Paula Sheppy

• Providing remote, operations focussed, commercially astute HR solutions at any level
• Ideally suited to organisations requiring flexibility, autonomy, energy and resourcefulness to achieve results
• With over 25+ years of international and domestic HR experience in mining, construction and resources (including 15+ years of remote work experience), the ability to support part-time means a competitive option jam- packed with experience.

A late life marriage unexpectedly resulted in an inability to continue Expatriate or full time HR employment for personal reasons, despite attempts to do so. In response, initially I provided administrative support to my ex-husband's Consulting business until the business ceased.

Subsequently, in pursuit of a long held aspiration to manage my own small business, I began doing so in an area of lifelong passion; fashion and styling. Despite rapidly, and continuously, adapting and evolving the business in response to each successive major challenge (including the marriage dissolution and Covid), unfortunately the current economic downturn has finally exhausted all opportunities for viability.

This has also been met with some relief; the downside of self-employment is the relative isolation and I'm very excited at the prospect of again working in my profession, with energetic people in a dynamic organisation.

Skills and experience gained over this period ;

• Highly Personalised Customer Service
• Social media marketing and administration
• Content creation
• E-commerce website development and maintenance
• Supplier mentoring and management
• Customer engagement, trust & loyalty building
• Business finance management & administration

A short term, site based, consultant position hired to;

• Develop and coach the national HR team (6 members).
• Implement an HRM system, including all necessary policies and procedures.
• Adapt and implement a performance management system, with relevant training at all levels.
• Fostered HR team working relationships and morale.
• Initiated the introduction of Cultural Awareness training.

Initially hired to fill the newly created position of HR Superintendent, however following the resignation of the HR Manager just prior to commencement, immediately undertook role of HR Manager for the Port & Rail operations of a large start up iron ore operation in Sierra Leone

I joined at a critical time, with intense pressure on the management team to meet the imminent goal of First Ore On Ship, which we successfully achieved with impressive teamwork, energy, collaboration and innovation.

Main responsibilities of this position were;

• Manage HR personnel (12 reports).
• Workforce planning and recruitment..
• Develop and implement policies, procedures and HR strategies.
• Advisory support for performance management and counselling.
• Develop and implement HR systems and efficiencies.
• Provide coaching and mentoring to national HR personnel.

Reasons for leaving were due to a shift in focus away from employing Australian expats, and a change in a personal circumstances preventing continued expating at that time.

A start up position supporting the recently established international division of this underground mining contractor.

Operations were established in Egypt, South Africa, Mali and Ghana during my term.

Responsibilities in this role were;

• Establish international HR function.
• Recruit key national staff in Egypt; develop & implement HR & administration systems and procedures, Cairo office commissioning.
• Commission South African operations.
• Recruit and mobilise expatriate personnel to Egypt, South Africa, Mali and Ghana.
• Develop expatriate and national staff employment contracts.
• Develop induction material for new expatriate employees (including Cultural Awareness Training).
• Develop policies, procedures and global HR strategies for the international division and operations.
• Provide advisory support for performance management and disciplinary counselling.

A newly created expatriate 'hands on' position for an international drilling contractor, with regional operations (during my employment) in Tanzania, Serbia, Bosnia, Zambia, South Africa, DR Congo, PNG, Mozambique, Egypt and Pakistan.

Working a fly in/fly out roster, this role required a unique level of support for expatriate and national staff at all levels. Responsibilities in this role were;

• Commissioning support for each new country office and operation.
• Develop employment contracts for expatriate and national staff.
• Develop and implement performance management system.
• Develop HR Manual.
• Develop induction material for new employees (including Cultural Awareness Training).
• Recruit expatriate and national staff.
• Global mobilisations.
• Develop and implement Employee Satisfaction Surveys.
• Develop Global HR policies, procedures and strategies.
• Provide advisory support for performance management and disciplinary counselling.
• Assist with development and implementation of Cultural Awareness Training programs.
• Supervision of 5 national HR staff.

An Australian based international drilling contractor with operations in East, Southern and West Africa. The role required Global HR management for expatriate, local and national staff at all levels for remote Australian and African operations.

The primary responsibilities for the position were;

• Recruit expatriate and local staff.
• Global mobilisations.
• Develop and implement Expatriate induction program, including Cultural Awareness Training.
• Review, develop and implement Global HR policies, procedures and strategies.
• Provide advisory support for performance management and disciplinary counselling.
• Implement career path program for Drillers.
• Develop and implement procedural and administration efficiencies.
• Supervision of 2 staff.

A newly created role for one of the largest Western Australian employers (2500 employees) in the Construction industry. Immediate responsibility was for the Construction and Housing divisions comprising 330 employees.

Being the only HR practitioner at the time, the role frequently required involvement in group-wide initiatives including the development and introduction of;

• Performance management, training and development programs
• HR policies and procedures
• EEO program
• Australian Workplace Agreements
• Supervision of 3 HR support staff

A newly created role within the head office of a national building management controls systems engineering company. Initially primarily a PA role, the opportunity and support to develop the HR function resulted in HR being the main focus.

Responsibilities and initiatives included;

• Develop, implement and maintain an HR Management System for over 250 personnel Australia-wide.
• Develop, implement and maintain HR policies & procedures.
• Provide HR advisory service to internal customers.
• Establish induction program.
• Recruitment co-ordination and administration.
• Manage performance management system, including introduction of 360 degree feedback.
• Develop strategic training & development plan.
• Identify and prioritise training needs; develop and deliver internal HR training programs.
• Manage cultural and organisational change program to improve customer service focus.
• Mobilisation of expatriate staff.
• Implement and manage EEO/Affirmative Action program.
• Supervise 2 staff.

A site based position at a remote gold mine in the Eastern Goldfields of Western Australia. The role included the following responsibilities;

• Payroll processing.
• Conducting new employee inductions and assisting with recruitment procedures.
• Relief Administration Superintendent.
• Accommodation and camp management.
• Co-ordinating FIFO shift changes.
• Administration support for all departments.
• Organising, streamlining & developing administrative systems.
• Supervision of Junior Administrator.

Joined the sales team of a regional Western Australian TV network. Duties included;

• Selling and booking television advertising space and campaigns.
• Assistance with developing advertising concepts for clients.
• High level of customer service.

• Promoted to Company Representative, responsible for;
• Managing, developing & maintaining market share in metropolitan and regional markets
• Maintaining existing ‘key’ accounts
• Supervision of internal sales function

• Commenced my professional career with a mid-sized transport company providing a wide range of freight services to regional Western Australia
• Joined in a junior administrative role, then capitalised on opportunities to advance eventually to a senior sales function;

• Promoted to newly created Advertising Co-ordinator position to;
• Assist in the development and coordination of the marketing and advertising strategic plan
• Maintain and control the advertising budget
• Internal sales responsibilities

• Newly created position to support the Marketing Manager, Sales Manager and sales personnel, in addition to undertaking the internal sales function
• Additionally organised monthly functions for the industry association.