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CV International Human Resources Generalist

International Human Resources Generalist

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CV/Resume ID no.: 77156

Location (Residence): Bridgeman Downs, Australia
Citizenship: Australia
  Native: English Australian
  Other: None
Education & Experience: Work Authorization & Relocation:
  Masters in Professional studies

Years of Experience: 16 years
Authorized to work in:
Present Location:
   Australia, Brisbane
   Anywhere (International)
Category Subcategory Ability Experience
Human Resources Strategy Expert 29 years
Human Resources Recruitment Experienced 5 years
Human Resources Human Resources Expert 3 years
Quality (QA/QC) Auditor Experienced 29 years
Administration Project Control Experienced 12 years
Management HR/Personnel Expert 29 years
CV/Resume Details
1. Summary (Cover Letter) - CV/Resume Part 1 [Mandatory]

Human Resources

I write to register my interest in joining your company.
To give you an overview of my career to date, I am an experienced Human Resources Professional with over 20 years of “hands on” experience in international multicultural technical/professional environments, with related broad experience as an internal consultant and facilitator implementing quality and performance-driven HR initiatives.

My key responsibility is in ensuring that the people activities are aligned with business strategy. This involves managing the people cycle of which I offer sound experience in setting the standard in;
• Development of Policies and Procedures via Quality Management;
• Workforce Planning; Succession Planning;
• Recruiting, Engagement and Retention, National, & Global;
• Orientation/Induction, company, division and position;
• Training & Development Leadership Development
• Performance Management Strategy, Development, Communication and Implementation;
• Rewards, Compensation, Remuneration and Benefits programs;
• Employee Relations, EBA development and negotiations;
• Employee Opinion Surveys;
• Head of Culture Committee;
• Organizational Change ;
• Proficiency in major computer applications, HRIS implementation;
• International experience from working in Asia, Australia, Middle East, Africa, UK, USA and Caribbean;

The skills I have acquired also include the ability to prioritize tasks and to get things done in a high pressure, changing environment. Coupled with a high degree of drive and energy, my referees will verify that I possess excellent communication skills, strong analytical skills with the ability to identify problems and contribute to solutions, with a proven ability to resolve sensitive matters through negotiation and influence whilst gaining the trust of peers and line managers.

I possess a proven ability to operate autonomously with confidence in leading and managing project teams of specialists, negotiating with suppliers and customers, evaluating, developing and making recommendations for improvement within systems while managing and allocating resources, conduct tracking and reporting of activities and evaluating the technical feasibility of proposed solutions, with a creative and an open-minded approach to work planning and organization.

I, the undersigned, certify to the best of my knowledge and belief, this bio data correctly describes my qualifications, my experience and me.

2. Work Experience - CV/Resume Part 2 [Mandatory]

2007 to present.
Human Resources Manager
Reporting to the Executive Director, partnering with business units to align HR systems and processes across the business. Specific accountabilities will include:
• Identifying strategic and tactical HR issues that support the broader business strategy.
• Implementation of fully integrated and aligned HR plans
• Guidance to the ED and functional management to optimise various HR processes
• Provide HR advice and support to various business unit managers parties including Bid Managers, Planning for growth beyond our current 1200 employees
• Recruitment and retention
• Orientation
• Performance management,
• Training and Development
• Union negotiations and EBA development
• Advising on ER issues
• Conducting complex workplace investigations
• Coaching and developing line management to deliver successful business outcomes
• Maintain relationships with internal stakeholders

October 2005 to 2007
BMMI (FMCG, ISS Shipping, B&B Logistics, etc)
http://www.bmmigroup.com/ 540 staff
Human Resources Manager (Regional)
To develop, implement and manage the delivery of a comprehensive range of Human Resource services designed to achieve the Company’s business objectives, providing and facilitating a policy framework to enable Divisional Managers to efficiently manage their people.
Reporting directly to the Chief Financial Officer and Deputy Chief Executive, member of the senior management team involved in formalising business strategy, and ensuring that the team is fully aware of the HR implications of different strategies. Formulates and implements HR strategies that complement and underpin key business objectives. Periodically reviews and agrees key HR objectives with Divisional Managers and introduces initiatives to achieve success.
 Manages the efficient operation of the HR function, agreeing the services to be provided and establishing best practice standards for delivery to managers and staff by a team of HR professionals.
 Develops HR policies that provide appropriate direction to employees, reflect and reinforce the values and culture of BMMI and support the needs of the business. Ensures that the HR Policy Manual supports and reflects the desired culture.
 Manages the establishment and communication of the Company’s purpose and values throughout the organisation ensuring that the behaviours and attitudes required are reinforced through every function of HR management, especially training, performance management and communication programmes.
 Analyses current and future manpower needs and recommends / implements plans that result in the right skills and competencies being available as and when required by the business.
 Formulates and manages performance management systems that clarify objectives at all levels in the organisation, measure performance against those objectives, encourage the development of the skills and competencies required, and motivate employees to maximise their potential. Ensures the effective use of performance management tools; i.e., Balanced Scorecard etc.
 Ensures that appropriate training and development is available to all levels of the workforce to encourage self-managed development and enable staff to extend their knowledge base, improve performance and meet the company’s objectives.
 Manages and monitors the nationalization program ensuring that agreed levels are attained and maintained and identifying opportunities for increasing the level while ensuring that there is no reduction in skill levels.
 Provides guidance and advice to managers on the best way to bring about changes in the organisation to minimise disruption, maximise resources and comply with Labour Law. Devises implements and manages change initiatives to encourage commitment to change. Act as a business partner and coach to managers to help them improve their staff management skills.
 Develops a cooperative climate of employee relations that upholds the company’s values. Provides a comprehensive advice and support service to managers to proactively and positively manage employee relations issues that pertain to the HR function and services.
 Manages the recruitment process with the Divisional Managers to ensure BMMI has the competencies it needs to fulfil its strategic objectives.
 Ensures conformance to ISO standards; policy, process, procedures, forms.
 Provide support to Alliance Partners and Joint Ventures

Written reference from employer can be provided.

March 2002 to October 2005
Hamad Medical Corporation
http://www.hmc.org.qa/ 14400 staff
Doha, State of Qatar
Special Projects Planner
Within the mission, vision and values of Hamad Medical Corporation and the HR Department, coordinate and oversee various projects as needed to support the HR operations.

Key Accountabilities
Using my extensive HR experience across a variety of organizational settings my initial work starts within the area of Organizational Development, by conducting an audit of the HR function. Results of which are utilized for improvement within the system.
Worked with the Director as a change agent recognized that there was a need for the implementation of effective strategies including – assessment, planning, growth, quality improvement, teamwork and other Organizational changes.
• Worked with the IT Department in the development and implementation of the HRIS
• Take a pro-active role in the development and implementation of a quality service of the Personnel Department by coordinating HR Projects;
• Work with Department Heads to identify and scope HR related projects within the Personnel Department;
• Work with key senior contacts within the Corporation to identify how the Personnel Department can provide support for their strategic objectives;
• Project manage and track success and outputs of multiple HR projects;
• Consult and involve Personnel Department Heads in projects relevant to their areas as appropriate;
• Performance management development and process implementation.
• Prepare regular status briefings to Personnel Director and Department heads, via meetings and on projects using Microsoft Office tools;
• Be responsible for identifying quality improvement opportunities of current personnel processes that are already in place;
• Enhance the image of the Personnel Department by building positive relationships with customers;
• Developed, delivered and piloted the first Orientation Program for the Corporation.
• Human Resources Planning and implementation for all Divisions/Projects;
• Ensures that the necessary administrative directives and the procedures required to implement the Staff Regulations and Staff Rule are developed and ensure facilitation
• Compensation and Benefits;
• Strategic development of policies for effective Human Resources Management;
• Advises the Director-General and senior management on HR policies, rules and practices on personnel issues which involve issues such as recruitment, classification, staff entitlements and benefits, performance management, staff relations and grievances and disciplinary measures;
• Act as the focal point for the Corporation’s Human Resources Policy-making decisions and updates;
• Participates in advisory Boards, Panels and Committees related to the administration of human resources within the Corporation on issues such as, performance management and review board and, advisory board on compensation claims;
• Management of HRIS Rollout;
• Responsible for the implementation of E-Government within the Corporation;
• Ad Hoc projects as instructed.
Written reference from employer can be provided.

2001 –May 2002 King Abdulaziz Medical City
http://www.ngha.med.sa/, 12,000+staff
Riyadh Saudi Arabia
Wages and Salary Advisor for Health Affairs
Manage the compensation function for various departments. Plan, develop and implement new and revised compensation programs, policies, procedures, in order to be responsive to the organization's goals and competitive practices. Assure thorough audits, reports and personal contact that compensation programs are consistently administered in compliance with policies and government regulations, and as instructed by direct report.
As the Wage and Salary Advisor for Health Affairs I am responsible for International Compensation & Benefits, directing a team in managing issues for the organization’s global employees, focusing on such issues as total compensation packages, all related policies, practices and procedures, ensuring compliance with local laws and the fulfilment of the mission, vision and values of the organization. I conduct Job Evaluations, develop Job Descriptions.

Jan 1998 – 2001 – PMII (Multi-disciplinary Project Engineering Consultancy to the Oil and Gas industry)
Brisbane Australia
Human Resources Project Manager
I was recruited on a contract to manage the introduction and operation of policies, procedures and systems, and to play a key role in the continued development of HR functions within this firm
Recruiting staff for specific projects by managing recruitment activity to ensure staff retention and loyalty in order to finalise projects. Provide professional advice to line managers on HR issues.
My technical responsibilities include;
• Maintain and upkeep the policies, procedures and systems
• Industrial Relations
• Remuneration, compensation, benefit and incentive schemes and data
• Health and safety of employees
• International transfers of staff and expatriate employment
• Performance incentives, measurement and management
• Registration and accreditation requirements
• Continuing professional education requirements of professional institutions,
• Quality assurance procedures, professional indemnity insurers, the tests of legal negligence etc.
• Training and induction procedures and programmes
• Recruitment and management
• Legal responsibilities / liabilities in the use of freelancers and sub-contractor personnel
• Human Resource Management systems and processes
• Project management
• Union negotiation and liaison
• Maintenance and management of HRIS system.
• Ensuring the timely administration of manpower planning
• Job description formulation
Written reference from employer can be provided.

1996-1998 Gilshenan and Luton, Lawyers
http://www.gnl.com.au 96 staff
Brisbane Australia
Manager, HR and Support Services
Duties include
• Strategic planning of HR in the areas of training, performance management, succession planning, remuneration and benefits, organization development and industrial and employee relations.
• Development and maintenance of HR Policies and Procedures, ensuring it is kept up to date with changes in legislative requirements. HRD.
• Remuneration, benefits and superannuation management.
Written reference from employer can be provided.

1993-1996 Drake International Brisbane Australia
http://www.drakeintl.com/ 26,000 staff
Branch Manager, National Quality Assurance Manager
Leader in the selection, management of performance of degree qualified professionals within various businesses including oil and gas, mining etc.
In this multinational company my duties involved the management of a team of HR specialist, including Engineering, Accounting and Information Technology.
Responsible for division productivity by managing the delivery of services provided. Providing geographical coordination of operations across all regions including local administrative support.
As Manager my role was to establish new clients and adopt a Consulting role in respect of all HR issues.

Across a client base which is varied:
• Recruited over 500 contract employees technical/non-technical personnel for a clients project - involved salary negotiation, contract administration, co-ordinating pre-induction training for the new hires.
• Performance management and development
• Achieved recruitment plans for clients to meet business needs and budget.
• Established preferred supplier agreements.
• Developed Global Resourcing Strategies to support expanding businesses.
• Established a client base of MNC’
• Delivered significant HR Consulting initiatives in the areas of O.D., workforce planning, job description review, performance management systems, salary benchmarking etc
• Developed succession planning strategies and coached Managers in targeted selection interview techniques

Responsibilities included;
• Human Resource Management systems and processes
• Quality management concepts and frameworks
• Training and development delivery solutions
• Change management processes and strategies
• Project management principles and concepts
• Human resources legislation, principles and practices
Written reference from employer can be provided.

1991 – 1993 Allstaff-Western Brisbane Australia
http://company.monster.com.au/allstaffausau/ 3,600 staff
(Job description is similar to the above) Consulting to Oil and Gas companies.

1989-1991 Jordan Oil
Personnel Manager
My duties include coordinating worldwide International Executive Services (IES) for multiple office clients.
I facilitated the international recruitment and retention strategy to assist mobilization and retention.
Implementing appropriate strategies for developing the corporate culture and improving employee satisfaction, and liaising with various International custom and tax authorities.

I manage the HR compliance process for in-patriates and expatriates for tax and reporting purposes. Provide internal HR expertise relating to employment and compensation. Update clients in status and assuring that any updates are appropriately implemented in compensation arrangements as well as provide clarification to expatriates impacted.

I organise regular expat briefing sessions and update expat documentation and staff handbook.

Advise clients in developing, reviewing, and benchmarking expatriate and inpatriate international personnel policies in addition to advising on policy trends. My responsibilities also included being the point of contact for all IA's and managing all potential problems, which might occur with relocation of expatriates.
Manage HR functions for selected clients, which could include local and foreign income reporting and tax payments. Have direct responsibility for preparing payroll input (balance sheets, etc.). Calculate total cost related to foreign assignments. Develop, coordinate and present related information to heads of department and CEO.
My duties include;
• Maintenance of policy and procedures for all transfers
• Calculation of international assignment packages
• Database maintenance on terms and conditions of transfers
• Education of all staff with regards to Transfer Policy
• Manage relationships with external service providers
• Liaise with line managers and HR Management to ensure seamless international relocation

1986-1989 Alfred Marks Personnel West Australia
Branch Manager and then State Manager
This was an opportunity in Western Australia by an International firm Alfred Marks Personnel (ADIA, Adecco) to be their Branch Manager in charge of a staff of six in the recruitment industry and responsibility for bottom line profitability.

I worked with this firm from 1986-1989, first as a Branch Manager and then I was promoted to State Manager for both the Fremantle and Perth branches.

Values taught were simple, honesty, integrity and a quality of service. At Alfred Marks I worked with a diverse range of national and international organizations, with a client base consisting of clients from all industry sectors. I specialized in permanent staffing although also providing temporary, contract and interim help where clients had a requirement.
My responsibility in this position meant that I had to work within the mission, vision and values of the organization and deliver on objectives. I quickly developed a strong sales ability and began building lasting relationships with the Perth business leaders to gain their confidence so that they would utilize our services. I was supported by a strong sales team who were customer service delivery focus. I was multi-task, and dealt with changing priorities on a daily or sometimes hourly basis, depending on the demands of the client and staff requirements.

I proved my ability to relate to all people from all walks of life, the ability to work under pressure and meet deadlines and the capacity to provide solutions to business challenges.

Responsibilities included business development, recruitment and selection, induction, training and development, performance management, retention and remuneration and benefits, culture, business image and public persona in the community and above all operational profitability.

With the team, I put together a marketing strategy to secure more business and I was fortunate to have selected a team of motivated consultants keen to leave their mark and the business expanded.

Key responsibilities
Part of my duties include following up with the related administrative aspects of employment, such as completing of health, employment, and insurance forms, notifying the department of employee's starting date and the requisition the employee is filling, etc. I maintain;
 "Promote from within" policy, is employed wherever possible in the posting program. Under this program openings at all levels are posted and employees can apply for any position for which they feel qualified;
 Involve decision makers in recruitment process;
 Self-sourcing: sourcing of candidates directly using a variety of tools (websites, advertising campaigns, recruitment events, Search/headhunting and networking)
 Working within pre-determined Service Level Agreement (SLA) and Key Performance Indicators (KPI’s) as per the overall outsourcing contractual obligation.
 Assist and recommend process improvements where necessary.
 Project manage ad hoc projects as required
 Plan and manage recruitment campaigns.
 Provide timely ad hoc reports including statistical information on market conditions, salary surveys etc.
 Preparation of vacancy template plans and strategies in order to successfully fill vacancies.

I act as liaison with area employment agencies, preparation and liaise with advertising agencies, processing and checking advertising agency billings, liaison with temporary agencies, recording status of authorised positions within the corporations, employment verifications, and employee referral program.

3. Education & Training - CV/Resume Part 3 [Mandatory]

1985 - 1986 Institute of Personnel Consulting, Perth Australia
1995 Technical and Further Education College Australia
1995 Accredited Quality Lead Auditor ISO 9000 (P.E.Batalas, UK, ISO Australia)
1995 Quality Auditing (Quality Associates International)
1997 Behavioural Description Interviewing Module 1 & 11
1997 Performance Management & Appraisals
1996 USQ Bachelor Major in HRM (Australia) 21/24 Units completed
1999 Certified Human Resources Professional (AHRI)
2004/6 HayGroup Job Evaluation
2004/6 HayGroup Job Analysis
2004/6 HayGroup Optimising Compensation Benefits and Rewards Management
2004 Management Essentials BMS UK
2006 Psychometric Occupational Assessor A&B (British Psychological Society)
2007 USQ Master of Professional Studies (current study)

4. Computer Skills - CV/Resume Part 4 [Mandatory]
Proficiency in major computer applications, HRIS implementation;
5. Other Skills - CV/Resume Part 5 [Optional]
I possess a proven ability to operate autonomously with confidence in leading and managing project teams of specialists, negotiating with suppliers and customers, evaluating, developing and making recommendations for improvement within systems while managing and allocating resources, conduct tracking and reporting of activities and evaluating the technical feasibility of proposed solutions, with a creative and an open-minded approach to work planning and organization
6. Additional Information - CV/Resume Part 6 [Optional]
Current Project Work: http://www.globalauthors.htmlplanet.com/

References upon request


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International Human Resources Generalist
CV/Resume ID no.: 77156

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