Jennifer Edwards

Address: PO Box 1692, Bowral, NSW 2576

Telephone: 0490 511 148

Email: jenniferedtwinoaks@live.com.au Education:

Secondary:School Certificate

(Completed year eleven)Pymble Ladies College

Training and Development:

Business DiplomaMetropolitan Business College

Exports Procedures CertificateThe Australian Institute of Export

Integro LearningDisc Accredited Facilitator

Certificate IV in HRNBCC

Systems Knowledge: Microsoft Office, Salesforce Database, Lotus Notes , SAP (overview),

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Experience, skills & attributes:

I have several years’ experience in my chosen field of HR with skills in managing all operational human resources issues; recruitment, selection & induction, policy development and communication, HR reporting, training documentation and administration, co-ordinating the performance management, EA and union negotiation, remuneration processes and payroll. In addition, I have developed projects around employment branding specifically around the candidate and employee value propositions of an organisation using digital media applications.

My industry experience encompasses: Not for Profit, Government, IT, Telecoms, Engineering, Energy sector, Finance, Banking, FMCG, and Media as well as Environmental Services & Manufacturing.

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Employment Summary

Zacpac (Australasia) Pty Ltd

2015-current:

As a result of an independent audit around HR compliance, I was recruited to review current practices and implement a more robust HR framework ensuring legal compliance across NSW and QLD.

Position: Human Resources Advisor, NSW & QLD (reporting to the CEO)

Work with Directors and Managers in a collaborative way, ensuring that legislation, policy and HR best practice are applied fairly and consistently across the organisation

Manage the recruitment and selection of positions in accordance with recruitment policies and practices. Preparation of employment contracts ensuring compliance with the EBA and Award, Develop position descriptions, ensuring that new and updated positions are aligned with divisional strategic and

operational plans, and other positions within the division, team, or unit. Work with Directors and Managers in a collaborative way, ensuring that legislation, policy and best practice are

applied fairly and consistently across the organisation Undertake research and seek expert and legal advice on employment law and best practice guidance relating to

human resources and industrial relations Lead the development, review and application of HR policies and procedures to ensure they are legislatively

compliant and reflective of current best practice models where applicable Keep abreast of developments in employment legislation and case law and be proactive in ensuring that Managers

are appropriately briefed on relevant changes and new legislation. Ensure processes are in place to support all staff to have access to and an opportunity it fully understand relevant

policies and procedures and such policies and procedures are applied on a consistent basis Build capability of managers in addressing performance issues and concerns in compliance with policies and

procedures. Lead on investigations into disciplinary issues and grievances and provide support to Managers involved in the

process Actively participate in and/or coordinate coaching and influencing Managers from a people perspective,

develop their people management / leadership skills and constructively challenging inappropriate behaviours /actions

EBA and union negotiation Provide HR Management input on working groups as required Delegate HR coordinator responsibilities to Office Administrator in QLD Ensure all policies including: Equal Employment Opportunity, Work Health & Safety and Anti-Discrimination policies

and procedures are followed, reviewed and educated to managers and employees Maintain company organisational chart and directory Manage training needs analysis and the sourcing of appropriate solutions Manage WorkCover claims and other work-related absences (including RTC) Maintenance and monitoring of Work Health and Safety matters Provide payroll advice ensuring all payroll processes are fully compliant with the EBA or other relevant specific

conditions of employment Monitor daily attendance and investigate and understand causes for staff absences Recommend solutions to

resolve chronic attendance difficulties Contribute to the continuous improvement of the organisation by identifying opportunities for improvement General administrative tasks ensuring employee records are maintained accurately including documentation of

performance management matters, investigations and compliance

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Twin Oaks Cattle Farm (family farm)

January 2013-current

Position: Manager, Bowral Meat Trading

In this position, I manage the all operational functions of the cattle farm including the retail arm – Bowral Meat Trading. Due to the uncertainty of the family cattle business I wish to return to HR.

July 2014-December 2014 (Contract)

Argyle Community Housing-Bowral

Argyle Community Housing Limited is a not-for-profit community based provider of social and affordable housing

Position: HR Officer

Responsibilities: Provide advice, support and coaching to Managers and supervisors within the state on a range of HR issues

including performance management, health and safety, recruitment, probation, preparation of contracts, remuneration (Award interpretation) and salary advice, workers compensation and termination

Policy & Compliance - Contribute to the development, implementation and monitoring of internal policies, guidelines, procedures and processes which provide an effective, consistent and timely delivery of HR services to the business

Assist in monitoring and ensuring organisational legislative compliance in relation to workplace practices Contribute to Argyle’s workplace culture through the development, review and promotion of core values

and Code of Conduct Develop and assist with the implementation of various HR strategies (such as employee engagement, performance

reviews and succession planning) Prepare documents for Fair Work Australia Ensure Equal Employment Opportunity, Work Health & Safety and Anti-Discrimination policies and procedures are

practiced and reviewed Ensure that accurate job descriptions are in place and provide assistance with writing job descriptions Manage recruitment, induction and engagement of staff and contractors within the state. Ensure Equal Employment Opportunity and Anti-Discrimination processes and procedures are practiced as well as

develop Provide payroll advice ensuring all payroll processes are fully compliant with the EBA or other specific relevant

conditions of employment Apply and uphold principles of equity and anti-discrimination in the workplace and adhere to organisational and

legislative Health, Safety and Environment requirements

October 2010 - January 2012

Schneider Electric

A global specialist in energy management with operations in more than 100 countries, Schneider Electric offers integrated solutions across multiple market segments, including leadership positions in energy and infrastructure, industrial processes, building automation, and data centres/networks, as well as a broad presence in residential applications.

Position: Human Resource Advisor-Recruitment – Australia & ANZ-Human Resources

Role overview: In this role, I report to the Human Resources Manager for Australia and New Zealand, this position is primarily responsible for end to end recruitment across Schneider Electric Buildings Australia and New Zealand. Additional accountabilities include various HR projects.

Responsibilities:

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Provide professional support and advice on recruitment to line and departmental managers, and advise managers on best practice recruitment and selection.

Advertising - prepare position descriptions, write job advertisements (both locally and internationally) and decide how and where jobs will be advertised, prepare other EVP material such as brochures and digital media presentations.

Selection - screen application forms, shortlist applicants, devise and implement selection processes, conduct interviews, psychometric tests and work style profiles and reference/background checks.

Training - train staff in competency interviewing techniques and development training guides Preparation of employment contracts Participate in planning and coordination of a range of retention and talent mapping strategies and initiatives. Develop presentations around employment branding - candidate and employee value propositions. Consult and advise hiring managers on all recruitment matters including (but not limited to) market rates/trends and

skills shortages Liaise with broader HR team members and line managers to ensure appropriate Position Descriptions are

developed prior to recruitment activity Develop new induction packs Attend graduate fairs Development of processes and policies Provide reports on recruitment activity. Partner with HRBP and conduct recruitment tracking meetings with line manager’s on a fortnightly basis. Implementation of recruitment, selection and on boarding guide specifically a 'recruitment toolkit for managers’. Implement and drive the Employee Referral programme Review all PSA’s and standardise terms and conditions. Liaise with immigration lawyers around work engagement arrangements for overseas candidates

March 2010-August 2010

Origin Energy (Hudson RPO).

Role overview: Hudson recently partnered with Origin (March 2010), one of Australia's top 20 listed companies and Australasia's leading integrated energy provider of gas and oil exploration and production, power generation and energy retailing. I was engaged in this RPO as a Senior On-Site Recruitment Consultant from the commencement of the transition stage from Talent 2.

Position: Senior On-site Recruitment Consultant (contract)

Responsibilities:

Attraction, selection and onboarding of quality talent, primarily across the corporate functions, including the Finance & Strategy, Corporate Affairs and Legal divisions and Energy Risk Management

All recruitment activity was manage through from advertising jobs, collecting and screening resumes to reporting Provide professional support and advice on recruitment to line and departmental managers, and advise managers

on best practice recruitment and selection. Advertising - Prepare job descriptions and personnel specifications, write job advertisements and decide how and

where jobs will be advertised Selection - Screen application forms, shortlist applicants, devise and implement selection processes, conduct

interviews, psychometric tests and personality questionnaires and various assessment group activities. Improve the internal job communications and referral systems, Managing the tasks of associate consultants daily workload Train line managers in interviewing techniques. Prepare all monthly management reporting and statistical information Driving continuous improvements within the internal recruitment process Build strong working relationships with both internal and external stakeholders

August 2008-March 2010

George Weston Foods Information Systems (contracted through HR Partners).

Position: Recruitment Manager/ HR advisor

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Role overview:

Reporting to the HR Manager Baking, I provided recruitment and HR advice to approximately 110 full time employees (both permanent and contractor staff members across the GWF Technical Division. George Weston Information Services business units encompass: Business Intelligence, SAP Applications, Infrastructure, Architecture, Business Strategy, Project Manager, Organisational Change, Training and professionals.

This role function was a combination of resourcing with a generalist HR role focus, primary purpose was to manage all operational human resources issues; policy development and communication, HR reporting, training administration, co- ordinating the performance management and remuneration processes, co-ordinating recruitment processes. In addition my role focuses on a range of HR projects including digital media initiatives around employee and candidate value proposition.

Responsibilities:

Recruitment Undertake the full range of staff recruitment and selection processes within agreed timeframes, including advice

and support to line management, drafting and placing advertisements, drafting interview questions (behavioural and open ended questioning), coordinating candidate information and interviews, preparation of selection reports, conducting reference checks, constructing offers of employment

Rationalise the number of agencies to establish PSAs with four providers. Developed partnering relationships with PSA agencies and reduced recruitment spend by an average of $5,000 per vacancy.

Develop tools to effectively evaluate a candidate’s technical skill level. This included an SAP ABAP and BW written test

Improve the internal job communications and referral systems, Design and implement recruitment reports to track contractor vacancies. This report became a template as part of

a workflow solution for the GWFIS Lotus Notes Contractor Database. Improve the internal job communications and referral systems, Implementation of recruitment process guide (both permanent and contractor engagement) specifically a

'recruitment toolkit for managers. Participate in planning and coordination of a range of retention and talent mapping strategies and initiatives. Maintain and update contractor database Ensure all contractor details are compliant with the Australian Business Registrar (reviewing all relevant

documentation) Develop projects around employment branding - candidate and employee value propositions specifically using

digital media applications. Produce relevant weekly, monthly reporting within agreed timelines on contractor numbers Implement a rate card which provided managers with a guide to the day rate for a contractor and the bill rate for our

Recruitment Partners. This information improved working relationships with our recruitment partners and educated managers on daily market rates.

Use relevant agreements, policies and legislation to provide human resources consulting advice to managers and staff regarding recruitment, performance management, employee relations, conditions and benefits and employee support services.

Attend departmental team meeting and become an advocate of HR services to these client groups. Coordinate the remuneration policy for all areas of the organisation and work with the management team to ensure

appropriate communication of salary changes. Provide support and assistance to all employees through counselling and coaching using the appropriate method in

line with the relevant guidelines. Ensure that GWFIS complies with State and Federal legislation in regards to Work Health and Safety and apply

this to all aspects of the organisation. Co-ordinate the Performance Management system and annual remuneration review process for all GWFIS staff Management Reporting – when required, produce reports and trend analysis for the Managers’ to assist in

monitoring HR related matters.

Coordinate the exit interview process and collate feedback for process improvements, reporting trends back to the HR Manager.

Maintain the GWFIS job descriptions and incumbent database, in accordance with organisational changes. Integrate the GWFIS Values into all aspects of recruitment, training, policies and performance feedback Perform coaching for staff when required to assist with staff personal development need. Undertake and participate in key human resources and training projects (including Successful Interviewing Skills for

Managers). Implement a new induction and facilitate the process for new employees. Update and maintain the HR files in conjunction with the internal payroll co-ordinator.

Recruitment5

Undertake the full range of staff recruitment and selection processes within agreed timeframes, including advice and support to line management, drafting and placing advertisements, drafting interview questions (behavioural and open ended questioning), coordinating candidate information and interviews, preparation of selection reports, conducting reference checks, constructing offers of employment

Reduce the number of agencies to establish PSAs with four providers. Developed partnering relationships with PSA agencies and reduced recruitment spend by an average of $5,000 per vacancy.

Develop tools to effectively evaluate a candidate’s technical skill level. This included an SAP ABAP and BW written test

Improve the internal job communications and referral systems, Design and implement recruitment reports to track contractor vacancies. This report became a template as part of

a workflow solution for the GWFIS Lotus Notes Contractor Database. Improve the internal job communications and referral systems, Implementation of recruitment process guide (both permanent and contractor engagement) specifically a

'recruitment toolkit for managers. Participate in planning and coordination of a range of retention and talent mapping strategies and initiatives. Maintain and update contractor database Ensure all contractor details are compliant with the Australian Business Registrar (reviewing all relevant

documentation) Develop projects around employment branding - candidate and employee value propositions specifically using

digital media applications. Produce relevant weekly, monthly reporting within agreed timelines on contractor numbers Implement a rate card which provided managers with a guide to the day rate for a contractor and the bill rate for our

Recruitment Partners. This information improved working relationships with our recruitment partners and educated managers on daily market rates.

May 2008-August 2008: (Contract)

News Digital Media (contracted through The Next Step)

Position: Contract Internal Recruitment Manager

Role overview:Due to a restructure and a redundancy of the incumbent, I was contracted to recruit various specialist digital media roles across across news.com.au, carsguide, truelocal, and moshtix.

October 2006-April 2008

AltiumAltium Limited is an ASX listed world leading developer and supplier of electronic design software for the Microsoft Windows environment. The products Altium are bought by both small engineering companies and some of the biggest and most respected names in the electronics, electrical, automatic, aerospace, communications and computer industries.

Position: HR Recruitment Manager-Asia Pacific

Responsibilities:

Recruitment and selection strategies across various disciplines; in human resources, Research & Development (both software & hardware engineering) finance, IT, finance, sales and marketing, communications, logistics, business services, facilities and management.

Provide advice and coaching to hiring managers on a range of recruitment practises and provide training as appropriate

Consult and advise hiring managers on all recruitment matters including (but not limited to) market rates/trends and skills shortages

Provide feedback on effectiveness of coaching managers in recruitment practises Liaise with broader P&P team members and line managers to ensure appropriate Position Descriptions are

developed prior to recruitment activity Determine the most effective sourcing strategy for each specific role and on a case-by-case basis (recruit

directly, outsource to agency etc) Manage the end to end recruitment process (advertising, resume management, screening

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Interviewing, reference checking, validation, offer process and feedback to unsuccessful applicants etc) ensuring that managers are provided with appropriate resources and support to recruit and select talent effectively

Monitor and manage the recruitment ‘People’ inbox and work with the P&P Administrator to ensure all applicants are responded to within appropriate timeframes

Develop and manage relationships with recruitment partners Organise creation of offer letters for new employees based on approved templates Liaise with the P&P Administrator to organise visa sponsorship when required Ensure approved Recruitment Authorisation is in place prior to any recruitment activity Monitor status of temporary employees and gain understanding of longer term needs (in consultation with

P&P Consultant and line manager) and review engagement terms Provide feedback on effectiveness of recruitment activities Review options and make recommendations on which graduate-related activities Altium should consider

(Careers Fairs, information evenings, scholarships, graduate publications such as Graduate Opportunities etc)

Develop, implement and manage agreed graduate-related initiatives Provide feedback on effectiveness of graduate-related programs Monitor and review recruitment-related documents published on the corporate intranet to identify and

propose updates and/or amendments Review, analyse and develop recruitment policies, procedures and standards for consideration to support the

current business strategy Provide feedback on effectiveness of recruitment policies and practises Provide support to the Associate Director, P&P – APAC and Chief People Officer in the implementation of HR

programs for both APAC and global activities where assigned Additional accountabilities involve working closely with the Associate Director, P&P – APAC and the Corporate

Communications team to develop the Altium brand and media strategy. Undertake a comprehensive internal and external audit to measure the effectiveness of Altium’s employee value

proposition in the minds of current and prospective employees. Develop new marketing and promotion strategies to attract potential employees Work with marketing and creative department with the integration of the EVP throughout the organisation and

produce print material (employee information brochures, flyers, posters and DVD’s to prospective employees) Assist in recruitment across Asia in accordance with business priorities

April 04-Sept 06

Aleda Consulting

Position: HR Advisor

April 06-September 06 (Contract Period)

Fuji Xerox PrintersFuji Xerox Printers Business Unit is a branch operation of Fuji Xerox Co. Ltd. FXPC operates the marketing, sales and distribution of colour network printers in the Asia Pacific Region.

Position: HR Advisor - RecruitmentAsia Pacific focus (Contract)Consulting across various disciplines; office support to management positions in human resources, finance, ITandT, legal, accounting, sales and marketing and customer service.

Responsibilities:

Overall management of recruitment through to completion (ensuring compliance re: approvals) Liaise with managers re: recruitment needs and ensure PD’s are prepared appropriately End-to-end operational recruitment - sourcing, resume management, screening, i/v, reference checking, offer

process and feedback to unsuccessful applicants HR Admin – New Starters, Preparation of Contracts and Terminations Consult and advise the business on all recruitment matters including market rates/trends, skills shortages. Design recruitment methodology to fit business needs – with intent to effectively manage the process, minimise

recruitment costs and reduce undesired turnover Coach/train hiring managers in recruitment practices – proactively driving awareness

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Internal advertising of open positions Streamline recruitment process – reduce number of recruitment agencies and explore PSA opportunities (reviewing

all company agency usage and managing vendors and costs including temporary employees) Development and implementation of internal employee referral programme Work with IT to design FXPC webpage for career-seekers – ensure positions posted here Development of induction programme and timetable for new starters Responsibility for conducting induction and orientation to the company Development of formalised review process prior to completion of probationary period Co-ordinate psychometric testing and evaluate results and report to line management. Review and modify all standard documents/forms associated with recruitment methodology Provision of advice on the extension of probationary periods Job analysis and preparation of position descriptions

July 2005- March 2006 (Contract)

Macquarie Telecom Macquarie Telecom is a business telco delivering convergent solutions for: fixed voice, business mobiles IP data networks and dedicated hosting (operating solely in the business and government markets).

Position: Internal Recruitment Specialist (Contract)Consulting across various disciplines; office support to management positions in human resources, finance, IT and T, legal, accounting, sales and marketing and customer service.

Responsibilities:

Adhere to Macquarie Telecom strict recruitment process to ensure the best talent is secured for Macquarie Telecom.

Facilitate all aspects of the recruitment process and the administration of recruitment requirements. Co-ordinate competency questions for specific roles and Macquarie Telecom “Values” Preparation of interview guides in readiness for interview Co-ordinate psychometric testing and evaluate results and report to line management. Co-ordinate background checks, assess results and advise line management. Tracking all candidate and job related information through the stages of the recruitment process via the

recruitment database. Update the invoice spreadsheet to ensure invoices are compliant with the Terms of Business between our PSA’s.

Co-ordinate with HR the details of Employment Contract to be sent out. Update internal roles published on the intranet. Job analysis and preparation of position descriptions Report on monthly/quarterly recruitment costs Correspond and advise unsuccessful candidates.

2002-2004:

Edco Contracting Group

Position: HR Advisor (Edco Contracting Group is an environmental services company).

Responsibilities:

HR Admin – New Starters, Preparation of Contracts and Terminations Payroll Interpret Awards and relevant HR legislation, and provide advice to line managers Performance Management and project tasking responsibilities of office co-ordinator Preparation of Tender bids and proposals Research and investigate information to enable strategic decision-making by others, particularly when

assisting in the preparation of tender documentation. Scheduling the implementation of individual projects and organising appropriate resources. Recruitment of office support to management personnel Contracts of employment Job analysis and preparation of position descriptions

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Ensure that all internal Work Health and Safety policies comply with relevant standards and regulations, provide staff training and advice to management on these issues, maintain and up to date knowledge of applicable WH and S legislation.

General administration duties Assisting with developing and updating company policies and procedures Staff supervision and training

January 2000-2001 Maternity

November 1997-December 1999

Richfield Consulting Pty Ltd

Richfield Consulting provides Executive Search and Selection and Contracting Services to banking and finance sector. Richfield Consulting operates in Sydney and Melbourne.

Position: HR Administration Manager/Researcher (Part-time)

Provide administrative and research support to the Directors of Richfield Consulting Pty Ltd.

Responsibilities:

Preparation of resumes to be sent to clients Liaising with client and candidates, referencing checking candidates and provide administrative support to the team. Provide Directors with research material into current executive appointments in the banking and finance sector Client billings (Invoicing) Processing of contractors time sheets All administrative duties: maintain applicant register, job register, client ledgers, placement register) Accounts (Cash Payments, Cash Receipts, Reconciliation)

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