I am a pragmatic and commercially focused HR professional, with operational and strategic experience across a variety of sectors within Public and Private enterprise. I have a passion for leading change through leadership development and working with people to develop and enhance their ‘HR capabilities’. I promote team work across boundaries to assist with diagnosing, developing, delivering and measuring human resources solutions, which are ultimately designed to deliver enhanced value and performance to the business.

With a strong generalist background in specific HR functions including: Industrial & Employee Relations, Change Management, Organisational Development, Workforce Planning and Stakeholder Engagement.

My preferred career is to continue in an HR generalist position;  providing direct leadership to a team or supporting key stakeholders as a recognized business partner; that will enable me to utilise my developed HR skills and experience while providing the opportunity to extend the scope of my responsibilities.



Masters of Business Administration (MBA)

Deakin University
Feb 2009 - Oct 2012

Post-graduated qualifications in Business Administration, which allows me to consider and understand the wider business impact of people related decisions.

Bachelor of Business

Swinburne university
Feb 2009 - Oct 2012

Under-graduate qualification, specialising in Human Resource Management.

Employment History

HR Manager
Ambulance Victoria
July 2012 - Present
Senior HR Consultant                         
Monash Health (formally Southern Health)                            
August 2008 - July 2012
HR Consultant
TeleTech International
October 2006 - September 2008
ER Officer (Contract)
Patrick - Asciano
January 2004 - October 2006
HR Officer
Woolworths Limited
October 2002 - January 2004

Professional Work History

Work experience

Manager, HR Partners & Officers

Ambulance Victoria (AV)
Jul 2012 - Present

Reporting to the Director, People Services; I lead the Human Resources Partner function responsible for the provision of generalist HR advice and support. Together we drive a consistent delivery of HR services and advice via a disperse HR Business Partner model and work in collaboration with business stakeholders (Emergency Operations – Paramedic/Air) and (Corporate Services – Finance, I&T and People & Culture) with approximately 4000 staff. As the HR Manager, I ensure visibility of key HR issues across the state and support the HR Business Partners in developing relevant ‘People Plan’ strategies to meet our business needs.

  • Revised the HR service delivery model to ensure efficient and effective provision of HR advice and support across the state. This was achieved by developing and investing in our internal staff capabilities and by implementing a Centre of Excellence team (HR Officers), which provides line managers and staff direct access to contemporary ‘People Support’ via a means of various communication portals.
  • Development and implementation of AV Leadership Programs (Senior and Mid-level Management) across AV which has enhanced the ‘people’ capabilities of the Senior Leadership Team, using trusted leadership principles and methodologies (LOF, 360 degree feedback, Succession & Talent management, EQ).  
  • Improvement of HR quality processes, including policy and procedure development, and revising the internal Investigation framework to ensure state-wide consistency and compliance with the principles of natural justice.

  • Provide direction and leadership to the HR Business Partners on complex case management activities; to reduce associated industrial risks (complaint, grievances, long-term ill & injured etc), which has resulted in greater consistency across the state and reductions in workplace matters requiring external resolution (Fair Work Commission).  
  • Stakeholder engagement through understanding their environment, HR requirements and the development of 'People Plans' (Workforce Planning, ER/HR issues, Leadership Development) for Business Units.

Senior HR Consultant

Monash Health
Aug 2008 - Jul 2012

Reporting to the Director of Human Resources Operations; in this position I was responsible for providing generalist HR support and advice to key stakeholders across a number of Public Hospitals including Monash Medical Centre, Dandenong, Casey & Cranbourne (1000+ portfolio); and overseeing the professional and personal development of 2 HR Officers.

  • As required, I provided representation for Monash Health at the Fair Work Commission conciliation and arbitration hearings/conferences.   

  • Successfully completed recognised training courses in workplace investigations, grievance and conflict resolution (mediation). I acted as the subject matter expert (SME) for the wider HR Team.

  • The introduction of a Workplace Culture Health Check (WCHC) intervention which supports with the resolving of group workplace disputes, generally through a less formal strategy (where appropriate).

HR Consultant

TeleTech International
Oct 2006 - Sep 2008

In this position, I was responsible for our Commonwealth Bank of Australia (CBA) and The Bank of Western Australia (Bank West) programs. This included end to end recruitment and selection of staff, performance management process (both development and counselling), and change management including program closures, restructuring and retrenchments.

  • Successfully lead enterprise bargaining negotiations, ensuring productivity gains, flexibility and program growth.    
  • Change Management project with the closure of our ‘Bank West’ program. I was responsible for ensuring compliance to legislation, redeployment of selective employees and retrenchments.  

ER Advisor (Contract)

Patrick - Asciano 
Jan 2004 - Oct 2006

In this maternity leave contract position, I was responsible for general Employee Relations (IR, Performance, OHS and Agreement interpretation) advice and support to managers and staff across our operational site in Port Melbourne.  

  • HR/ER advice to management in the resolution of ER grievances as a result of the transition of business between Toll Holdings and Patrick General Stevedore workforces.

HR Officer

Woolworths Limited
Oct 2002 - Jan 2004

In this generalist position, I was responsible for the development and implementation of human resource policies and procedures for 10 store operations in Melbourne’s eastern region. I would provide 'hands on' support with end to end store recruitment, training, coaching managers and staff on HR policies and performance management process. 

  • Recruitment, attraction and retention advice to store, logistic and warehouse management teams.

Various positions

Woolworths Limited
Feb 1994 - Jan 2004

Various positions in Store operations (Customer Service, Produce and Grocery departments) while undertaking formal studies (VCE and under-graduate degree) in Human Resource Management.


Coaching & Influencing

The ability to use my skills and knowledge to develop the HR competency of leaders/managers which builds their confidence with 'people' related decision making and limits industrial risk/exposure to the business.

technical competencies

Employee and Industrial relations, Performance Management, Change Management, Workforce Planning and HR interventions (Mediation and Conflict resolution, Workplace Investigations, Staff Engagement Surveys and Workplace Cultural Health Checks).

Functional leadership

The ability to positively influence direct reports to enhance their HR capabilities, which provides personal and professional development, while delivering HR customer service through the  provision of 'People Plans' for their business units.

Stakeholder engagement

The ability to understand the impact that 'People' related decisions have on the wider business, including my ability to establish trust, credibility and confidence with stakeholders, through the accurate provision of sound HR advice and support.



Certified Professional Membership (CAHRI) 

Australian Human Resources Institute 
2009 - Present

AHRI professional-level members must satisfy the mandatory education and/or knowledge, skills and experience requirements and commit to AHRI's continuing professional development (CPD) program.


References are available upon request.