Priyansha Sinha

My primary responsibility is to manage Employee Lifecycle of 120 employees across Australia and New Zealand locations

• Managing end-to-end recruitment and onboarding processes while maintaining precise documentation and organizational records.
• Coordinated onboarding processes for new hires, creating customized induction content to ensure seamless integration of new starters into the workplace environment.
• Provide comprehensive HR support across ANZ locations, managing employee relations, WHS compliance, and supervisor development initiatives
• Assist managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Support WHS initiatives as secretariat, coordinating incident investigations and workers compensation claims while ensuring thorough process completion
• Streamlining employee lifecycle management through Employment Hero and Humanforce platforms, ensuring data accuracy and process efficiency
• Spearhead HR audit management for Melbourne and Townsville sites, ensuring regulatory compliance and implementing governance best practices
• Serve as central point for HR support across manufacturing sites, driving consistent policy implementation and resolving workplace challenges
• Partner with ANZ Leadership to enhance workplace safety protocols and deliver strategic HR updates, fostering strong organizational culture
• Drive data-driven HR analytics and compliance reporting, maintaining real-time organizational records and presenting strategic updates to leadership.

My primary responsibility is to manage Employee Lifecycle of approximately 30 employees from Recruitment and onboarding till Offboarding

• Streamlined HR operations for 30 employees through Employment Hero HRIS implementation, enhancing efficiency in recruitment, documentation, and employee relations
• Managed end-to-end recruitment campaigns, ensuring thorough completion of clearances and documentation while maintaining compliance standards
• Established comprehensive employee support framework through regular community field visits, providing guidance on workers' compensation and HR matters
• Developed standardised performance evaluation templates and goal-setting frameworks, improving consistency in employee development processes
• Fostered positive workplace relations through regular engagement with Aboriginal communities, promoting inclusive HR practices and cultural awareness
• Process Standardizations
• Recruitment – Creating pre-interview pack, Recruitment scorecards, screening, interview and reference check questions as per the role and level
• Workplan Reviews – Developing standards and templates for goal-setting and related reviews, streamlining Community Development Program reporting mechanisms
• Competency Mapping Framework – Researching and creating competency levels as per designations and roles
• Document Compliance - Keeping a track on employee documents, maintain Organizational charts and HR records on a real-time basis, ensuring confidentiality, data protection and availability as per the requirements
• Incorporated in 1985 (under the Aboriginal Corporations Act of 1976), Ngurratjuta/Pmara Ntjarra Aboriginal Corporation is driven with the purpose of providing financially independent Aboriginal Communities
• It provides a growing income base for the Member Communities and stimulated job opportunities and venture activities for members, while actively supporting Community development activities and infrastructure improvements in member Communities

• Led HR operations for 400-850 employees, implementing standardized processes and delivering data-driven insights on attrition, engagement, and budgets to key stakeholders, thereby driving employee engagement from 35% to 75% through strategic initiatives and standardised processes
• Transformed HR practices by implementing BU-specific rewards programme and pulse surveys, establishing best practices across business verticals
• Guided managers through performance reviews and disciplinary matters while fostering positive employee relations through structured communication channels and maintaining comprehensive stakeholder reporting on engagement metrics
• Facilitated regular HR and skip-level meetings, strengthening communication between management and staff while addressing employee concerns proactively
• Spearheaded employee lifecycle management transformation, integrating CSR initiatives and redeployment strategies to enhance organizational effectiveness
• Orchestrated end-to-end rewards programme while managing legal compliance for employee relations, ensuring robust HR governance
• Created and implemented calendarized actions on managing communication channels, process standardizations, periodic execution of employee pulse survey and guidance for conducting engagement activities/ sports tournaments, etc

• Streamlined HR operations by implementing process improvements and managing employee development programs, while coordinating strategic initiatives for organizational value enhancement
• Streamlined HR processes by implementing comprehensive HRIS system, enhancing data management and reporting capabilities while managing vendor relationships
• Established and executed organisation-wide grievance management framework, ensuring transparent resolution processes and improved employee relations
• Partnered with external vendors to develop tailored training programmes, strengthening organisational learning and development initiatives
• Led cross-functional HR process improvements, fostering enhanced workflow efficiency and employee experience across departments
• Revitalised social welfare initiatives through strategic improvements, enhancing employee wellbeing and workplace satisfaction

• Streamlined HR operations by implementing process improvements and managing employee development programs, while coordinating strategic initiatives for organizational value enhancement
• Developed and executed comprehensive employee coaching programs, enhancing talent development and career progression across multiple business verticals
• Facilitated talent management strategies, ensuring alignment between organisational objectives and employee development needs
• Led strategic HR operations and process optimization while managing employee value proposition initiatives, driving measurable improvements in workforce engagement
• Pioneered employee development frameworks that strengthened organizational capabilities and fostered a culture of continuous learning
• Orchestrated HR initiatives that enhanced employee experience and workplace satisfaction while maintaining alignment with business objectives, from onboarding to offboarding and alumni support

• Managed comprehensive HR initiatives including benefits administration, policy development, and compliance monitoring while maintaining high employee satisfaction
• Developed and executed employee engagement programmes, mentorship initiatives, and professional development strategies to foster workplace growth
• Partnered with department heads to identify staffing needs, resolve workplace conflicts, and implement effective HR solutions across organisation
• Cultivated positive workplace culture through targeted engagement programmes and professional development initiatives
• Maintained comprehensive HR records and analytics, providing data-driven insights for strategic workforce planning and development
• Led employee engagement initiatives and recognition programmes, fostering a positive workplace environment and boosting team morale

• Managed HR system implementations while achieving recognition as top recruitment specialist, driving talent acquisition strategies and retention programmes across multiple departments
• Streamlined HR processes through data-driven solutions, earning multiple quarterly awards for outstanding performance in recruitment and employee retention
• Orchestrated cross-functional HR initiatives, fostering strong partnerships with stakeholders to enhance workforce management and system implementation outcomes
• Executed comprehensive HR projects, maintaining meticulous documentation while supporting vertical and business-unit-wide system deployment and integration
• Facilitated and participated in cross-functional HR initiatives, implementing integrated solutions while fostering strong partnerships across organisational departments
• Maintained comprehensive HR documentation and analytics reports, while orchestrating successful system integrations and process improvements