strategic Plan, making adjustments as required.
• Completed all recommended audit actions from the WHS improvement plan, actively leading change to improve the safety culture on site, participating in WHS Committee Meetings and identifying and resolving WHS matters promptly.

Responsibilities

• Conducted a specific project to research and review the current status of the WA Museum's WHS position; including current policies, framework, resources and practices.
• Liaised with various stakeholders regarding their employee and site WHS concerns.
• Enlisted the support of qualified colleagues where specialised advice was required on legislation.

Achievements

• Completed the Work Health Safety review project within the specified timeframe and provided prioritised recommendations.

Responsibilities

• Liaised closely with key stakeholders to ensure effective project delivery for management/executive teams and individuals.
• Reviewed and developed policies to support the facilitation of effective workplace processes and frameworks.
• Supported various strategic projects including: change management, an intranet review project, cultural awareness training, data and leave management, organisational restructures, temporary exhibition launch events, and the New Museum Project (Perth site redevelopment)
• Analysis and interpretation of HR data to inform strategic project planning and business decisions.
• Supported the annual strategic review of workforce planning, operational and budget planning.

Achievements

• Researched, developed and implemented the WA Museum Corporate Induction program (including content for the Manger modules).
• Supported the development and implementation of the Workforce Plan; ensuring that other key projects, such as the New Museum Project and Branding/ Audience Research and visitation data were incorporated.
• Developed content for and piloted online learning across the Museum.
• Successfully coached managers at various levels to address complex work situations, building rapport quickly and offering support/advice.
• Developed creative content and facilitated Quarterly Management Meetings through engaging activities aligned to the strategic goals of the Museum.
• Involvement in the mentoring of less experienced staff and leading a team when a duty manager is required for site specific exhibitions
• Communicating effectively and professionally with a diverse range of people within the Arts and Cultural sector, other government and non-government agencies and external service providers.

Responsibilities

• Managed and supported a case load of clients with various backgrounds and differing levels of risk and need.
• Provided respectful and professional advocacy for clients across a variety of issues, aligned to the principles social justice.
• Actively displayed a strong ethical, legal and professional level of practice.
• Worked safely and proactively in a variety of settings, implementing risk assessments and WHS procedures as required.
• Maintained succinct and professional case notes/files and completed monthly reports.
• Effectively and professionally engaged with various externals agencies and managed stakeholder relationships to ensure optimal service provision for clients.
• South professional development and supervision to refine my practice.
• Managed competing demands effectively, balancing needs of clients and critical incident response.

Achievements

• High level of engagement from clients, displayed through a reduction in recidivism and achievement of client's key life goals.
• Ongoing engagement in long term programs related to employment and housing.
• Building strong rapport with stakeholders and clients, leading to effective outcomes, particularly for clients presenting with complex needs.

Responsibilities

• Engaged at risk young people in various programs, including attendance at school, medical, psychological, social and other important appointments.
• Mentored teen girls to engage in safe lifestyle choices and encouraged healthy living habits.
• Provided support and skill building (through a strengths based approach) for various life skills, such as cooking, personal hygiene, health and wellness, education and social connection.
• Maintained concise records of interactions with young people in care.
• Produced regular reports on progress of clients, attended court hearings and case management meetings to support clients to develop agency over their outcomes.
• Mentored and trained new colleagues in daily tasks, providing support and debriefing on critical incidents.

Achievements

• Refined understanding of culturally appropriate practice.
• Built strong professional boundaries whilst maintaining respect and rapport with clients.
• Ability to resolve conflict and deescalate volatile situations.
• Applied knowledge and experience in responding to critical incidents.
• Strong understanding of development stages and the impact of trauma on young people.
• Key outcome was that all clients were either engaged in school or an alternate program prior to the Outcare contract ending.

Researched and developed a Strategic Attraction and Retention Framework.

• Documented current practices for attraction, recruitment, selection and retention of staff and recommended strategies to be implemented.
• Received a Distinction grade for this placement.
• The framework was endorsed by the Executive Leadership Team and provided the scope for the Department’s strategic HR activities for 2006 – 2009.

I have extensive experience in customer service roles within the hospitality and retail industries. These roles provided the foundation for me to build and refine my interpersonal communication and conflict resolution skills.

• Sizzler Restaurant
• Dome Cafe
• Liquorland
• Hyatt Regency Perth