Maya Menon

• Develop and implement Talent and Succession strategy, assessment tool and resources tool kit.
• Design RoadTek customised Mentoring and Coaching program.
• Design Construction and Project Management capability framework.
• Support new entrant programs and enhance employee value proposition.
• Develop and implement holistic wellbeing framework.

• Partnered with business to identify learning needs and provide optimum solution.
• Managed workplace engagement programs related to Queensland Leadership framework
• Based on consultation, designed a Cultural Transformation plan as part of Rebuild QBuild project.
• Designed and implemented Work Health and Safety, Construction and Financial Sustainability capability framework linking to learning, career path and recruitment.
• Contributed to the strategy and project plan for QBuild Rebuild learning strategy.
• Managed NAWIC (Queensland Women in Construction) programs, and SARAS.

• Partnered with executive team and employees to deliver career pathways for front line management.
• Designed people talent and engagement strategy for carers and senior managers.
• Delivered leadership workshops and coaching sessions- for site managers.
• Delivered key performance target setting workshops for employees to meet business KPIs.

• Designed and implemented RQ Leadership Capability in alignment with Queensland Sports Industry Strategy.
• Developed and implemented RQ Graduate Program and governance framework.
• Developed organisational and learning strategy for the next 3 years.
• Designed organisational development interventions that fit RQ organisational performance and people strategy.
• Used organisational diagnostic tool - Appreciative Inquiry and focused consultation to determine organisational maturity for performance culture, succession planning, leadership capability, learning and transformation.
• Designed Diversity and Inclusion initiatives to drive RQ plan for next 3 years
• Designed Customer Service Capability Readiness Program for RQ shared services.

• Developed a workforce capability solution for retaining and engaging high performers for the futuristic in-home care model.
• Streamlined learning process and guidelines to meet audit requirements.

• Designed operational and leadership capability frameworks, culture framework, and built comprehensive succession plan program with resources.
• Designed psychological wellness strategic plan with end-to-end project implementation phase.
• Played the role as key consultant in designing performance management clinic for assisting business in setting KPIs.
• Lead diversity and inclusion initiatives to build a diverse culture as part of council branding and employer value proposition.
• Rolled out pulse engagement survey and support action plans to build progressive and positive employee engagement.
• Designed and implemented 'Growth leadership' with mentoring programs.
• Implemented succession plan process with transparent career pathways.

• As part of centralisation project, developed and implemented end to end project cycle on critical workforce resource planning, building capability to define roles, goals, culture, structure, and skill mapping for integrating interstate operational excellence as a unified function applying best practices and lean structure
• Developed critical role position descriptions as part of centralisation project and involved in workforce planning consultations.
• Assessed performance gaps and supported operations team through performance reviews coaching and mentoring initiatives.
• Redesigned leadership competencies for critical roles, and next generation leaders to support business ambition and bridge the gap between performance and potential
• Engaged in EBA discussions, and enabled learning outcome for enterprise awards, and local council contractual obligations
• Collaborated as learning functional lead for HRIS and LMS (system) projects to achieve standardisation for learning function.
• Championed the design and delivery of 'Transdev Leaders on the Move' across the transport modes to bridge skills gaps that outperform competition and retain exceptional talent.
• Improvised onboarding, and induction to support Journey Maker values and retain employees.

• Standardised operational training for Transdev Queensland and Transdev Brisbane Ferries using subject matter expert knowledge to improve learning efficiency and contractual compliance.
• Designed learning strategy for transport bids.
• Developed business case for 3D Virtual Driver Training Simulator program and achieve driver learning efficiency and cost effectiveness.
• Designed basic online programs using Articulate 360 and face to face workshop delivery using adult learning principles to support internal and external stakeholder plans

(Emotional Intelligence, Passenger Aggression, Generic competencies, Compliance modules)

• Collaborated with people and culture team to drive positive work culture transformation for Brisbane Ferries and drive engagement and productivity.
• Implemented a structured traineeship process and collaborated with RTOs to successfully retain critical talent at Transdev Brisbane Ferries.
• Collaborated with central unit to customise and deliver diversity and inclusion initiative in Queensland.
• Supervised and coached operational trainers to develop as high performers and achieve learning and development goals.

• Implemented a 3-year service excellence framework for U.A.E expo contracts.
• Designed change interventions following organisational capability assessments to strengthen business strategy.
• Implemented workforce planning strategy and talent acquisition plans.
• Developed coaching and mentoring programs to guide leaders in supporting identified talent through succession planning.
• Planned, designed, and delivered leadership interventions to retain critical talent.

• Developed and implemented organisational development strategy, process, and best practices for the Group to align with 5-year business strategy.
• Launched talent assessment centre, 360-degree profiling, and talent gap assessment using Saville and Neo Personality tools for succession planning, and talent acquisition.
• Implemented retail leadership program through a blended learning approach to achieve business outcomes in the region.
• Lead Emiratisation inclusion programs.
• Launched performance management clinic to assist in setting business KPIs and action plan to improve employee performance.
• Championed Balance Score Card Performance project for the retail sector and manufacturing unit.
• Championed group generic leadership competency design and value framework culture throughout the organisation.
• Lead talent mapping and workforce planning across business as part of ESAG Talent Management strategy.
• Played a senior role in design of 'Shared Services' survey as part of a strategic move to overhaul performance standards and optimise solutions for business units.

(Shared Services - Human Capital, Legal, Corporate Communications, Finance and Treasury, IT, Government Relations).The responses through survey lead to design of 'shared service' performance parameters and 2-year action plans

• Implemented learning platform through HRMS (system) to achieve transparent and agile learning process
• Designed and implemented performance management and recognition programs for blue collar workforce.
• Designed and implemented internal employee engagement survey and developed organisational interventions to improve employee satisfaction scores.
• Launched talent informal forums - Sales, Women Leadership, 'ESAG Got Talent' to inspire inclusion, engagement and belonging.

• Designed and delivered sales and customer service training to improve employee morale, and sales percentage
• Facilitated classroom induction, open sales forum discussion, mentor-based learning, to improve learning effectiveness
• Implemented on-the-job training, shadowing process at stores and field training to improve 30-day onboarding process on sites.
• Provided coaching and counselling to store managers and supported succession plans in retail operations
• Assessed learning needs with principal brands, to design and deliver retail operational programs across all levels, and channels
• Assisted human resources team for recruitment assessment and redesigning job descriptions as part of human capital strategy.

• Delivered business development and strategic management program for middle management to improve business performance.
• Designed training policy and operational guidelines to improve training effectiveness
• Conducted job analysis and designed job description for role clarity in various business segments to eliminate duplication of roles and have a lean structure
• Championed learning magazine content development and book club to improve engagement and informal learning practices.

• Implemented training plans for all business units within the first quarter to roll out training
• Evaluated positions and developed position description using Hays job evaluation methodology
• Delivered induction program and redesigned the onboarding process for successful employee retention
• Managed performance management system to achieve timely compliance in annual performance drive
• Coordinated HR events as part of the human capital plan.