Reda Keddad

As Project Learning and Development Lead

• Lead the implementation of two complex HR systems as the Lead Learning and Development consultant
• Designed and developed a comprehensive learning strategy, encompassing the creation of tutorial guides, instructional videos, and various learning materials to enhance knowledge acquisition and skill development.
• Partnered with the organization to draft the training needs analysis, supporting the change implementation specialist for the software rollout.

As Learning and Org Development Partner

• Spearheaded and implemented organization-wide culture initiatives as a learning partner, fostering a collaborative and inclusive work environment that enhanced employee engagement and performance.
• Collaborated with team on the organization's training needs analysis (TNA) to ensure a comprehensive understanding of learning requirements. Created and designed e-learning modules using authoring tools like Articulate360, Camtasia, and Articulate Rise.
• Delivered company induction sessions, successfully inducting over 400 new starters.
• Collaborated with the business to oversee capability uplift and development for all levels of employees, from frontline staff to executives.
• Supported up to 2000 employees across 38 unique branches, which included engineers, designers, and project managers.

Key Responsibilities

• Partner with work areas across the organization to enhance the employee life cycle and develop team and individual capabilities.
• Identify and manage organizational development needs and project manage blended learning programs.
• Design, implement, and manage learning initiatives, including induction and mandatory training.
• Collaborate with stakeholders at all levels to diagnose development needs and drive effective development across the organization.
• Develop and maintain Learning & Organizational Development systems.
• Evaluate and report on the effectiveness of development and learning programs, recommending improvements.
• Deliver individual and team development through facilitation and coaching.
• Manage the central learning budget and provide budgetary variance commentary.
• Drive continuous improvement of the Learning Management System and related processes.
• Provide insights and visibility on organizational development and learning performance through data and analytics.
• Identify and contribute to process improvement and service delivery enhancements.
• Communicate and collaborate with stakeholders, both internal and external, to promote and implement development programs.
• Exercise judgment in delivering professional advice, managing projects, and monitoring outcomes.
• Participate in the development of proposals and recommendations for senior management consideration.
• Analyzed and evaluated training effectiveness and program outcomes.
• Conducted needs assessments to identify gaps in performance and develop targeted learning solutions.

Employers Mutual is one of the leading Worker's Compensation Insurer's nationally. EML is the injury management partner of choice for large complex employers and government agencies. They specialize in claims expertise and personalized support in helping Injured Workers return to work. My role as a Learning and Development Consultant would see me in leading the design and delivery of all learning outcomes both virtually and face-to-face across the Victorian Branch, which consists of 400+ employees

Key Responsibilities

• Establish credibility as an expert in providing learning and development solutions with a focus on blended learning and 70:20:10 rule
• Identify key relationships that need to be developed to achieve goals and work collaboratively with internal partners to formulate action plans to achieve goals
• Facilitate National Learning and Development Modules across all branches within Australia
• Conduct learning needs analysis to understand business requirements and target audience
• Provide professional and expert learning and development advice to line managers and their teams
• Review business performance and consult with business unit representatives to recognise areas of improvement
• Design and develop learning solutions with the aim of improving business performance
• Deliver the end to end learning solution including pre and post-delivery requirements
• Apply effective facilitation techniques to ensure maximum participation and achievement of desirable learning outcomes
• Conduct pilot programs to ensure the learning solution meets the development requirement
• Use expertise to identify adjustments required to the learning solution based on the feedback received from the learners or the business leaders
• Establish appropriate criteria to assess the effectiveness of a learning program
• Use appropriate consultative methods to gather feedback on learning programs from key stakeholders

Highlight

CME (case management essentials) program – The case management essentials program is an 8 -12 week intensive training program to help onboard larger groups of new starters developing them to a foundational level claims officer. As per my role I have been involved in leading, designing and delivery of 12 programs. My responsibilities included:

· Pre-planning and design of structure of entire program – including selection of modules that complemented the 70:20:10 rule of learning

· Collaboration with senior leaders and subject matter experts to endorse structure of the program

· Acting team leader to new starters enrolled into the program for the first 3 months prior to their transition into their teams. (Completed Monthly 1-on-1s, Mentoring, Conflict resolution, escalations)

• Adopt a service- orientated approach that is focused on early intervention and the interests of workers and employers
  • Ensure that active and timely intervention occurs to improve recovery and return to work outcomes
  • Provide workers compensation advice to stakeholders such as workers, employers and providers
  • Collaborate with Mobile Claims Specialists, Liability Specialists, Return to Work Specialists and other technical and support experts
  • Liaise with internal and external stakeholders
  • Assist the worker and employer with the claim process and providing support in the completion of relevant documents to ensure timely access to required services to support return to work and injury recovery
  • Pro-actively proceed with appropriate case management to achieve the optimum outcome of early sustainable return to work for workers with reasonable claim costs

• Achieve tight control of medical and like expenditure through effective case management and collaboration with key stakeholders (injured workers, employers, providers).
• Engaging internal resources/subject matter experts' at appropriate stages though the case management strategy (i.e Technical Advisors, Injury management Advisors, Legal team) to seek legal, medical and strategic advice on plans.
• Manage a portfolio of active Medical Expense Only claims in accordance with QBE Connect standards, the Accident Compensation Act and WorkSafe's regulatory environment.
• Make strategic decisions with the support of Injury Management Advisor and Technical Advisor in order to assess the reasonableness of continuing or commencing medical & like services
• Approve and monitor intervention strategies (e.g. Independent Medical Examination, ADL)
• Provide recommendations on case strategies for approval by the Injury Management Advisor and/or Technical Advisor
• Identify, acknowledge and respond to stakeholder service concerns in a timely manner.
• Contribution to achievement of team goals though effective collaboration, team work and communication.

Key Responsibilities – HR officer

• Managed background check process
• Oversaw employee hotline and addressed employee concerns as necessary
• Supported online employee portal for employees, as well as applicants
• Provide administrative support for HR Business Partners
• Provide support and advice to senior leaders regarding recruitment, performance and development, staff changes and remuneration

Involved in the Defence EMOS contract (up to 1500 employees) for the Australian Defence Force.
Worked on the recruitment of employees for southern NSW and Queensland Sector

Key Responsibilities

Using Page up (HRIS system) to:
• Locate and identify candidates working background
• Consistently update candidate profiles
• Organize and coordinate group interviews
• Conduct phone interviews with candidates
• Compiled all candidate information into the system matrix consisting of 1500 candidates/employees
• In charge of selection and non-selection of candidates for recruitment into the organisation with respect to their phone interviews and experience