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AEMO's function is in delivering a range of gas and electricity services, as the national energy market operator and planner, across multiple states, jurisdictions and communities. As Principal HR Advisor reporting to the EGM People & Culture, the role operates at a regional level to provide strategic and operational HR solutions across all areas of the business. The role contributes to the People & Culture team and strategy within allocated HR functions and partners the business to deliver people management outcomes that add value to both the business and its employees.

Accomplishments

• Developed & implemented a Employee Value Proposition for AEMO
• Developed a set of Core Leadership Capabilities aligned to business objectives and roles within AEMO
• Mentored and developed the HR Advisor
• Successfully Business Partnered with the Market Performance Division and contributed to an Organisational Design and Resourcing Review
• Leveraged the use of SharePoint within the team as a communication and collaboration tool
• Successfully built influential relationships with senior managers and a thorough understanding of their business drivers
• Designed HR Metric reports for the Executive Leadership Team

Autonomous role that forms part of the senior management team reporting jointly to the Executive General Manger and Finance & Operations Manager.  Effective in the implementation and delivery of HR initiatives, strategies and policies that ensured business objectives were met.  Provide high quality HR expertise, coaching and recommendations on a national basis to senior managers and employees in all facets of HR issues, employee relations, talent management and performance management.

Accomplishments

• Reduction of voluntary turnover in my first year from 39.5% to 19.1%
• Developed  and implemented a remuneration strategy for all positions to create a platform for talent attraction and salary reviews
• Eliminated annualisation issues with remuneration based on merit increments and merit bonuses
• Improved internal communication by creating a monthly company wide communication gathering called “Spotlight”
• Created ‘Company Calendar of Events’ to enhance morale, engagement and culture based on wellness, diversity and community awareness
• Aligned a formal performance appraisal system with competency based position descriptions
• Created a training and development program aligned to the performance appraisal system
• Implemented an employee benefits program to aid in retention and attraction
• Developed competency based interview guides for each position to improve recruitment standards
• Created and delivered training programs in Performance Management & OHS
• Updated, implemented and aligned the company induction program, policies, employee handbook and employment contracts

Part of a human resources team of six providing HR support to over 260 employees through consultation and coordination of processes and procedures to operational team in the business.  Managed the recruitment for three operational departments, facilitated group assessment centres, group company inductions, AWA’s, performance management and formulated policies and practices.

 Accomplishments

• Developed and designed a new Code of Conduct booklet outlining company expectations and compliance
• Designed and delivered training sessions on AWA Interpretation, Customer Service, recruitment techniques and AWA Lodgement
• Created behavioural based interview guides for each department
• Developed a rewards & recognition program called ‘Stars’ for team members to participate in to reinforce company values
• Established a recruitment matrix with measurable competencies to easily establish candidate rankings

Short term contract

Provide professional HR services and consultancy to both line manager and team members nationally involving recruitment and selection of store staff, OHS, AWA’s, company induction, performance management and remuneration.

Accomplishments

• Managed the HR department solo for two months during restructure
• Coordinated four recruitment fairs encompassing interviewing and ability testing onsite
• Coordinated mass recruitment of 250 store team members during the period November 2003 to June 2004
• Completed and presented a proposal for implementing a HRIS system including costs and benefits

In a HR department of 25 my role was to ensure that the Human Resources Generalist was fully supported in terms of compiling research on employees, reports, correspondence, contracts, arranging interviews and meetings.  Collaborating with the other HR administrators to ensure processes and the administration functions were efficient and effective.