Lloyd Sauteur

A skilled learning and development consultant with over ten years of experience in managing large-scale training projects. I have worked with various organisations, including utilities, superannuation, banking, and QSR training teams, where I have managed administrative support and collaborated with stakeholders and personnel from diverse backgrounds and cultures. My expertise lies in developing, delivering, and evaluating end-to-end programs in change management, leadership and development, enhancing capabilities, customer behavior, risk, and project management. With my experience, I have achieved company outcomes by adjusting each iteration cycle for development processes to drive success. I have a proven track record of successfully managing multiple projects and developing innovative solutions.

• Graduate Certificate of Digital Learning and Teaching, Victoria University, 2022
• Bachelor of Adult Learning and Development, Monash University, 2014, 2016
• Diploma in Training and Assessment, 2011, 2012, True
• Diploma in Vocational Education and Training, 2011, 2012
• Certificate IV in Training and Assessment, 2010, 2010

• EnergyAustralia, Organisational Change Specialist, 08/2022, 12/2022, True, Understand the lead change ecosystem and how this is embodied at EA., Proven ability to analyse complex change activities and identify people impacts, Provide autonomous change consulting and advice on self-service and low to medium initiatives/projects: covering all elements of change management, considering impacts enterprise-wide, within business areas and in alignment with EA’s strategy and culture, Develop strong, positive relationships with all levels of stakeholders and effectively manage expectations build support to deliver a top-down driven change management approach, Educate leaders that everyone has a role to play in leading change, Seen as a trusted and effective coach and advisor, Support capability growth in change management across all levels of the organisation through coaching and consulting, Coach programs/projects/stakeholders on the role of change, ADKAR, EA’s change frameworks and approaches, Supports, contributes to and measure the effectiveness of EA’s enterprise change framework, methodologies and tools to ensure business needs are meet, Use own and others’ expertise to achieve outcomes, and take responsibility for intended outcomes, Exercise judgment and initiative to set priorities and monitor workflow within area of responsibility, Provide constructive feedback and actively address feedback received, Create and maintain a positive work climate by supporting the Head/Lead of Change to build a highly motivated and engaged team, Provide support to team members as required on their programs/ projects flow through
• DuluxGroup, Learning Designer, 05/2021, 12/2021, Responsible for designing, developing, and maintaining Instructor-Led training content in line with the overall Training Academy strategy, Deliver a comprehensive catalogue of learning opportunities and resources that meet the needs of the business with sales and capabilities and the overall Training Academy Strategy, Creating Instructor-Led training that is relevant and engaging to a wide range of adult learners, Accuracy and alignment of content to brand and Training Academy standards, Identify ways to promote adoption of new behaviours and soft skills required to realise the benefits of the change program, Instructor-Led training for adult learners by challenging the status quo and striving to create solutions that engage, educate, and excite their customers with new learning principles, Collaborate where possible, sharing knowledge and resources and educating others on unfamiliar processes or practices, Identify development opportunities and keep current with industry trends and changes to stay ahead of the curve, Stakeholder management across the DuluxGroup, Influence and collaborate with different teams across the business
• Freelancing, Learning and Development Consultant, 02/2019, 02/2021, Supports senior management of Talent Development on the company performance management program and employee engagement program, Assist with the development and implementation of customised training for the leadership and management development programs, Support performance management, Proactively provide feedback to employees and managers about individual and group learning events to encourage performance improvement, A core area of focus – is the development of Customer Service training programs to improve departmental performance and efficiency, Annually reviewing vendor quality and accessing and sourcing new providers through an extended Learning and Development third party, Lead the development, implementation and monitoring of training in relation to projects, initiatives and other business changes, - Undertake training needs analysis, - Develop communication and training strategies that include ongoing evaluation and feedback, Develop training material and user documentation in multiple formats (including presentation user guides and videos/interactive content) utilising strategies that help make change achievable and sustainable, Deliver high quality training new processes and features, either directly, or through a train-the-trainer model, Provide direct support during limited implementation phase to ensure change is effective, Provide system support to users following implementation until the change process is complete, Monitor key stakeholders, identify and report on issues and trends, Provide a formal close out report once implementation is complete, Succession planning in building and developing teams’ capabilities through a talent pipeline, Facilitating workshops, to either a group or 1-on-1, with the support of mentoring and coaching, Assessing and measuring the return on investment (ROI) of learning programs
• National Australia Bank, Global Corporate Institutional Banking (C&IB)– Learning and Development Consultant (Secondment), 01/2018, 10/2018, Provide a consultancy and education service to all divisions within Corporate Institutional Banking in risk management, Monitor business planning, strategy and activities throughout the organisation, Coordinate learning workshops nationally., Facilitate (soft skill and technical skill) learning programs, utilising current learning methodologies to achieve a more significant learning experience., Develop risk management policies, practices and standards for implementation, and educate and advise on such implementation, enable a professional and consistent approach to achieve business objectives throughout the business unit, Led and coordinated learning programs throughout the global organisation, Implemented a new induction program within Corporate Finance which led to an 11% increase in employee retention, Transformed and Board approved - NAB Corporate Institutional Banking Induction program., Implemented strategies and programs from FX EU Undertaking of ASIC, Improved learning engagement by 36%
• National Australia Bank (MLC Super), Learning and Development Consultant, 08/2015, 12/2017, Analysing inbound calls for current information and legislation are delivered effectively to minimise risk, Educating the frontline team members and internal stakeholders about new changes within legislation and regulations from the ATO and APRA, Implementing training programs to manage rules and organisational change, Inducting new team members through a 5-week superannuation induction program, Managing risk and compliance development programs, Led change management for new on-boarding fund plans for client service, Coaching staff behaviours to provide advice to customers, tailoring solutions to meet customer needs, Tailoring changes to specific corporate funds, ranging over 90 employer plans (fund product defined benefits and defined contribution and insurance calculation for corporate plans), Improving NPS score by 9% and led MLC to be the market leaders in customer experience, Improved employee productivity by 12% and led to an ROI of 256%, Led the change management team through the successor fund transfer of MLC limited to Nippon and Nulis Nominees, Streamlined systems and processes to improve customer experience as with expectation
• Coles Supermarkets, Dry Goods Manager / Trainer, 05/2014, 01/2015, Management of a team of 30 employees, Training staff/performance management to improve profitability, Merchandising store layout and liaison with merchandising team, Restructuring staff roster to meet the needs of consumers, Budgeting within stores’ KPIs, Coaching and mentoring of employees, Coordinating training and eLearning needs
• KFC, Learning and Development Business Partner, 03/2011, 05/2014, Facilitating training courses and devising Individual Learning Plans, Driving Performance Management for all management and team members, ensuring optimal levels of performance feedback, performance appraisals and development planning, Training new franchisees within the KFC training program, Liaising with KFC’s Registered Training Organisation, Leasing with multiple stakeholders on various projects, Succession Planning across all markets, Assist and develop store managers in OH&S investigations and employee relation matters, Contributed significantly to $ 3.5M annual revenue as a Registered Training Organisation, Succession planning for front-line management team, which gave stores extra staff to combat people turnover. Each store ran at 105% in management KPIs, Designed and delivered an innovative leadership skills training module that achieved consistently positive feedback, Developed a new program for e-learning within a collapsed timeframe of 3 months, Drove an innovative tool for evaluating training and development programs to improve revenue – 12-month turn-around 92% to 107%, Improved store management certification from 80% to 105%, Improved outcomes for assistant manager training program (grade one), increasing 75% to 100%
• RBS (Royal Bank of Scotland), Learning and Development Consultant, 01/2010, 02/2011, Identifying training and development needs within the organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments, Considering the costs of planned programs and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important, Working in a team to produce programs that are satisfactory to all relevant parties in an organisation, such as line managers, Implemented sales strategy through GFC. This program elevated sales by 9% across the market, Amending and revising programs as necessary, in order to adapt to change, Designing and developing training and development program based on both the organisation's and the individual's needs, Developing effective induction programs, increased participants’ capabilities to be effective and efficient more quickly
• Angel Group, Training Consultant, 04/2008, 12/2009
• KFC, Training Manager, 06/2004, 02/2008