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A pragmatic and commercially focused HR professional, with operational and strategic experience across a variety of sectors within Public and Private enterprise. With a passion for leading change through leadership development and coaching assoiciates to develop and enhance their ‘HR capabilities’.

Promoting the collaboration of relationships 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 and supporting key stakeholders as a valued member of the leadership team.

Employment History

HR Business Partner

Capital S.M.A.R.T Repairs (Suncorp Group Ltd)

June 2016 - Current

HR Manager

Ambulance Victoria

July 2012 – June 2016

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


Masters of Business Administration (MBA)

Deakin University
Feb 2009Oct 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 2009Oct 2012

Undergraduate qualification, specialising in Human Resource Management.

Professional Work History

HR Business Partner

Capital S.M.A.R.T Repairs (ASX listed Suncorp Group Ltd)
June 2016Current

Capital S.M.A.R.T Repairs is a joint venture of ASX listed Suncorp Group Ltd.

Reporting to the GM HR, and responsible for leading the HR Operations team (3 direct reports) providing strategic and operational HR support and advice (HR/ER, remuneration, performance and development, and workforce planning) across 24 multi-national repair centres located in NSW, QLD, ACT & TAS; in addition to our corporate services departments (Finance, HR, IT & Administration) located at our Head Office in Rowville Victoria.

  • Since commencing with S.M.A.R.T our operational network (repair centres) has expanded from 40 sites nationally, to 55 sites currently across Australia & New Zealand with a workforce of approximately 1,200 employees. My responsibilities have included leading HR due diligence and employment law obligations of new site/business acquisitions.
  • HR Lead for the implementation of HRIS (RAMCO) which includes mentoring the project lead with multiply platforms, coordinating due diligence, solution workshops, product implementation and change management within a blue-collar workforce (9-12 month project).
  • Responsible for leading and coordinating the annual performance review cycle across the business, ensuring proposed timelines are met and management recommendations are within company budget forecast.
  • Workforce planning across 24 sites, including ramping up ‘people indicators’ against project plans for new site commencement against operational budgets.
  • Supporting Operational State managers with people related HR matters and representing the HR team at local operational planning meetings held monthly.

Manager, HR Partners & Officers

Ambulance Victoria (AV)
Jul 2012June 2016

Reporting to the Director, People Services; in this position I was responsible for leading the Human Resources Partner function who provides  the provision of generalist HR advice and support to the business via a disperse HRBP model (7 direct reports).  

Business stakeholders included (Operational - Paramedics and Non Operational - Professional services), within an heavily industrial environment of approxmatley 4,000 employees statewide.

  • 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). 
    • 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 2008Jul 2012

    Reporting to the Director of Human Resources; in this position I was responsible for providing generalist HR support and advice to internal  to 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 2006Sep 2008

    In this position, I was responsible for our Commonwealth Bank of Australia (CBA) program. Partnering with the business to support managers with  recruitment and selection of staff, performance management process (planning and counselling), and change management (restructures and redundancies).

    • 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 2004Oct 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 2002Jan 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 1994Jan 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 

    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.