As an experienced professional with a strong background in providing advice, support, and assistance across diverse sectors, I am deeply committed to serving others and fostering their personal growth. I am driven by a desire to contribute meaningfully to the well-being of others, and I am eager to leverage my skills to further the mission of the Church's Welfare and Self-Reliance initiatives.
Responsibilities include:
• Led the HR Operations team across Pacific Region, managing talent acquisition, onboarding, and employee lifecycle.
• Coached and managed HR Generalists and Talent Acquisition specialists to enhance team capabilities.
• Built strong relationships with stakeholders and employees, ensuring effective communication.
• Handled complex HR issues and ensured successful delivery of annual HR processes.
• Reviewed and updated employment policies to maintain compliance across multiple countries.
• Spearheaded HR operations across thePacific Region, overseeing talent acquisition, employee lifecycle, and policy management for diverse workforce.
• Fostered strong relationships with stakeholders while coaching HR team, enhancing capabilities in generalist and talent acquisition roles.
• Led continuous improvement through strategic projects, updating employment policies, and championing HRIS implementation across multiple countries.
• Managed the delivery of core HR functions and annual processes, ensuring seamless operations and effective communication across diverse regions.
• Resolved complex HR issues, lead policy reviews, and optimize procedures to support organizational growth and employee satisfaction.
Partnered with assigned departments across the Pacific Region (Australia, NZ, Samoa, Fiji, Tonga, Kiribati, Cook Islands, Tahiti, Papua New Guinea, Marshall Islands) to provide strategic and operational human resources support.
• Partnered meaningfully with Senior Managers and Principals as they lead their respective areas and manage their departments and faculties.
• Provided guidance and support across all Recruitment and selection matters
• Provided country employment legislation advice to Managers in relation to recruitment
• Building capability- training & development for team members across the organisation
• Managed the onboarding, talent network and orientation of new staff across the Pacific area
• Counselled with various departments on best practices for employees.
• Coached and provided guidance of People managers across disciplinary and performance management matters
• Consulted with Area department managers relating to succession planning and department movements to achieve department goals
• Assigned as HRBP for Finance, Meetinghouse and Facilities, Special Projects and Welfare, Self-Reliance departments
• Subject matter expert across employment legislation, HR best practices for the Pacific countries
Managed all recruitment across the Pacific area (Australia, NZ, Samoa, Fiji, Tonga, Kiribati, Cook Islands, Tahiti, Papua New Guinea, Marshall Islands)
• Partnering meaningfully with Senior Managers and Principals as they lead their respective areas and manage their departments and faculties.
• Providing guidance and support across all Recruitment and selection matters
• Providing legislation advice to Managers in relation to recruitment
• Building capability- training & development.
• Managing the onboarding, talent network and orientation of new staff across the Pacific area
• Counselling with various departments on best practices for employees.
Leading the delivery of all HR services and functions within the LOS Samoa Service Centre and S&I areas. The main focus of HR is building the capability of current employees to give their best.
• Partnering meaningfully with Senior Managers and Principals as they lead their respective areas and manage their departments and faculties.
• Providing guidance on local legislation regarding Employment and labour laws for both Samoa and American Samoa.
• Recruitment and selection.
• Building capability- training & development.
• Staffing and succession planning.
• Proactively reviewing local policies and improving the efficiencies of the procedures to meet the vision of the organization.
• Counselling with various departments on best practices for employees.
• Performance management and disciplinary cases.
Main focus of the Advisory position is to support the internal brands in making great workplace relations decisions and managing risk. Providing advice on a diverse range of topics including performance management, misconduct, policy or EBA interpretation and injured workers. The main aim for our team is to provide specialist advice and support for Line Managers in making an informed decision.
Responsibilities include:
• Advising and coaching Line Managers through the formal performance disciplinary process
• Complaints and grievance process
• Providing ER/IR advice
• Interpretation of all Enterprise Bargaining Agreements and FairworkAct.
• OHS
• Project based work.
A newly established Victorian Government agency with a primary purpose to strengthen the integrity of the Victorian public sector, and to enhance community confidence in public sector accountability. Main purpose of this role was to manage the recruitment process due to a high volume of positions which need to be filled by July 2013.
Responsibilities include:
• Providing HR advice relating to recruitment for Managers.
• Creating position descriptions and updating current position descriptions to ensure the accuracy of the roles.
• Liaising with external agencies relating to advertisement of positions.
• Coordinating the approval process for positions to be advertised.
• Maintaining Recruitment documents and creating new documents as required.
• Creating job advertisements.
• Arranging interviews for shortlisted candidates.
• Establishing recruitment process for Managers.
Contract role responsible for providing effective HR advice and support to management and employees on a broad range of HR issues, including recruitment and selection, position evaluations, HR policies and procedures, and performance management issues.
Responsibilities include:
• Coordinating the position evaluation process using the CFA framework and process.
• Based on the Account management model, my areas of responsibility include four regions within the State of Victoria and three directorates based at Headquarters to which I provide HR support and guidance as required.
• Pay Global (HRIS) is the system used for HR related matters.
• Providing interpretation and advice to the five EBA Agreements within CFA.
• Providing performance management advice and facilitating the process for both Managers and employees.
• Providing advice on CFA Relocation policy to managers and employees and assessing applications to ensure compliance with policy and current CFA practices.
• Management of the Recruitment process for areas of responsibility.
• Providing support to the HR Managers within each region and also HR Manager at CFA Headquarters.
This account management advisory role provided a strong foundation as a Generalist Human Resource advisor. I was the key Advisor for 35 Members of Parliament and their support staff (approx 120-200), managing multiple offices, from Central Auckland through to the Taupo Region. This position focused heavily on managing the employment relationship between the Members of Parliament and their support staff e.g. Recruitment, induction programmes, training, performance management issues, health & safety and security for staff.
Responsibilities included:
• Providing advice and information on the range of services available to members
• Providing prompt, informed and constructive advice regarding member and support staff entitlements, services, policies and procedures.
• Providing advice, managing the employer relationship and support to members support staff including induction, training and development, and performance management.
• Provide advice and support to Parliamentary Political Office managers and staff in all aspects of the employer relationship including application and interpretation of policies and procedures, employer obligations, health and safety, recruitment, staff development and systems.
• Contribute research, planning and advisory support to the work of the branch.
• Design, develop and implement HR solutions for members' support staff and Parliamentary Political Office managers and staff that are consistent with the Parliamentary Service HR policies and procedures.
• Involved and managed various projects as required relating to service provided to Members of Parliament and their support staff.
• Managed recruitment process for Members of Parliament in relation to employing support staff, high volume of recruitment undertaken at 2008 General election period. (This part of the role continues, as requested by Members of Parliament to manage recruitment).
• Excellent relationship building, management, negotiation and influencing skills.
• Ability to juggle conflicting priorities and work under pressure.
• Strong problem-solving skills and the ability to think laterally
• Sound judgement and analytical skills.
• Strong ability to self-manage own workload and work with minimal supervision
• Effective people management and performance improvement skills
• Management of performance, misconduct, relationship breakdown situations.
• Writing of ministerial briefings and papers as required.
• CHRIS 21 - HR Payroll system. Achievements/Projects:
• Managed the recruitment and induction process for all newly appointed support staff following the 2008 General Election.
• Co-shared on the review of all forms within the Parliamentary service organisation to ensure forms were consistent and correct.
• Managed the Training and Development process for all staff.
• Trained to undertake initial workstation assessments for all new staff.
• Trained support staff to be able to complete the online induction program.
• Assisted with Union negotiation as required by the Employment relations team.
• Managed the performance management issues as they arose within my account and assisted with the restructuring process as required.