Natalie Horobin

Oversaw facilities management to optimize service operations. Coordinated with teams to enhance service delivery and client satisfaction. Developed strategies to improve resource allocation and operational effectiveness.

Provided strategic people support consultancy to enhance organizational effectiveness.

Facilitated support services to enhance operational efficiency for commission's managers and staff.

Delivered expert guidance and strategic advice on human resource issues to enhance managerial effectiveness.

Collaborated with staff to establish best practices and foster a culture of continuous improvement.

Implemented measures to optimize organisational performance and drive operational efficiency.

Oversaw operational human resource initiatives, focusing on payroll management and talent acquisition strategies. Led efforts in job design to enhance workforce efficiency and alignment with business objectives.

Led initiatives to establish robust industrial relations strategies, enhancing workers' compensation systems. Oversaw complex selection and recruitment processes, ensuring alignment with organizational goals. Championed efforts to improve recruitment efficiency and candidate experience.

Identified and addressed issues to ensure operational efficiency.

Led the development and execution of comprehensive human resource strategies and policies. Oversaw evaluation of HR practices and programs to drive organizational success. Championed initiatives that fostered a positive workplace culture and employee engagement.

Supported adherence to regulatory and organizational reporting standards.

Analyzed salary data to recommend competitive compensation strategies, improving employee retention.

Analyzed resource matters to formulate strategic submissions and recommendations for decision-making.

Facilitated comprehensive administration tasks to ensure effective employee contract oversight.

Oversaw recruitment and selection processes by developing comprehensive documentation and correspondence. Led training programs to elevate team performance. Managed classification efforts to optimize resource allocation.

Addressed and resolved internal and external audit queries to ensure compliance and operational efficiency.

Directed comprehensive training initiatives, including induction programs on occupational safety and health, equity, leadership, and accountability. Oversaw the implementation of training strategies to enhance employee engagement and performance. Fostered a culture of accountability and leadership within the organization.

Developed targeted training initiatives to support organizational growth and employee advancement.

Established and nurtured connections with a broad spectrum of stakeholders to enhance collaboration and communication.

Facilitated commission calculations to support sales team performance and revenue generation.

Engaged with commission leadership and team members to support strategic initiatives and project goals.

Directed project management efforts for major initiatives, facilitating cross-functional collaboration and resource allocation.

• Advises on Legal Aid WA policy for a culturally safe and inclusive workplace.
• Contributes to the implementation and development of Legal Aid WA’s Cultural Learning Framework, including coordinating and facilitating training.
• Collaborates with stakeholders (internal and external) to build networks and support organizational goals related to cultural safety and inclusion.
• Supports and implements organizational change management initiatives.
• Provides high-level HR support to managers and staff, developing and implementing strategies for a culturally safe workplace.
• Offers consultancy and coaching on HR matters, promoting culturally appropriate practices and wellbeing.
• Contributes to the development and implementation of Legal Aid’s First Nations Strategic Plan and Reconciliation Action Plan objectives related to HR.
• Develops and implements innovative HR policies and strategies to attract, develop, and retain First Nations employees and candidates with disability.
• Legal Aid WA (LAWA) is a statutory body set up under the Legal Aid Commission Act 1976 (WA). They deliver a range of high quality, life-changing legal assistance services through 11 offices, 21 Virtual Offices, and 53 outreach locations. LAWA deliver holistic services that treat the client and not just the legal issue. LAWA aims to provide services that are appropriate, joined-up, culturally safe, targeted, and timely.

• Successfully launched the Public Sector Commission (PSC)–Vacation program within East Metropolitan Health Service. They comprised submission to PSC for acceptance into the program, screening applicants, seeking specialized departments to place students with, and successfully onboarding students to placements. This initiative is a pilot program and is designed to place Aboriginal university students with government departments, aligning with their areas of study, to give them real-life hands-on experience, creating opportunities for learning and networking within the health sector. My submission saw the highest number of students applying and students placed.
• Revitalizing school-based student placements. The Equity, Diversity, and Inclusion portfolio was vacant for an extensive period. My commitment to the role and the student, saw the re-engagement of our two school-based students, seeing their overall attendance and engagement to the program increase. My encouragement was vital in getting these students back on track to successfully graduate from their 18-month placement with a Cert II in Government qualification.
• I created a strategic plan with significant Equity, Diversity, and Inclusion days to be celebrated and recognized in the calendar year. I ensured that these days were significant. The reasons behind them were of value added to the organization and supporting our diverse staff and client base, to ensure that everyone felt seen and included in EMHS. My passion for other initiatives, such as Reasonable Workplace Adjustments, saw staff come to me with some minor issues that had simple resolutions, and only needed some based workplace adjustments and education for staff and managers, ensuring that staff felt supported and recognized at work. Staff satisfaction and happiness in the workplace have a direct correlation to productivity and recruitment and retention of talent. Support for diversity and inclusion and psychological safety plays a big part in being an employer of choice, and this was promoted by me in my role and the strategic plan that I drafted.
• Researching and promoting Aboriginal Employment initiatives through East Metropolitan Health Service (EMHS). I published a paper and documentation that was presented to directors explaining a way of increasing our engagement with Aboriginal job applicants and straightforward ways to increase our Aboriginal employment numbers. I advised the recruitment/hiring manager, and through my Director, published an easy step-by-step guide on using strategies such as 550d, 551, and the Public Sector Commissioners' Instructions 39 - which allow Public sector bodies to respond to the competitive employment market through the temporary streamlined recruitment process.

• The key duties in this position are to provide efficient and effective learning and organisational development program support coordination, advice, system administration and reporting for the Child and Adolescent Health Services learning and development team.
• Developed and nurtured working relationship with external and internal stakeholders on issues related to learning and development and implementation and progression of projects in organisational improvements.
• Participating in high level committees, working parties and project teams to analyse and evaluate information and implement action plans to evaluate the effectiveness changes within the learning and development space. This includes providing secretarial support in the Learning and Development Committee
• Work with leads in the Learning Management System space for staff support and first point of contact resolution and implementing a triaged tiered level of customer service for our staff ensuring effective resolution of issue on this platform.
• Working with the team and other stakeholders to conduct data integrity checks through regular and planned program reviews and supporting the compliance monitoring for our Safety Skills Training Framework.
• Participate in the development of work practises guidelines and developing standard templates for the L&D team, to ensure that we have written work instructions for business continuity purposes.
• Publishing of resource and facility availabilities throughout the whole of health and create updates to the Health Point Intranet pages.
• Creating succinct plans for triaging work and responsibility layout for typical queries and our go to subject matter experts in the team. Creating a one-page plan for leadership development and to what levels our leadership development programs are aimed, to ensure that staff have a simple and user-friendly plan of their career progression and the training support that we can offer to progress through the levels of leadership.

• Provided customer-centric training consultancy to management and staff, resulting in improved team dynamics and increased overall efficiency.
• Led Diversity and Inclusion efforts that earned Disability Confident Recruiter accreditation.
• Streamlined Accommodations: Developed a Reasonable Workplace Adjustment Policy to support staff with disabilities, improving business efficiency and fostering a safe work environment.
• Supported the research and design of a range of training and development opportunities in line with the training needs of the department. This includes the development of Agency-specific content in collaboration with subject matter experts for the Department’s online Learning Management System.
• Developed Policy, Procedure, flow of responsibilities, and implementation and comms plans to support the new Reasonable Workplace Adjustment plan for staff and supporting management through this process.
• Supporting the Administration of the department’s Corporate Training Calendar to include its design, Page promotion, delivery, and review.
• Assisting with the design, development, procurement, recruitment and roll out of programs offered through the department’s in-house and sponsored programs and Learning and Development strategy.
• Collating, analysing, and reporting on training and development activities.
• Assisting with the development of policies and procedures relating to training and development and employee performance management within the department.
• Supported the Work and Development Planning process by communicating and rolling out across the agency.
• Represented the department at relevant internal and external forums as required.
• Promoted effective communication amongst staff involved in corporate training through appropriate communication strategies and processes.

• My role was to provide routine advice and assistance to caregivers and Managers on HR policy and procedures, and the application of terms in employment contracts and Agreements, and to ensure all interactions with caregivers and customer’s are undertaken in a positive, professional, and respectful manner.
• Coordinated administrative processes to ensure compliance with regulatory
• Coordinated administrative processes to ensure compliance with regulatory requirements e.g. maintenance of professional registration i.e. AHPRA, Working With Children checks .
• Produced a variety of written documentation including confirmation of changes to existing caregiver positions/conditions, parental leave, resignation, and statements of service
• Completion of employer’sponsored permanent residency applications, in conjunction with the caregiver
• Initiate and participate in quality review and improvement of HR processes, procedures and forms Assemble and maintain caregiver personnel files, and undertake filing as required
• Provided a comprehensive service to divisional Managers and caregivers on all aspects of Recruitment and HR services.
• Provided timely, accurate advice on all relevant HR policies, procedures, employment terms and conditions and entitlements to managers and caregivers and potential applicants.
• Managed all transactional aspects of Recruitment from time decision is made to fill a position up to and including the completion of the on-boarding of the successful applicant. Ensure that all caregiver details are accurately entered onto the relevant payroll system including all contract changes.