Jenna Mack

• My current role sees my looking after the recruitment functions (including developing recruitment campaigns and strategies) end to end for two underground mining for Aeris Resources, a mid-tier precious metals mining company.

My role at KBR saw me leading the Talent Acquisition team with the Defence and Government Solutions Line of Business for KBR to deliver top tier Talent as one of four Major Services Providers to the Australian Defence Force.

This role saw me both leading the TA team, but remaining ‘hands on’ in terms of recruitment, predominantly looking after engineering based roles within Aerospace, Army and Navy. I am further responsible for delivering TA strategy internally and building internal TA capability in preparation for ramping up our workforce and talent pipelining to ensure we have the right talent and workforce plans in place for ramp-up and go lives dates with projects.

I worked with senior and executive leaders within KBR to advise on Talent Acquisition best practice and candidate experience.

In my 6 months with KBR I successfully halved the time to fill on engineering, ILS, Project Management and corporate roles and have additionally reduced Aged requisitions by over 60%, through the uplifting of TA capability with LinkedIn sourcing and headhunting.

Our agency usage and spend was $1mil in the 12 months prior to me joining KBR and at present it now sits at $0 so far this financial year, given my above ability to uplift my team’s capabilities.

My role within Korn Ferry Global (dedicated solely to the Westpac account) was unfortunately made redundant due to a cost reset for Korn Ferry globally and a subsequent restructure in AU of the Middle Management and Leadership teams.

My time within Westpac and Korn Ferry Global saw me lead of team of 10 Talent Acquisition Specialists, including 6 Senior TA Business Partners, 3 Sourcing Specialists and 1 Recruitment Coordinator.

When I started my role at Westpac, whilst my team was considered quite successful for the most part, I quickly identified gaps in the areas of stakeholder management, operational delivery focus and candidate experience.

I used a strong amount of historical data and previous results, commentary and surveying from the internal business to uncover these gaps and threw myself into quickly turning my team around into the high performing team they are now. I used a collaborative approach with my team and helped them understand these gaps, worked with them individually and as a wider team to change their mindsets and make them feel valued, appreciated and trusted whilst we worked through performance improvement in each one of these key areas.

I am extremely passionate about utilising tools like data (PowerBI, ATS reports) to drive excellence within the recruitment process, as it directly aligns to company branding and candidate experience and my biggest achievement was the turnaround of my TA team, which I firmly believe can be attributed to my strong ability in coaching, mentoring and leadership of others.

Key achievements –

· Reduction in agency spend across technology by 6% (SLA for Korn Ferry was 90% direct hires and my team and I reduced that to a 96% direct hired fill rate over the last six months.

· Led the Gold Coast Engineering Hub for Westpac – with my team hiring 65 people based on the Gold Coast within a six month period.

· Reshaped the EVP for the Westpac brand, driving our Employer brand promotion through LinkedIn videos, championing of well-shaped Diversity, Equity and Inclusion campaign (Westpac was placed top 10 globally recently for Best DEI employer)

· Initiated and helped lead a Veterans program to allow military veterans the opportunity to transition back into the civilian workforce post leaving the military/ADF.

· Utilising data and reporting tools as part of my every day role to identify gaps and blockages in the recruitment process early to enable me to help my team resolve these quickly and drive operational and Talent Acquisition excellence.

My role at The Lottery Corporation was a newly formed position to set up the internal Talent function after their de-merger from Tabcorp in June this year.

I was responsible for reshaping TA processes to meet Best Practice standards and have played a key part in creating a new EVP for the brand of TLC, led a Candidate experience project that will be implemented and delivered within the next month.

I also created, developed, and delivered TLC’s Talent Attraction Strategy and built our company LinkedIn page to where it is now in terms of reach and visibility to the candidate market.

Additionally, I worked closely with the CIO, ELT members, GM’s, and Heads of Department/s to ensure we’re building a pipeline of engaged and relevant high calibre Talent across Technology, Finance, HR and Legal & Risk.

I further had responsibility for BAU recruitment across roles within these portfolios and lead and mentor a small team of TA Advisors.

In my short time with TLC I built incredibly strong relationships with stakeholders and have greatly improved the TA function and it’s credibility within the wider business by delivering great outcomes.

My role at Leidos Australia saw me leading a small team of Talent Advisors to deliver Talent solutions for our IT Projects business across their large client portfolio that includes the Australian Defence Force (ADF) and the Australian Taxation Office (ATO).

Whilst I still remained ‘hands on’ in this role and strategically recruit a number of key positions, I am additionally tasked with creating, implementing and delivering Go to Market strategies for the business as well as advising our Vice Presidents, General and Senior Leadership teams on best practice Talent Attraction and Management.

Key achievements

· Within the first 6 months of my role with Leidos was being responsible for a saving of $350k in recruitment agency fees across a business critical program of work ramp up for the ADF. This was achieved by moving to a strategic sourcing model that the business hadn’t utilised before and proactively headhunting key talent via LinkedIn and Seek Premium search platforms.

· Since commencing my role at Leidos I have been responsible for the successful delivery of Talent to the IT Project Business across two large programs of work with a combined value of $250m to the business.

· I have built very strong relationships with key stakeholders within the business from Senior Managers to the VP of IT and the CTO and have worked closely with them to build and deliver effective Talent Acquisition strategies for their portfolios.

In this diverse role, I managed Datacom’s Talent Acquisition strategy for AU and NZ in addition to overseeing the recruitment activity across both areas.

Additionally, I was responsible for looking after multiple strategic projects and BAU/hands on recruitment as part of my core role.

My role at Datacom saw me leading a team of six Talent Acquisition Advisors and Administrators overseeing performance, delivery and workforce planning to ensure we’re meeting the demands of the business. I thoroughly enjoy coaching and mentoring my team and being a part of their development into talented recruitment professionals.

A large component of my position at Datacom involved strategic sourcing and talent pooling/pipelining for upcoming Technical, Corporate and Executive roles and partnering with key stakeholders in the business to provide market insights and hiring trends to ensure Datacom stays ahead of our competitors.

Currently I am driving a “Hiring for Future Growth” recruitment campaign to look at targeting mid-senior level talent with skillsets and experience and emerging technologies that are aligned to where our business wants to be from both a technology and consulting perspective over the coming 12-18 months.

The key aspect of this project are-

· Partnering with Senior and Executive Level Management to understand where their lines of business are heading from both a Sales and Technology perspective over the coming year. This will ensure we’re not just “replacing” existing skillsets when an employee leaves the business, but are also looking at Talent that possess skills and technologies that will be able to add additional value to both our business and clients

· Significantly improve our internal processes and strategy around Senior Level Talent Attraction, Talent Pooling and Pipelining. I am passionate about candidate experience and have launched some brief refresher training and sessions to be run internally for both my team and our hiring managers so that we are providing the best possible experience for candidates at every stage of the recruitment process

Additional Achievements

· An overall reduction in agency spend by $430k in the first 6 months of my role. This was achieved by reviewing the current role of our Recruitment Business Partners and how they were collaborating with hiring managers; then making incremental changes to the internal model (in conjunction with the wider TA team) to drive better engagement between the internal team and relevant managers within each business line.

· Improved LinkedIn InMail acceptance rates by over 40% within the Talent Acquisition Team.

In my role with ASG Group I was solely responsible for the end to end recruitment function in QLD including corporate and Managed Services roles in addition to all levels of Consultants across our Advisory and Solutions practices.

Our business works with clients across the Banking and Financial Services, Mining Oil & Gas, Not For Profit, Telco, Retail and government sectors so the Consultants we recruit need to be adept at working across multiple industries and often complex environments

The positions I attract talent for across these areas encompass – Development (java, .Net, iOS and Android), Infrastructure (support, network engineering, architecture and cyber security), Project and Program Management as well as Business Analysis and Change Management.

As the portfolio of clients that engage our Consulting business is very diverse; it’s imperative in my role that I stay informed on technology trends and any candidate demographic changes in these roles to ensure the strategies and methods we are using to attract talent remain as relevant as possible.

I create and implement ongoing employer branding and innovative sourcing strategies to ensure the ASG brand is highlighted as effectively as possible in the Brisbane market, post-acquisition of SMS in 2017.

I partner closely with the business and senior/executive leaders to ensure we are continuously and effectively attracting top talent for the QLD business and our respective clients.

Key Achievements

· Implemented new Talent Attraction strategy and recruitment process into QLD within first 60 days in role

· Achieved (as a National team) total cost to business savings of over $1.2m thus far by eliminating agency usage across APAC.

· Within first 90 days I rebuilt both the QLD Solutions and Advisory Practice teams back to capacity after unprecedented attrition that occurred pre-acquisition of SMS by ASG Group.

· Achieved 5% overall growth in 2018 of headcount across Advisory and Solutions Practices in QLD.

· Significantly increased ASG’s brand and employment profile in Brisbane by sponsoring and representing the company at multiple industry events throughout 2018

My role as Talent Acquisition Advisor/ Specialist saw me managing all aspects of Talent Acquisition within Woolworths ICT portfolio including the strategic sourcing, market mapping and pipelining of niche talent within ICT. This portfolio incorporates a total of 1600 ICT employees (1200 permanent and 400 contract staff) and includes roles from Service Desk through to Heads of Departments within IT.

In conjunction with running all aspects of the ICT recruitment portfolio from a day to day perspective, I am further responsible for closely partnering with my hiring managers to create compelling and innovative sourcing strategies which are aligned to each different role, it's requirements, the specific culture within that section of the business and the current state of the candidate and ICT markets.

As part of my role, I also partner with senior leaders within ICT to create strategic sourcing strategies and a long-term pipeline of candidates that we feel are aligned with Woolworth’s core values and will succeed within and add value to our business in the future.

Key skills, achievements and strengths I've demonstrated and delivered within this position include -

● Proven ability to effectively influence key stakeholders and change the way they look at recruitment as a HR service or function - from a 'process' to an advisor and market expert

● Played a key part in the development and implementation of a candidate experienceprogram within Woolworths Support and Corporate functions.

● Achieved cost savings in excess of over $600k in the Woolies X Digital team due to new strategies implemented for sourcing, searching and selecting candidates

● Repaired and further strengthened previously damaged relationships between key ICT managers and HR/ Recruitment

● Created and delivered recruitment and interviewing capability uplift training to all Senior ICT Mangers throughout the Woolworths Group

● Exceptional relationship building and stakeholder management skills

● Strong ability to build rapport and credibility quickly with managers and senior leaders through excellent communication and interpersonal skills

My role as Lead Recruitment Advisor at Morris Corporation saw me leading the recruitment function for our entire Eastern Seaboard, comprising of 16 sitesincluding Head Office and recruiting between 50 and 70 roles per month. I had between one and three direct report/s (Recruitment Administrator and Recruitment Advisors), whom I was responsible for managing day to day, setting KPI’s for and developing professionally.

In addition to leading the day to day recruitment function, comprising of the recruitment of roles in ICT, Finance, Operations, HSEQ, Senior Management & Executive and blue collar/trades, I was heavily involved in the development and implementation of critical HR and recruitment strategies, projects and policies and the execution of HR contracts.

Key projects and achievements –

● I completely overhauled our recruitment process including a new candidate attraction strategy, the re-writing of advertising and interview templates and introduced new sourcing approaches including the usage of new job listing sites and social media campaigns.

● Assisted in the implementation of LinkedIn Recruiter to enable us to proactively source talent for Operations, Senior Management and Executive positions.

● Individually trained and advised key Hiring Managers on effective interview techniques to ensure fair, ethical and consistent hiring and to further promote a positive experience for applicants throughout the recruitment process.

● Improved the utilisation of our Recruitment Management System (PageUp) to enable our team to review position applications more efficiently and decrease ‘time to hire’.

● Successfully re-wrote and rolled out a new Employee Exit process and policy to significantly decrease the amount of time our site managers spend on documentation.

● Reviewed and re-wrote our national Employee Exit Survey and process, resulting in an increased response rate from 10% to 65% and rising each month.

My role as Recruitment Specialist involved a high volume of recruitment across our three core divisions – Corporate, Sales and Resorts. The roles I recruited for in this position included a diverse range of white- and blue-collar roles including ICT, HR, Property and Construction, Finance, Operationsand Senior Management.

This position also saw me heavily involved in critical Recruitment and HR projects in conjunction with overseeing the entire recruitment function for the Asia Pacific Region.

Key projects and achievements –

● The implementation of an in-depth behavioural and psychometric profiling system (SPSS - Statistical Package for Social Sciences and Neo profiling) for our entire Sales division to enable us to identify specific traits of our top performers and then recruit based on these markers going forward to enhance our sales figures in the APAC region.

● The development and implementation of a new international criminal history check for key employees via the Australian Federal Police, reducing our turnaround time for recruiting high level positions by 2.5 weeks. This process included negotiating with vendors, implementation of the new system, the re-writing of new policies to support the new process and the ongoing training of staff.

● I worked closely with our call centre and tele-sales section to analyse their candidate attraction, recruitment, onboarding and training processes as their turnover rate was close to 200% when I commenced. I re-wrote recruitment advertisements, interview questionnaires and assessment centre resources as well as conducted full training sessions with Hiring Managers on best practice recruitment. This resulted in a 75% reduction in turnover within three months.

● In conjunction with the Wyndham Marketing team, I implemented the use of YouTube, Facebook and LinkedIn for advertising vacancies and created short videos with key existing employees, promoting Wyndham as an Employer of Choice across the Asia Pacific Region.

• Overseeing the entire recruitment function for the Asia Pacific Region at Wyndham Vacation Resorts.

In my role as Senior Recruitment Consultant with BUSY, I was a part of the Recruitment Solutions team – a small arm (three team members) of the larger organisation.

Given the size of our team, this was a 360 degree role encompassing a large amount of New Business Development and I recruited across multiple industries and role types (both white and blue collar) including Mining, Oil and Gas, Manufacturing, Information Technology/ICT, Qld Government and Not-For-Profit.

Role types I recruited for in this position include Geologists, Mining Engineers, Field Service Technicians, Operations Managers, Project Managers, Business Analysts and all level of trades/services positions including fitters, mechanics, poly-welders and boilermakers.

I was also responsible for driving our Indigenous Employment/Recruitment capabilities and have worked with clients such as Clough, Downer, UGL, Saipem and QGC to recruit indigenous candidates into trades / blue collar roles throughout QLD.

• Recruiting within the QLD and NSW coal mining sectors at Lime Recruitment.

• Specializing in IT recruitment across public and private sectors at Hudson.