Nicole Sweet

Initially joined the Porters group of companies on a consulting fixed term basis. I have subsequently spent eight years in a permanent part time role with the group and have enjoyed my role immensely. It has been a hands on, in the trenches role working closely with the management group as they have grown from a family business into a corporate environment. In my time with Porters I have had to reduce the workforce, (closing of stores resulting in redundancy) negotiate the delicate requirements of company acquisitions whilst retaining and welcoming new members to the group. I have been fortunate enough to have been involved in the facilitation of and EBA for the group.

• Ensured compliance with labor laws and regulations through regular policy updates and timely response to employee inquiries.
• Working with operational leaders to assess workforce needs, creating strategic plans for staffing adjustments as necessary.
• Oversaw internal investigations of alleged misconduct or policy violations resulting in fair resolutions that protected both the company''s interests and those of our employees.
• Provided guidance to managers on employee development, performance management, and corrective action processes, ensuring consistency across the organisation.
• Supported diversity initiatives by developing inclusive hiring practices and promoting cultural awareness throughout the organization.
• Partnered with senior leadership to develop and implement organizational change management strategies, minimizing disruption during periods of transition.
• Ensure training programs, professional development, inductions are current, timely and inline with company requirements

I was contracted by ARC Training to deliver the Government Certificate II Process Manufacturing. This was a 7 week face to face course which covered everything from safety to stock control. The classes compromised of approximately 12-16 students. 70 individuals with various levels of literacy and numeracy completed their course over time, a very rewarding program for students as it also culminated in obtaining their HR drivers licence.

Contracted to Novaskill Mackay to deliver the Certificate lI and Il in Business Administration. I had taught two classes per week with an approximate number of 10-15 students in attendance. I pride myself on creating an environment that is both safe. friendly, professional and most of all conducive to learning.

Contracted to Learning Partnerships on a part time basis supporting a change implementation program for Wilmar Sugar, based at their Proserpine Mill. As the site based trainer, I was tasked with developing an understanding of the culture that exists at the supervisory level and how best to form trusting relationships with the individuals we were to assist in accessing their skills and capabilities and areas for improvement. To date this has been a most rewarding program I have been fortunate enough to be a part of. This role required all of my persuasive skills, empathy and most importantly ability to listen, identify and impart the necessary knowledge.

Key Results:
• Working with senior team members during their transition period to support open dialogue, delivered face to face and in workshop format.
• Survey all candidates as to their skills level through interviews and survey monkey
• Effective communication skills, including but not limited to, tool box talks, improved confidence in meeting facilitation, improved performance management meeting show to prepare for and plan performance reviews,
Identify and create ILP programs for all levels of the business unit as per needs analysis and business objectives.

The purpose of the role was to provide Human Resource (HR) services to divisions of the Mastermyne Group. Contribute ot the attainment of the HR actions of the Mastermyne Business Plan. These goals were achieved by developing. implementing. &reviewing HR processes and systems, and by providing human resource support and advice to clients

Key results:
• Documents developed, delivered and implemented (as required) within agreed time-frames

• Producing accurate and complete reports
• Projects planned, managed and delivered within agreed time frames
• HR advice delivered to clients, inline with policy and legal boundaries.

• Drive and deliver HR projects
• Build and maintain relationships with internal and external stakeholders
• Demonstrate values to maintain organisational culture
• Responsible for face to face HR presentations, group and site based training sessions (extensive)

• Development and execution of Group Talent Management Program

Key achievements:
• A comprehensive employee benefits program designed and embedded within the business which was designed to attract and retain existing employees in a very competitive environment
• Design and implementation of online performance review system tailored to the specific needs of the business delivered on time and on budget.
• Although not a highlight I managed the redundancy of over 150 employees with the closure of a mine sight in NSW which taught me not only the legal requirements of such an undertaking but the compassion and empathy required.
only the legal requirements involved but the compassion and empathy required

Recruited to manage the full spectrum of HR operations for the site which consisted over 200 employees. Work with senior management to create HR policies and procedures; recruit employees, create group
benefits databases and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; handle HR generalist workplace issues.

Key Results:
• Play a key role in ensuring the successful and structured implementation of programs and policies within the areas of training. compensation structures, benefits packages, incentives and new-employee orientation.
• Foster a teamwork/open-door environment conducive to positive dialogue across the site.
• Responsible for recruiting a top caliber engineering team, this was viewed as a critical part of my role.
• Responsible for designing strategies to attract and retain personal
• Brought workers compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury or incidents.
• Implementation of a training matrix and the education of the Supervisors required to use the program.
• Site EEO officer, advise management on policies including disciplinary procedures, code of conduct, benefits information, discrimination etc
• Actively participated in our Behavioral Based Safety Walk Program completing the monthly requirement and mentored supervisors on how to use 4 positives for 1negative as part of a safety conversation
• Review of job grade and responsibilities for all site based employees wages and staff
• Manage the Apprentice Program onsite from selection through to full qualification
• Facilitate the site induction program, ensuring all new employees have been inducted prior to starting onsite. These were facilitated face to face as part of our engagement strategy.

Key Achievements:
• Saved company hundreds of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce overheads
• Implemented a training matrix and mentored the Supervisors on how to use the system
• I am proud of the fact that Plane Creek Sugar Mill was the first in the business to select a female Electrical Apprentice.