Karen Blizzard

• Led the HR APAC region during the global introduction of SuccessFactors HRIS, overseeing all phases of the project from planning, change management and deployment
• Collaborated with regional HR leaders and IT teams to ensure seamless integration of SuccessFactors into existing downstream systems and HR processes whilst addressing regional compliance and localised needs
• Managed compliance to project plans including timelines, milestones, and resource allocation, ensuring projects were completed on time and within budget
• Conducted training sessions for HR staff and end-users on the new system functionalities
• Represented the HR APAC community in the development of the global HRIS template design and deployment
• Spearheaded a change management program that facilitated the adoption of the global HRIS rollout across 13 legal entities with diverse cultures and HR process maturity levels
• Change management included development of stakeholder analyses, change impact assessments, establishment of an APAC Change Agents Network, facilitating end-user-training, producing training materials and videos
• Led the cross-functional team coordination of the APAC region rollout of the SuccessFactors performance management module achieving 98% compliance to global processes in the first year
• One month after go-live of the EC SuccessFactors module, achieved 100% data integrity of headcount and positions evidenced through the reconciliation of SuccessFactors against the financial year’s plan. APAC was the first region to achieve this feat
• Played an integral role in the development and successful deployment of integrations from SuccessFactors (via the Payslip third party application) to local downstream payroll systems for 9 legal entities.

• Assisted in the design and implementation of organisational development strategies during various restructure initiatives
• Managed payroll operations for up to 350 employees using the Chris21 payroll system, ensuring compliance with Australian payroll regulations and timely processing of employee payments
• Managed employee relations matters, resolving conflicts and fostering a positive workplace culture through effective communication and mediation strategies
• Implemented HR policies and procedures that align with organizational goals while ensuring compliance with local employment laws
• Led the development and implementation of Olympus Australia & New Zealand's Employee Value Proposition “Shine” including conducting focus groups and employee surveys to gather insights on the core elements
• Achieved Prince2 Project Management Practitioner certification and utilised the Prince 2 methodologies during the implementation of various projects
• Improved HR operations from manual to automated processes including implementing Chris21 payroll application, removal of manual forms to Adobe-sign, automation of organisational chart issuance
• Led the introduction of the Achievers Reward and Recognition platform, enhancing employee engagement and recognition across the organization
• Played a lead regional role in the carve-out of the Scientific Solutions business, collaborating with cross-functional teams to develop and implement a comprehensive HR TOM tailored to the new business structure
• Revamped the annual performance management cycle to reduce the administrative burden on stakeholders and promote efficiency (pre-SuccessFactors)
• Championed the global introduction of SuccessFactors through managing the pilot program for the Australian and New Zealand businesses prior to the global rollout
• Proactively identified and solved complex HR problems throughout the COVID-19 pandemic that impacted operations management and business direction
• Provided HR consultation services to leadership and department heads
• Championed data and analytics to improve company processes and data-driven decisions and developed stakeholder reports summarising HR metrics such as, turnover rates, absenteeism trends and talent retention rates

• Provided HR advice and support to employees on terms and conditions of employment
• Managed annual remuneration review processes
• Assessed internal relativities and the external market to establish appropriate remuneration strategies
• Reviewed and developed reward and recognition programs
• Monitored contemporary HR practices to identify opportunities for enhancing systems and processes
• Prepared and submitted periodic financial and human resource management information and reports
• Applied knowledge of legislation, policies, procedures, and work instructions to ensure compliance
• Developed the organization's performance appraisal system
• Played a key role in implementing the organization's industrial relations strategy including the introduction of an Employee Collective Agreement with unions
• Achieved zero industrial relations claims including unfair dismissal or discrimination claims maintaining harmonious relationships with on-site unions
• Implemented HayGroup Job Evaluations to assist in determining participation into the Executive Incentive Program as well as succession planning and remuneration strategy
• Project managed the implementation of the organization's HRIS (Chris21 including the HR, payroll, L&D, self-service kiosk, e-recruitment and OH&S modules) on schedule and below budget
• Assisted in developing the organization's myriad of HR policies and procedures
• Assisted in the recruitment of approximately 300 employees for a Greenfield's site within a tight employment market
• Successfully reversed past negative perceptions of the payroll function after assuming responsibility
• Successfully leveraged technology to reduce the administrative burden of the HR function e.g E-recruitment, self-service modules, superannuation clearing house.

Provided HR consulting services to small to medium-sized organizations including:

Thiess Services Pty Ltd

• Assisted with human resource, OH&S and quality documentation during the tender process for the North South Bypass Tunnel in Queensland

Transroute International

• Provided HR assistance in establishing an operation and maintenance organization for Poland's A2 Tollway
• Developed position descriptions, comprehensive Human Resource and Training Administration Manuals including training needs analysis, development of training course outlines, assessment criteria and training outcomes
• Visited the A2 Tollway in Poland on two separate occasions during the assignment to handover the HR function strategic plans to the operational team.

Transroute International

• Appointed to the North Luzon Tollway Project in Manila to develop their Recruitment & Training Plan including a recruitment policy, selection criteria's, selection and recruitment processes and targeted selection interview questions.
• Developed an Occupational Health and Safety Plan for the project

Azheimers Association of Victoria (AAV not-for-profit)

• Initially conducted a HR audit and provided consultancy advice in regards to areas that did not meet legislative or best-practice requirements
• Post-audit was appointed to develop and implement the performance management program, documenting payroll processes, writing and implementing various HR policies such as OH&S, EEO, Recruitment and Bullying & Harassment with a view of mitigating risk of non-compliance to employment laws
• Negotiated an Enterprise Agreement between AAV and the Health Services Union

John Crane Australia (JCA)

• Conducted a HR Audit of JCA's HR policies, procedures and practices
• Developed a detailed report, risk analyses and presented the results to JCA's Management Team

TLO was contracted by the Victorian State Government to operate a newly constructed motorway (CityLink) for a 35-year contractual period.

• Established a Human Resources function for the Greenfield's site
• Negotiated the Enterprise Bargaining Agreement with the Australian Services Union prior to workforce recruitment
• Managed the talent acquisition of over 300 employees
• Developed and maintained a learning and development strategy
• Ensured compliance to common law contracts and enterprise bargaining agreements
• Ensured the maintenance of accurate personnel records and statistics
• Managed organizational change
• Contributed to the provision of a safe and healthy working environment for employees, contractors, visitors and the public
• Ensured compensation claims were processed promptly and accurately in accordance with Workcover requirements
• Ensured staff welfare and counseling support was provided to staff
• Ensured compliance with the Company's EEO policies and investigated and reported on any complaints or grievances
• Developed and maintained a comprehensive Human Resources Policies and Procedures manual
• Developed a training strategy for staff and contractors including writing training needs analyses, training matrix and criteria for assessing and approving delivered training programs
• Sourced, implemented and managed the Company's payroll system ensuring compliance to local laws and industrial agreements
• Coordinated the implementation of the Company's Occupational Health and Safety Committee and achieved external certification in accordance with Australian Standard 4801 (Occupational, Health and Safety)
• Developed and implemented the Company's Performance and Development Review system and remuneration policy in line with board policies and market rate adjustments
• Managed the Company's Quality accreditation to maintain International Standard ISO9001