Kelly Ann Hunter

My father passed away in March of 2022, took on a Talent Contract role

• Reviewed referral candidates and contacted qualified individuals to request applications.
• Consulted with hiring managers to further understand business requirements and inform pipeline development.
• Built talent pipeline according to core company values and role requirements.
• Assistance in graduate recruitment project (60 grads PA)
• Trained and mentored newer recruiters in successful strategies for interviewing and qualifying candidates.
• Managed full-cycle recruiting processes for managerial and executive-level vacancies.
• Negotiated between talent and various agencies for contractual arrangements.
• Kept company in compliance with EEO requirements.
• Executed strategies to achieve scalability and efficiency while meeting retail talent acquisition needs.
• Managed talent booking contracts.
• EVP development activities

• Directed day-to-day operations by spearheading implementation of short-term and long-term strategies to achieve business plan and profitability goals.
• Implemented policies and standard operating procedures and managed quality, customer service and logistics.
• Recruited, hired and trained crew members on application of projects, customer relations and customer service.
• Developed onboarding process & collateral
• Developed retention stratergies
• Developed initiatives for process improvement and reviewed and assessed ongoing operations.
• Oversaw financial management, budget management, accounting and payroll activities.
• Analyzed and controlled materials, supplies and equipment operational expenses.
• Controlled departmental facilities use and approved requests for repairs or improvements.
• Presented performance and productivity reports to supervisors.
• Measured and reviewed performance via KPIs and metrics.
• Conducted employee observations and documented findings.

I resigned from this position due to my father going into palliative care.

• Due to being made redundant at the beginning of the pandemic, I created my own Plant and Florals gifting business
• I am a qualified Florist and was looking after small covid weddings and seasonal offerings
• Promoted business on social media platforms to maximize brand identity and generate revenue.

• Partnering with GM and HO departmental heads across Retail and Oncourse
• Served as link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Oversaw staffing needs, performance reviews, staff development and training procedures and coaching initiatives.
• Conducted employee relations investigations into safety complaints, allegations of harassment and general BAU employee relations
• Worked with business leaders to evaluate and optimize human resources policies.
• Involved in several EA renegotiation planning
• RAAP Member

My contract was terminated at the beginning of the pandemic.

• Start up Human Resources role - HQ and Warehouse locations – 60 staff across 2 locations
• Responsible for setting up the full suite of HR Collateral as well as training and safety and compliance
• Developed a wellness program as well as developed a change management strategy due to the business diversifying into other retail channels
• Supported top talent identification processes by interviewing candidates and executing onboarding, orientation and benefits processes.
• Developed onboarding collaterol
• Provided HR consultation services to leadership and department heads.
• Initiated employee evaluation process and recommended policy changes to help staff progress toward desired readiness goals.
• Held exit interviews and documented information discussed with employees.
• Created succession plans and promotion paths for staff to boost passion for reaching goals and objectives of organization.
• Formulated corrective action plan through analysis of management feedback and consultation with employee.
• Worked closely with team members to deliver project requirements, develop solutions and meet deadlines.
• Managed full-cycle human resource operational activities to maximize HR employee performance.

I resigned from this position due to the role not being scoped as it was in the interview process.

• Offered the HR Manager role based on my start up and change management experience, after business was purchased during administration
• Heritage brand with start-up needs and cultural feel
• Greatest Achievements: Hired and on boarded over 350 staff in 12 months, successfully developed business case to implement LMS to drive training initiatives and compliance across the business
• Implemented Change Management Strategy for Administration period
• Stand Alone HR Manager for 600 staff over 190 stores nationally - All head office and store based recruitment, including Executive recruitment
• Redeveloped Talent Attraction Strategy based on cultural review
• Provided high levels of IR/ER Support across the business
• High Volume Retail and Support Office recruitment and on boarding
• Developing Safety Management System with MYER Safety Committee
• Developed Skill Gap Analysis collateral
• Developed In store Bible for Retail Operations - Provided Change Management Support for 60 plus support staff post administration and during charge over to new owners
• Partnered with Payroll to deliver Better Off tests across the business

• Manhattan Menswear www.lowes.com.au
• Responsible for launching and project managing the Customer Engagement Program (Net Promoter Score)
• Greatest Achievements: 40,000 responses to Customer Survey in 8 months
• Successfully identified and implemented improvements across key areas of the business including developing new product lines and creating a new customer service team structure, processes and procedures
• Responsible for launching and project managing the Customer Engagement Program (Net Promoter Score)
• Acting as a Specialist HR Business Partner, providing insights through customer data across all areas of the business including Product and Quality, Operations, Marketing, Customer Service and Engagement and General HR and Business intelligence
• Developing and implementing new Customer Engagement Program and all associated materials
• Partnering with School Wear Division, acting as a Change Agent leading and supporting team through structural change
• Developing business cases based on in-depth analysis of customer data
• Training and mentoring of junior Human Resources and Recruitment Staff
• Participation in HR Strategy Development and implementation
• Recruitment sourcing of Head Office roles.

• Partnered with the Buying & Planning floor for full HR life cycle management
• Developed and launched Internship program
• Managed strategy for performance evaluation, corrective action and disciplinary measures.
• Guided department managers on hiring practices, salary ranges and position request forms.
• Selected to be key member of on-boarding/international relocation project
• Successfully improved senior vacancy times on average from 8 months to 3 months or less.

• Start up Role, total business creation of 6 businesses
• Major Achievements: Successful start and continuation success of The Iconic, Zanui and Hello Fresh, Total staff recruitment and on-boarding of over 500 people across 6 business’s, Developed successful business plans that supported the approval of The Iconic, Zanui, Dalani and Hello Fresh as Business Sponsors
• HR Management of over 500 staff
• Grew the staff levels from 30 to over 500 in 5 months Direct Management of 4 junior staff and interns
• Return to Work Coordinator
• Developed all HR documents including contracts, codes of conducts across all businesses
• All separation and terminations
• Staff on-boarding
• All Visa processing and initial set up for all businesses
• Developed multi business recruitment plan - Active and full recruitment for the business as a whole
• Create Candidate Database Training and developing Training and Developing Line Managers on interviewing techniques, industry specific questions
• Working with managers to create succession plans and ‘pulse checks’
• Developed Performance review process - Oversee OH and S roll out and process

• Achieve and exceed set KPI’s (Billed over $60,000 in first quarter)
• New Business Development
• Account/Client management ie: International Fashion group, Bardot, Forever New, Bassike, Billabong, Apparel Group, General Pants, The Hopkins Group, True Alliance, Sass and Bide, Chungs, The Hiatt Group, The Bleach Group, Karen Walker, Ginger & Smart, G Star, Hussy, Karolina York, Style Stalker, Willow, Y.D, Junk Fashion, Uscari etc - Screening, short listing and interviewing candidates
• Communicated with clients via email, phone, online presentations, screen-share and in-person meetings.
• Developed productive relationships with business representatives and consulted closely to uncover needs and match available solutions.
• Reason for leaving: Head Hunted by Rocket Internet

• Prior to 2001 I was a trained Florist and worked in several high-end florists in Sydney