As a small business owner, you wear a lot of hats, including human resources specialist. You are also part of the business community that employs more than 90% of workplaces in Australia. As a small business, you will often have questions about different aspects of how to best a number of challenges regarding a myriad of HR issues – eg: performance management; employment agreements; wage rates; employee engagement; recruiting the right people; termination; policies and procedures; position descriptions etc.
The HR Forum hosted by the North Lakes Chamber of Commerce at its October meeting will cover these matters and provide you with an understanding of how to manage them.Good management of your people helps three fundamental business outcomes – survival, growth and an improved bottom line.
Margaret offers practical hands-on experience and knowledge to define, develop and implement strategic human resource management practices that are effective and maximise your opportunity to attract and retain the people required to achieve the organisation's strategic objectives.
Her expertise comes from working with small-to-medium, corporate and government organisations across a myriad of industry and service sectors in the public, private and not-for-profit areas.
Key strengths include a broad knowledge and understanding of the contemporary landscape and development and implementation of strategies for human resource strategic planning; employee engagement; recruitment and retention; employer branding, HR policies and processes; and performance management.
Previous roles held by Margaret in the private and not-for-profit sectors include managing director, chief executive officer and consultant with responsibilities covering human resource management, business development, stakeholder relations, community-business partnerships and strategic and business planning.
Examples of client work include
▪ leadership development programs
▪ workshops for professional / personal development and compliance topics
▪ role evaluation to meet organisation’s strategic objectives
▪ mediation with Fair Work Australia
▪ retained HR services and ad-hoc HR project
▪ develop and implement HR policies and procedures
▪ research, develop and implement employee engagement/employer branding strategies
▪ management of a contingent workforce comprising temporary and contracted workers
▪ business processes and policies that meet ISO standards and organisation objectives
▪ facilitation of workshops, seminars and work groups.
Professional memberships and Certifications
Alumni: Australian Graduate School of Management
Fellow: Australian Institute of Company Directors
Member: Australian Human Resources Institute
Society of Human Resource Management Saville Row Psychometric Testing
ACER Select (numerical & verbal reasoning)
ACER Test of Abstract Reasoning
2013: Achieving HR benchmarks in the workplace, Akolade HR Measurements & KPIs Forum
2012: Attracting & retaining a sustainable workforce in Regional Australia, SEGRA Conference
2009: Leveraging Community-Business Partnerships, Not-for-Profit Association Conference
2007: Employment Branding and Diversity in the Workforce, Diversity Council Australia
2006: Leveraging Community-Business Partnerships, Local Government Association, Qld
2010-2016: Appointment as Chair, of the Defence Reserve Support Council, Qld
Clients attest to Margaret's knowledge of employer and employee needs; her ability to distil key issues to their essential elements; her depth of technical knowledge; her project management skills and ability to apply them contribute to her reputation as a consummate professional with a track record of follow through, service delivery and client knowledge.
A sample of projects
Project – Workforce Planning: current workforce profile and capability; future workforce profile, capability and organisational structure to support strategic goals; critical roles in the organisation; training matrix; HR metrics to benchmark organisation against competitors for talent; training needs gap analysis; recruitment and retention program to meet marketplace requirements.
Workforce Plan 2016-2018;
Training Needs and Gap Analysis 2016;
Recruitment and Retention Strategy.
Project– Review of Remuneration, Salary Structure & Position Descriptions: review of large not-for-profit organisation in its competition for talent; benchmark their salary data against the marketplace for employees under Award conditions and negotiated contracts; redevelop/retitle as necessary more than 300 position descriptions to align with the revised organisational structure; consolidate numerous levels of activity into broad clusters of typical functions, technical skills, conceptual thinking and behaviours.
Salaries & Wages Benchmark Report;
Competency-based Salary Matrix;
Suite of Position Descriptions Templates;
Position descriptions aligned to the organisation’s vision, mission and values;
Job Analysis Survey and Report.