Stewart Silk

Responsibilities:

• Lead the design and delivery of the organisation’s Capability, Performance, Learning, and Culture strategy, ensuring alignment with the overall business and people plan.
• Support the Learning and Development Team in creating and delivering blended learning programs that foster individual development and career progression.
• Drive the development and ongoing enhancement of capability and performance frameworks.
• Ensure the Vocational Education Program delivery team provides high-quality qualifications for future educators.
• Guide the organisation's team experience and culture initiatives to align with strategic goals.

Achievements:

• Designed and delivered a new People Capability and improved performance framework to support the organisation’s cultural transformation
• Engagement of Psychometric Provider to support candidate selection and development aligned to the aspirational culture and People Capability Framework
• Implementation of the Cornerstone Learning Management System to provide Team Members a world class learning experience to supporting individual development career pathways
• A refreshed and embedded Sector leading study pathways Program for Vocational and Tertiary Learning currently with over 1400 team members participating in the programme
• Implemented Listening Program utilising the Qualtrics EX 25 Methodology

Responsibilities:

• Led the People Operations Team comprising of Business Partnering, Payroll, Employee Relations, Remuneration & Benefits, and Investigations
• Worked closely and in partnership with the Chief Operating Officer, Operations, and People & Culture functional teams to deliver all activities as part of the annual people lifecycle plan
• Develop strategies in conjunction with Operational based on people metrics improve team retention and engagement

Achievements:

• Successfully implemented the remuneration and Benefits, and Investigations functions on approval if a business case in support business and operating improvements for the People & Culture Function
• Implemented an annual people plan for the people and operations team to provide clear line of sight for delivery of the people pan working alongside People & Culture functional leaders
• Reviewed and improved the G8 Education Business Partnering model to ensure the role focused on organisations people KPI’s and Supporting Regional Managers strategically to deliver needs

Responsibilities:

• On request of the CEO and Board led the People & Culture Team comprising of over 70 Team Members in an interim period before commencement of a new Chief People Officer
• Ensured the optimization the human capital within the Group and ensure that relevant projects and strategic initiatives are delivered in line with expectations
• Escalate and report risks impacting performance, reputation, or compliance, ensuring adherence to the Risk Management Framework and related policies

Achievements:

• As part of the G8 Listening Program increased the People & Culture quarter two 2024 Engagement score to 78% being the highest result for the team since inception of the program
• Guided the team and delivered and executed of all strategic and BAU initiatives for quarter two 2024

Responsibilities:

• Led the development of G8 Education’s Culture and Team Experience approach and corresponding Transformation program
• Acted as the critical stakeholder manager between the Deloitte Human Capital Team, Executive Team, and other business and transformation progrm team stakeholders to deliver initiatives
• Acted as the business subject matter expert to ensure initiatives and programmes of work were relevant to business needs

Achievements:

• Delivered the design of a team experience and culture program aligned to the G8 Education purpose through consultation of leaders and team members
• Ensured project deliverables were delivered on time and to budget within taking into consideration the time frame for delivery
• Built trust and credibility to continue the delivery of the program into a Business-as-Usual capacity as the Head of Capability, Culture & Engagement

Responsibilities:

• Worked alongside a team from McKinsey for a 3-month period to review the organisation and external environment to prepare the business for a Customer Centric Transformation
• Led the People Stream as part of the Transformation Program designing and building the project execution plan to ensure the delivery of the people initiatives
• As part of the Transformation Team designed the people and culture supporting strategy for transformation
• Project managed the strategy and ensured key initiatives were delivered within agreed timelines and on budget

Achievements:

• Coordinated an extensive qualitative and quantitative research programme conducted over a 3-month period to recreate the Michael Hill Values and Descriptors supporting the future business strategy and purpose
• Project managed the redesign of the retail incentive program aligned to the future customer experience and increase team member engagement and performance
• Assisted in the delivery of a Net Promoter Score Program as part of key initiatives to improve the customer experience

Responsibilities:

• Lead a team of 25 team members with specific responsibilities aligned to Recruitment, Payroll, Learning and Development, Organisational Development, Communications, Employee Relations, Safety and Generalist Human Resources
• Development and implementation of the People Strategy and organisational culture
• Creation and execution of an Employee Value Proposition for a workforce of approximately 3000 team members
• Ensure aligned Learning and Development initiatives were continuously delivered through the company Learning Management System, Learning and development Team, and Organisational Development Manager

Achievements:

• Acknowledged for 9 years in a row as Support Centre Department of the year as voted by the Retail Store Management team
• Led the development and continual improvement of people systems and processes for the business to effectively operation in Australia, New Zealand, Canada and The United States
• Established a centralised Recruitment Team reducing agency expenditure, time to fill rates by two thirds, and employee turnover in the first three months by 50%
• Created an Organisational Development function and developed an Organisational Capability Framework for the purpose of recruitment and development of key positions
• Implemented a successful internal Communications Plan supported by a revitalised interactive company intranet site and utilising Yammer and other technology

Responsibilities:

• Led a team of Human Resources Advisors to provide coaching and advice on generalist and employee relations matters to the retail and support centre teams
• Ensure all performance management matters were appropriately investigated and managed to ensure minimal claims and cost to the business
• Reviewed and maintained Policy and Procedures associated with performance management practises to legislative requirements

Achievements:

• Established a strong rapport with the business leadership leading to promotion to the position of Group Human Resources Executive
• Implementation new performance management, disciplinary tools and supporting policies and procedures to ensure compliance and procedural fairness
• Put processes in place to upskill capability of Leaders in managing and performance related matters leading in a reduction in escalated legal issues

Responsibilites:

• Led and managed a Human Resources and Payroll consultancy team
• Ensured the Human Resources offer to franchisee customers was strategically aligned to the business mission, vision, and key objectives
• Assisted franchisee customers with performance related matters including representation with relevant commissions
• Managed and oversaw delivery of a Learning and Development offer based on training needs analysis, business feedback and demands

Achievements:

• Redesigned and implemented an improved learning and development offer provided to franchisees
• Implemented a service and customer service skill programme resulting in improved employee engagement sales in the business

Responsibilties:

• Provided coaching and support to Franchisees and Managers in best practise Human Resource Management
• Implemented new store opening checklist for new franchisees and assisted them with transitioning them and their teams in to the group

Achievements:

• Successfully implemented the opening checklist and Human Resources requirements for over 25 franchisees
• Voted as Support Centre Employees of the year in 2004 by franchisees

• Securicor Recruitment Services, now part of the Ranstad Group, was a full-service recruitment firm providing permanent and temporary recruitment assistance to businesses throughout the United Kingdom and Ireland
• Led the sales and permanent and temporary placements team for the South London division.

• Human Resources projects for the New South Wales Myer Centre Human Resources Team
• Successfully managed the redeployment programme for all employees from the Myer Burwood Store after closure without redundancies
• Facilitated assessment centres recruiting over 500 permanent employees for the new Sydney City flagship store as part of the refurbishment programme

• Human Resources Coaching Advice to Business Managers and Department Team Leaders
• Consistently met wage budgets for store and identified as best practise store at quarterly state wage review meetings