Melissa Mackenzie

Lite n’ Easy is a national company delivery healthy convenient meal across Australia

• Leading and providing support for 1000 employees for the entire HR Lifecycle at our manufacturing plant based in Brisbane
• Reporting to the Head of P&C, key point of contact for HR issues while being responsible for the delivery of HR expertise, operational and tactical HR advice, and support to the group
• Working closely with the leadership team to implement effective people management practices, provide positive and proactive advice regarding the resolution of workplace and employee disputes and grievances, and termination of employment
• Leading a mult-disciplinary team consisting of People & Culture Team and Recruitment Team.
• Achieved departmental goals by developing and executing strategic plans and performance metrics.
• Enhanced customer satisfaction by resolving disputes promptly, maintaining open lines of communication, and ensuring high-quality service delivery.
• Facilitated successful cross-functional collaborations for the completion of key projects, fostering strong working relationships among team members.
• Drove operational efficiency through data-driven decision-making processes, leveraging analytics tools for informed strategy development.
• Ensured compliance with industry regulations and legal requirements by implementing comprehensive policies and training programs for staff members.
• Facilitated organizational change through effective communication and collaboration with senior management.
• Evaluated compensation packages competitively against industry benchmarks to attract top talent while managing budgetary constraints effectively.
• Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals.
• Conducted internal investigations related to harassment claims and other workplace conflicts, providing resolutions that preserved the integrity of the company''s values.
• Advised decision-makers on complex and confidential matters ranging from performance management to employee relations issues.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Reviewed business goals to recommend new HR approaches, policies and procedures for continual improvements focused on meeting business objectives and enhancing productivity.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Oversaw legal compliance with federal, state and local laws and regulations in addition to compliance with company policies and procedures.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Distributed employee engagement surveys to identify areas of improvement.

• Responsible for providing support to the workforce in areas such as policy and process, workforce planning, performance management, employee relations, and EA interpretation, and training and development
• This role will also be involved in merger & acquisition activities and companywide initiatives focussed on creating an engaged and high performing workforce.
• Streamlined HR processes for increased efficiency in benefits administration, payroll management, and onboarding procedures.
• Facilitated conflict resolution between employees, resulting in stronger working relationships and higher productivity levels.
• Conducted thorough exit interviews to gather valuable insights from departing employees, identifying areas for improvement in company policies and procedures.
• Collaborated with department managers to assess workforce needs, creating strategic plans for staffing adjustments as necessary.
• Maintained accurate personnel records through diligent documentation of employment actions such as hires, promotions, transfers, terminations, or leaves of absence.
• Oversaw internal investigations of alleged misconduct or policy violations resulting in fair resolutions that protected both the company''s interests and those of its employees.
• Partnered with senior leadership to develop and implement organizational change management strategies, minimizing disruption during periods of transition.
• Conducted performance reviews and provided feedback to managers on employee performance.

NESCAFÉ BLEND 43 Coffee Processing Facility

• Partners with business, categories and functions to understand current and future priorities and challenges to be addressed through advanced capability building strategies
• Addresses the agreed learning priorities and objectives mastering learner centric methodologies, leveraging the best delivery models, using best in class learning technologies and tracking the impact through a simple set of effectiveness measures
• Creates a continuous learning mindset and builds a learning organization, driven by a 70-20-10 approach and inspired by internal and external insights
• Provides internal consultation and guidance on a wide range of workplace issues ensuring compliance with industrial instruments, policies, principles and procedures and ensures that they are well respected
• Supports HRBP and Line Managers in providing support in all generalist HR activities including onboarding and Corporate reporting
• Lead HR investigations and report on same, this includes liaising with Union organisers and representatives
• Facilitate monthly JCC with Manager and Employee Union representatives to develop action plans for people initiatives, priorities and actions
• Demonstrates knowledge of workforce trends and future initiatives that will impact people and have implications for Employee & Labour Relations
• Keeps abreast of potential changes in local legislation, government, union changes or international standards and how this can influence Employee Relations strategies
• Works with, influences, coaches and supports HRBP and Line Managers on change initiatives reflecting Employee Relations topics
• Manage work-related claims and non-work-related cases, focusing on injury early intervention in order to reduce duration and achieving timely safe and sustainable return to work
• Liaise with WorkCover, Allied Health Professionals and on-site physiotherapist
• As the Site Wellness Champion, I coordinate several Nestlé wellness programs including Packaging Clean-up day, R U OK Day and Health & Wellness month
• Facilitate the sites training budget including mandatory and statutory training.
• Streamlined HR processes for increased efficiency in benefits administration, payroll management, and onboarding procedures.

121 Care is a NFP organisation consisting of a workforce of 100 employees providing in home care support to people with a disability

• Engaged as an external consultant and reporting to the General Manager, I redesigned the organisations structure to reduce cost and improve alignment with the NDIS transition
• This involved a full structural review and position redesign to meet the changing needs of the NDIS and the workforce; design and implementation of demand driven Workforce Planning models; HR strategy to deliver the required project outcomes, which focused on industrial frameworks and sound change management principles to increase the organisations capacity to respond to the new NDIS environment.

STEPS Group Australia is an NFP organisation providing training, employment, and community services

• This four-month contract was to work with the HR Manager to support the application of the WHS Management System, including providing operational support for the broad range of health and safety activities throughout the organisational sites
• Additionally, I managed complex employee relations cases and conflict resolution for a portfolio of over 250 employees
• Case management included fitness for work, performance management, disciplinary action, grievances, workplace investigations and terminations.

Employsure provides businesses with expert advice and assistance on a broad range of human resources and employment relations issues including unfair dismissal claims

• As a Workplace Relations Consultant I provided commercial advice to clients across multiple industries regarding all ER matters; conducted workplace bullying and disciplinary investigations; held disciplinary and performance management meetings on behalf of clients; provided timely, thorough and effective recommendations to clients based on investigation findings; advised clients on grievance resolution processes; completed ER and WHS compliance audits for clients and delivered detailed corrective action plans along with associated tailored documentation, including contracts of employment and workplace policies; assisted clients in implementing the recommendations in the corrective action plans in their workplaces.

Optomeyes Holdings is a franchise of OPSM with 15 stores located across Tasmania. Part of Luxottica Group, a global eyewear company with more than 7000 retail stores and presence across 130 countries, OPSM has close to 400 stores in Australia and New Zealand

• As a HR Business Partner, I recruited for and managed the company’s future succession planning program that prepares recent Optometry graduates for careers as future practicing Optometrist
• Partnering closely with the General Manager and the Board of Directors to ensure recruiting and talent needs were being met; collaborated with university career centres, student clubs to promote the company’s brand and career opportunities
• Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Provided HR policy guidance and interpretation
• Developed contract terms for new hires, promotions and transfers
• Assist international employees with expatriate assignments and related HR matters
• Provided guidance and input on workforce planning and succession planning.

Integrated Family and Youth Service (IFYS Ltd) deliver a range of specialist support and intervention programs for children, young people and families

• This five-month contract was to provide annual leave coverage for the HR Manager
• With a workforce of 400 employees across Queensland providing 25 services in accommodation, support and counselling
• Acting as first point of contact for all employee relations issues, advising management team of employment law/best practice; monitoring absence and managing medical capability process including WHS health referral and medical information requests; managing the end-to-end recruitment process; managing the performance management and appraisal process; managing the employee volunteering scheme.

The Juniper Group is a private property development company conceptualising, developing, marketing & constructing international projects

• This ten-month contract was to provide a pro-active exit strategy, managed redundancy of staff, wound up HR function and associated contracts, and assist with the liquidation of the company of 80 employees.
• Managed payroll and timekeeping to track hours and accurately pay employees.