Anthony_Johnston_Resume_2016

Anthony Johnston 2/150 Pitt Road North Curl Curl NSW 2099 Australia

Phone: +61400 626 667 Email: [email protected]

ANTHONY JOHNSTON

SUMMARY

Solutions oriented HR Generalist with the ability to develop and maintain partnerships to achieve business

objectives with wide-ranging experience in Australian and New Zealand employee relations, performance

management industrial relations, workforce planning and people development to deliver highly valuable business

outcomes.

KEY AREAS OF EXPERTISE

Australian & New Zealand Employee Relations

Fostering and maintaining relationships across all

organisation levels

Developing and maintaining HR policies,

procedures and processes

Analytical HR reporting

Project Management including system

implementation

Training and coaching Supervisors and Managers

in various aspects of HR

Australian & New Zealand Industrial Relations Multiple HRMS

SUMMARY OF PROFESSIONAL EXPERIENCE

RCR Tomlinson Ltd

(O’Donnell Griffin & Haden)

Human Resource Advisor, NSW & ACT

October 2015 - Present

Active Group of Companies Pty Ltd

Human Resource Business Partner, VIC, SA & WA

February 2015 – October 2015

Komatsu Australia

June 2010 – February 2015

Human Resource Advisor – NSW, VIC, SA & TAS

December 2013 – February 2015

Human Resource Advisor

September 2011 – November 2013

Western Region HR Operations Advisor –Secondment to

Perth

April 2011 – August 2011

Human Resource Coordinator

June 2010 – March 2011

Recreational Tourism Group, Sydney

May 2007 – June 2010

Human Resource Coordinator; (Stand Alone Role)

May 2008 – June 2010

Human Resource Coordinator May 2007 – April 2008

Team Leader - Sydney and Darwin

Backpackers World Travel (BWT), Australia

May 2005 – May 2007

Commonwealth Bank

February 2004 - May 2005

Sales and Service Representative

February 2004 - May 2005



EXPERIENCE AND ACHIEVEMENTS

Human Resources Advisor October 2015 – Present

RCR Tomlinson Ltd

RCR is one of the leading diversified engineering and infrastructure companies in Australia, and provides integrated

engineering solutions to the Infrastructure, Energy and Resources sectors.

Operations are delivered through our three business streams, RCR Infrastructure, RCR Energy and RCR Resources,

employing approximately 3,000 people supporting major resource, energy and infrastructure projects across our

extensive network of operations in Australia, New Zealand and Asia.

Background

Providing quality, accurate and high level Human Resources (HR) and Industrial Relations (IR) advice and services

to both operational and management levels of the business

Responsibilities

Support and provide advice to the General Managers, Branch Managers, Operational Managers and Divisional

Managers on all HR and IR issues for the division.

In partnership with management, influence organisational culture, development and structure initiatives

consistent with achieving organisational and strategic plans.

Delivery of seamless but transparent HR to the organisation in a framework of quality customer service.

Assist with the selection processes including advice and support to line management and constructing offers

of employment.

Coordinate and evaluate staff induction and exit interview processes and make recommendations as

appropriate.

Provide advice to line management and staff on HR management issuing including the development,

implementation, monitoring and evaluation of RCR policies, procedures and guidelines together with the

interpretation of relevant acts, regulations, awards, industrial agreements and legislation relevant to HR and

the provision of advice on contemporary HR practise.

Where appropriate provide information and advice on Human Resources management issues and ensuring

effective communication with all staff to maintain ethical and transparent working relationships.

Participate in HR projects as required by the Corporate Human Resources Manager including research and

preparation of documents for manager’s review and implementation of recommendations.

Human Resources Business Partner (Contract) February 2015 – October 2016

Active Group of Companies Pty Ltd

Active Group of Companies is Australia’s largest vegetation management company. Employing more than 700 staff

with offices in every state and a substantial fleet of specialist equipment and annual revenue of more than $100

million. Active Infrastructure Services utilises the Active Group's specialist equipment and skilled staff to deliver

infrastructure solutions, such as asset inspections, street lighting maintenance, and insulator cleaning. Aerial

Access is a major distributor of vehicle-mounted Elevating Work Platforms to the electrical, power line maintenance

and vegetation management industries. The full range of services includes: arboriculture, power line vegetation

management, vegetation recycling and emergency response.

Background

The HR Business Partner role is responsible for partnering with the business to implement operational HR strategies

to meet business objectives through improved leader, employee performance and productivity. The role enables

the business through delivery on all aspects of HR, proving advice and support to all levels of management with a

strong focus on the critical areas of employment relations, performance improvement, workforce planning, talent

and leadership development, and business improvement.

The role is an active member of the South West Region’s management team supporting the achievement of the

business unit’s objectives while working on specific regional projects. This role works in a team environment and

has organisation wide responsibility and looks always to add value to the business through effective HR solutions.

Key Achievements

Manage workforce planning across the region to minimise operational impact and minimise loss of headcount

through tender process and reduction of work.

Develop and Coach Management at all levels through Human Resources Business Practices including,

performance management, remuneration reviews, performance development reviews (quarterly and annual),

succession planning and policy and procedure implementation.



Human Resource Advisor

Komatsu Australia, Sydney September 2011 – February 2015

Komatsu is a global organisation with over 40,000 employees worldwide with the corporate head office located in

Japan. Komatsu manufactures the world’s most extensive range of earthmoving, mining, construction and utility

equipment. Komatsu Australia incorporates the manufacturing and after market sectors for Australia, New Zealand

and New Caledonia utilising over 52 branches and Contract Sites operating as a single national network across the

company and employing over 2300 employees with revenues exceeding $1.2 billion.

Background

The position was a generalist human resources partnering role providing the NSW, Victorian, Tasmanian & South

Australian Regional Management team support in driving organisational effectiveness through its people. Through

the provision of professional HR support to business Managers in managing people related issues, Enterprise

Agreement and Award interpretation the role ensures Human Resources policies, processes and systems were fully

integrated and aligned within the Australian branches to meet the needs of the business and to achieve Komatsu’s

strategic objectives.

Responsibilities

Provision of comprehensive HR support to Senior Management, Branch Management and Operational Line

Supervisors and Employees relating to terms & conditions of employment, Fair Work Act 2009, enterprise

agreement and award interpretation, policy application and compliance, standards of behaviour and

immigration.

Developed and maintained effective working relationships across a variety of levels of the organisation

including Senior Management, Branch Management and Operational Line Supervisors, utilising influence,

leadership, facilitation and communication skills to achieve desired outcomes.

Ensure managers are trained and effective in performance management processes in accordance with policies

and legislation, creating a harmonious, efficient workplace. This was accomplished by coaching, supporting

and advising management in the development/promotion of positive work behaviour and performance. In

addition, ensuring all discipline/grievance processes was consistent with policies, and relevant enterprise

agreements.

Communicate informally and formally with employees to build strong internal working relationships

Conduct Performance Management training sessions with all line managers and supervisors to ensure

understanding and compliance of Komatsu Informal Counselling and Employee Improvement Policy and

Procedure.

Actively engage the development of managers to effectively manage employee relations by coaching and

leading managers and supervisors to manage their teams within relevant Awards, Enterprise Agreements and

Legislation.

Assist managers to review and challenge existing work practices, and seek opportunities for flexibility, cost

savings and efficiencies.

Manage and support the recruitment process through active communication with the Management Team,

coach and support line managers in recruitment and selection processes (including approvals, advertising,

interviewing, psychometric testing and reference checking).

Review letters of offer for employees and provide advice on contractual terms of contracts in relation to

remuneration management in accordance with common law, relevant awards and enterprise agreements.

Actively participate in improvement and restructuring activities by contributing to and advising mangers in the

planning, design and implementation of restructuring activity and the provision of tools that facilitate

restructuring.

Ensuring all restructuring plans, tools and implementation activities are consistent with relevant Enterprise

Agreements, Awards and legislation.

Engage management to deliver and promote best practice of equal employment opportunity, through;

Harassment, Bullying and Anti-Discrimination Compliance training at all sites. In addition, coach managers to

ensure complaints are managed in a professional and timely manner to reduce the severity of the incident.

Conduct complaint investigations, and recommend outcomes in accordance with the policy.

Promote and lead the implementation and evaluation of training and development strategies to increase the

company’s capacity to achieve improvements in performance and operational outcomes. This was achieved

through the provision of advice to line management identifying and addressing skill gaps in accordance with

the Learning and Development Team.

Enterprise Agreement negotiation and implementation.

Provide support and mentor Recruitment Advisors in enterprise agreement and award interpretation,

immigration and employment contract development.

Analytic HR reporting from SAP and SharePoint.

Implementation and coordination of national HR Programmes.

Assist with annual salary reviews and short term incentives.



Key Achievements

Cost saving measures delivered to the business through the provision of comprehensive HR support and

coaching to Senior Management, Branch Management and Operational Line Supervisors with respect to

performance improvement, terms & conditions of employment, Fair Work Act 2009, enterprise agreement

and award interpretation, policy application and compliance, standards of behaviour KPI management and

immigration.

Project work to assist the HR function including the redevelopment of automated workflows, document

management and position descriptions and the coordination of companywide redevelopment of policies and

alignment of procedures, employee benefits, Taleo and Komshare (intranet).

Western Region HR Operations Advisor

Secondment to Perth April 2011 – August 2011

Background

This position was a generalist human resources role primarily assisting the Manufacturing division of the business

in the Western Region. The role focused on assisting the Western Regions Manufacturing Management team with

all aspects of human resources from people management, enterprise agreement & award interpretation and the

development of frontline technical skill assessments.

Responsibilities

Redevelopment of the company’s respective Equal Employment Opportunity and Performance Management

policies and procedures.

Ensure all new Supervisors, Line Managers and Regional Managers employed within the Western Region

undergo consistent training on all HR practises including all facets of Recruitment, Industrial Relations,

Performance Management.

Communicated with AMWU Union Site Representatives and West Australian State Officials in regards to skills

assessment and employee relations.

Actively participate within the Western Region management team as the senior member of the HR

management team to ensure integration of HR into business processes.

Key Achievements

Directed the redevelopment of the skills assessment criteria utilised throughout the Western Region.

Produced, implemented and delivered Equal Employment Opportunity training for all employees.

Developed, implemented and delivered Performance Management training and handbook for Leading Hands,

Supervisors and Senior Management.


Komatsu Australia, Sydney June 2010 – March 2011

Background

Working in conjunction with the National HR team, initially the role with Komatsu was Human Resource

Coordinator, focusing on providing human resource support to assist business Managers in maintaining and

efficiently utilising the company’s human resources to meet the needs of the business.

Responsibilities

Creation of all employment contracts for Australia and New Zealand ensuring legislative compliance.

Administer outstanding Leave applications in the online ESS for salaried employees.

Manage the recruitment software system – Taleo including; maintaining users, position descriptions,

employment contracts, manuals and adhoc maintenance.

HR Policies maintained and updated to meet the company and legislative requirements.

Administer the travel and accommodation requirements for the HR Team.

Process Invoices for HR Department.

Manage and monitor Living Away From Home Allowance (LAFHA) including yearly statutory declarations.

Manage immigration; Subclass 457 – Business visa and permanent residency.

Manage and monitor property leases prepared for employees.

Implement Employee Enterprise Agreement.

Manage the HR Intranet site; including positions vacant, position descriptions, employment letters, policies

and other HR content as required.

Provide support as required to Head Office Managers during the recruitment process, including processing

applicants, arranging interviews and reference checking.

Provide support as required to employees in relation to award and enterprise agreement interpretation.

Arrange as required recruitment advertising on external media – recruitment websites and print media

http://www.immi.gov.au/skilled/skilled-workers/sbs/index.htm



Organise the HR national meetings and conferences including booking meeting rooms, equipment and

organising meals.

Develop and maintain effective relationships with key line managers to achieve the desired business

outcomes.

Provide support to the HR Operations Manager and HR General Manager as required.

Research legislation and award requirements and changes as required.

Provide input for the continuous improvement of the current HR processes and undertake projects as required.

Support line managers in the recruitment process including approvals, advertising, interviewing, psychometric

testing and reference checking.

Key Achievements

Overhaul of all employment contracts minimising the number of templates required by the business resulting

in a 24 hour turn around on all employment contracts.

Human Resource Coordinator; (Stand Alone Role)

Recreational Tourism Group, Sydney May 2008 – June 2010

Background

Recreational Tourism Group (private equity owned) is a multi-site organisation comprising of Hostels, Bars and

Retail Travel Agencies across Australia and New Zealand. Employing 500 employees, throughout 15 award winning

properties and 30 retail travel agencies with turnover of approximately $80 million. The position of Human

Resource Coordinator became a standalone role working closely with the Operations Managers (Base Australia and

New Zealand), the General Manager (Backpackers World Travel) and the executive team to achieve business growth

by delivering strategies, policies and procedures, which have allowed the business to meet targets and key

objectives.

Responsibilities

Provide advice to all management levels regarding employee and industrial relation matters

Assist and implement necessary restructures for both Australian and New Zealand corporate offices including

redundancies.

Source and implement in-house Payroll system for Australia and New Zealand.

Develop and deliver on HR business plan and budget.

Implement Employee Enterprise Agreements.

Develop & implement recruitment strategy to build core team within each business.

Support the Management Team with local recruitment including advertising, interviewing, psychometric

testing and reference checking and coach and support line managers in recruitment and selection processes.

Formation of recruitment and training relationships with local, national and international recruitment agencies

and training institutions.

Administer annual salary reviews and bonus scheme determining required pay rates for Australia and New

Zealand annually and salary ranges (matrix) based on experience, size of venue and staffing numbers for

salaried hostel staff as per legislation and enterprise agreements.

Manage the WHSE, workplace accident reporting, claims, rehabilitation and Workers Compensation.

Oversee the ongoing Management & Staff Performance review system; recommend development strategies

to improve the performance and potential of individual personnel.

Conduct exit interviews and analyse employee turnover and provide recommendations to reduce where

possible.

Develop and implement training and development programs to increase the internal talent.

Development and implementation of an incentive program driving employees to upsell and on sell to

customers.

Oversee the time and attendance systems and update with wage and salary changes in accordance with

enterprise agreements.

Key Achievements

Oversee the implementation of internal Payroll including system configuration requirements, sourcing

qualified Payroll Manager and integration with current time and attendance system.

Company restructure including the purchase of new hostel and the sale of the retail travel division and the

closure of the New Zealand corporate office.

Oversee the management of the Hostel and bar in the absence of a General Manager.




Recreational Tourism Group, Sydney May 2007 – April 2008

Background

Reporting to the Human Resource Manager, this role was responsible for the administrative function of the human

resource department. This enabled the building and maintaining effective working relationship with all Base and

Backpackers World Travel management and employees to ensure all companywide HR initiatives where promoted

and driven within the company.

Responsibilities

Provide monthly HR statistics to management including leave balances, attrition and safety (Lost Time Injury).

Advise all management levels in IR and ER matters and employee HR questions.

Coordinate the Australian Payroll with outsourced Payroll Company and administer and coordinate annual

reviews and rate increases as per legislation and agreements.

Administer and update the HR database.

Compilation and distribution of the Company monthly newsletter.

Updating and distribution of monthly Talent Track and Job Swap, Internal Job Board and updating websites

with positions vacant. Support managers in the recruitment process including writing job advertisements,

interviewing, and reference checking.

Administration of the Intranet with HR content.

Coordinate and administer the intern and work experience program.

Administer working holiday, business sponsorship and internship visa.

Coordinate performance development annual reviews.

Coordinate, develop and report results to management of annual engagement survey.

Register employees for training with training providers as required.

Conduct induction training as required.

Coordinate WHSE training.

Maintain the reward and recognition program.

Key Achievements

Implementation of the time and attendance systems into 4 New Zealand and 1 Australian hostel in accordance

with enterprise agreements and site specific wage matrix.

Team Leader

Backpackers World Travel, Sydney and Darwin May 2005 – May 2007

Background

The role of Team Leader was responsible for the effective and efficient operation of the retail travel store. My team and I

sold the ultimate travel experiences to our customers. During this time I organised and presented travel talks and ‘pop up’

stalls at Charles Darwin University, where I marketed Backpackers World Travel Services and the products sold by our

company. I established on-going communication links between Backpackers World Travel and the Charles Darwin

University Student Union to promote future travel talks and specials.

Responsibilities

Ensure the store was managed to comply with and achieve Backpackers World Travel brand standards, values,

policies and procedures through effective management of staff and store rosters, banking & sales budgets,

store and sales reports, and providing exceptional customer service.

Respond to all enquiries from customer, employees, suppliers, other branches and head office in a timely and

professional manner through maintaining positive customer relations, travel orientations, travel talks and web

blogs.

Provided training to staff in relation to customer service, cross & up selling techniques and improvement

through the implementation of employee development plans.

Key Achievements

Improved all areas of the operation and product delivery to achieve monthly sales targets through staff sales

training, travel talks and local marketing.

Established on-going communication links between Backpackers World Travel and the Charles Darwin

University Student Union to promote and sell our services.



Sales and Service Representative

Commonwealth Bank, Sydney February 2004 - May 2005

Background

In addition to the role of Sales and Service Representative I also undertook the role of Ambassador for our sales team.

This involved liaising new operational developments between middle management and the team through a monthly

newsletter, of which I was publisher.

Responsibilities

Customer service including the resolution of customer inquiries.

Achieving sales targets and individual performance targets.

Retention of the banks business.

Processing banking transactions.

Sales and Hospitality roles

United Kingdom, France and United States of America May 1999 – February 2004

Throughout this period I supported my travels through sales and hospitality roles.

TERTIARY EDUCATION AND PROFESSIONAL QUALIFICATIONS

2015 The University of Newcastle, Australia

Master of Business

2008 Australian Human Resource Institute

Professional Diploma in Human Resources

1998 The University of Newcastle, Australia

Bachelor of Business – Human Resource Management and Marketing

CERTIFICATIONS AND PROFESSIONAL DEVELOPMENT

Professional Member, Australian Human Resource Institute

Demonstrated proficiency in information technology systems including:

CHRIS21

SAP

Talent2 (payroll software)

CRM

Taleo (recruitment database) Galileo (reservation system)

SharePoint Assist (banking system)

PayGlobal (payroll system)

TimeTEQ (time and attendance)

Microsoft Suite including Visio

IBM SPSS Statistics

REFERENCES

On request

Anthony_Johnston_Resume_2016

Documents

Transcript of Anthony_Johnston_Resume_2016