NATHAN GAUTAM

• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Collaborated with leadership to assess and improve policies across board.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Managed full cycle of recruiting, hiring, and onboarding new employees.
• Investigated and liaised with legal experts to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for FairWork Commission.
• Facilitated team-building activities and initiatives, improving collaboration and engagement.
• Collaborated closely with internal teams to develop and implement successful human resources systems and processes.
• Advised senior management on organizational development and change management initiatives.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Promoted harmonious working climate to boost morale and productivity.
• Answered management and employee questions, interpreted contracts and resolved issues.
• Completed in-depth investigations into issues pertaining to discipline and grievance management and recommended strategies.
• Interpreted and advised on labor relations policies and previously negotiated agreements.
• Mediated discussions between employer and employee representatives in attempt to reconcile differences.
• Provided expertise on labor and employment laws to help employers make more effective decisions.
• Demonstrated respect, friendliness and willingness to help wherever needed.

ACHIEVEMENTS

• HR & WHS Yearly Compliance: Lead and Delivered HR & WHS compliance for MA.
• HR Business Process Improvement: Identified and achieved various business process improvements leading to major cost saving for Multicultural Australia. E.g saved $15,000 in improving L&D system contract renewal.
• ISO 90001 & HSQF Accreditations: Lead and achieved ISO 90001 & HSQF Accreditations with no non-conformities.
• FairWork Hearing: Represented Multicultural Australia at FairWork conciliation hearing and achieved resolution which saved appropriately $8000 for Multicultural Australia.
• HRIS integration: Partnered with IT to integrate Multicultural Australia’s rostering system (Human Force) into HRIS system (Aurion)

• Provided support and guidance to multiple Employers across sites in Northern Territory, Tasmania and Victoria
• Undertook risk-based monitoring audits and conducted desktop audits of Approved Employers to ensure that their HR and WHS obligations were fulfilled under scheme
• Provided guidance and education to stakeholders (internal and external) on workplace legislative requirements (such as Fair Work Act and WHS legislation) to assist stakeholders in meeting their requirements under Pacific Labour Scheme Deed of Agreement
• Conducted audit of worker welfare and worker accommodation
• Drive change and increase knowledge base of internal and external stakeholders by building capacity to deliver on program's requirements.
• Provided detailed audit reports and prepared notices to report to various government bodies such FairWork, Department of Home Affairs etc.

ACHIEVEMENTS

• Education Framework: Created and delivered suite of reference material across critical HR and IR disciplines.
• Deduction Process: Provided detailed paper advising employers’ rights and obligations on complex payroll deductions.

• Managed the mandatory Covid-19 vaccination policy rollout, which included consultation with employees & unions
• Provided advice and support to Executives and expert panels concerning any Covid-19 exemption request
• Participated in various Enterprise Agreement negotiation meetings
• Attended and represented Mater at various conciliation conferences at FairWork
• Member of Mater conciliation forum
• Provided in-depth comparative analysis of the remuneration benchmark between Queensland Health and Mater Misericordiae Ltd
• Interpreted and advised on relevant Workplace Legislation, Awards and Industrial Agreements; maintained current knowledge of workplace law; and liaised closely with Finance/Payroll on issues and disputes concerning pay rates.

ACHIEVEMENTS

• Covid-19 Mandate Process: Led and Managed Covid-19 mandate process for Mater, including communicating with employees and various unions.
• Show-Cause & Termination Process: Managed whole show-cause and termination process for any employee who failed to comply with Mater Covid-19 Mandate policy and Queensland Government Health Directive.
• FairWork Hearing: Attended and represented Mater in various FairWork conciliation hearing. E.g hearing process to deal with unfair dismissal from Mater Covid-19 Mandate policy.

• Devised robust training programs to strengthen each supervisor's investigatory skills, legal understanding and motivational strategies
• Developed performance metrics and dashboard interfaces to keep track of internal benchmarking and progress against goals
• Provided advice and support to Executives and Managers on staff grievances, performance and disciplinary matters
• Developed, implemented and monitored internal policies, guidelines, procedures and processes which provide for practical, consistent and timely delivery of HR services to RNA departments and staff
• Interpreted and advised on relevant Workplace Legislation, Awards and Industrial Agreements, maintained current knowledge of workplace law, and liaised closely with Finance/Payroll on issues and disputes concerning pay rates
• Managed organisation's Exit Interview process, including analysis of information and annual reporting to drive continuous improvement.
• Provided insights and advised HR team to develop strategies to deliver on RNA’s objectives.
• Created and maintained productive relationships with staff, stakeholders, and external organisations to continually improve delivery of effective and innovative human resource processes and procedures.
• Managed all Employee Application (HR) systems and provided targeted system training to our corporate users.
• Conducted business analysis to evaluate new business processes by identifying requirements and areas for improvement and scoping and implementing such solutions for use by RNA.
• Designed and documented RNA systems/applications business processes.
• Managed and delivered HR reporting concerning Recruitment, Learning Management systems and WHS Systems.

ACHIEVEMENTS

• JobKeeper Process: Led and Managed JobKeeper process for RNA, including identifying all eligible employees following eligibility criteria and providing advice to management and employees about various guidelines under JobKeeper provisions.
• HR Investigation: Conducted internal HR investigations into potential breaches of RNA’s policies and procedures, including allegations of bullying and harassment and other complaints.
• Better off Analysis: Reviewed and reported on RNA’s legal obligation to satisfy that its employees on individual contracts are, in fact, financially “better off” than if they were paid purely based on their applicable award.
• HRIS integration: Partnered with IT to integrate RNA’s learning and development system (LMS) into HRIS system (Aurion), thereby creating single point of truth for HR and training records.

• Identified development opportunities and succession gaps
• Structured compensation and benefits according to market conditions and budget demands
• Ownership of end-to-end recruitment process ensures hiring managers and internal stakeholders are well-briefed and equipped to source various roles
• Partnered with hiring managers to identify current and future workforce needs
• Determined optimal job advertising mix, including job boards, careers pages and social networks
• Reviewed job descriptions to ensure appropriately capture role requirements and use inclusive language
• Managed new employee onboarding process for all new hires
• Continuous development of innovative recruitment strategies
• Administered day-to-day activities of HR Information System (Aurion)
• Process and record employee information, including salaries, grades and working hours
• Designed user-friendly processes, guidelines, and documentation
• Partnered with Information Technology (IT) department to facilitate all HRIS system upgrades, system additions and staff training
• Managers and staff on employee relations matters, work reviews, and change processes, policies, and procedures.

ACHIEVEMENTS

• Delivered ER Induction during RNA’s yearly compliance training program.
• HRIS integration: Partnered with IT to integrate RNA’s rostering system (Human Force) into HRIS system (Aurion), eliminating paper timesheets and improving accuracy.
• Onboarding via HRIS system: Project lead to automating RNA’s employee onboarding.
• Recruitment: Successful recruitment of over 80 permanent staff and over 2000 casual employees for Ekka and various events.
• End-to-end Recruitment: Re-designed recruitment framework, including changing interview process, interview questionnaire, reference check and probation assessment.

• Coordinated end-to-end recruitment and employment of staff, including permanent, fixed-term and casual positions
• Coordinated bulk recruitment drives for event staff as required for events such as The Royal Queensland Show (Ekka) and large music festivals
• Coordinated and monitored employee inductions
• General administration duties include maintaining and complying with HR documentation, developing and maintaining personnel files and corresponding soft copy files, and ensuring HR databases/HRIS is up-to-date and accurate
• Assisted with reviewing and maintaining HR forms ensuring new and updated documents were placed on RNA internal webpage
• Coordinated Staff incentives and Events
• Including but not limited to Farewell morning teas, Christmas Parties, Pre and post-Ekka events/incentives, and Flu Vaccination programme
• Assisted in developing strategies, general HR initiatives and projects for continuous improvement, including recruitment, retention, motivation and well-being, including assistance with HR projects and report writing.