Anna Henderson
Dunedin,Macandrew Bay
Summary
Business Partner with fast-growing experience amplifying and enhancing products and services to deliver solutions. Combines broad industry knowledge and specialist expertise to grow products and services. Brings 10+ years executive background developing and executing strategies to deliver business results.
Overview
15
15
years of professional experience
Work History
Business Partner OD & Culture
Oceana Gold Corporation
05.2023 - Current
- Providing proactive specialist support and advice to employees and managers at both Macraes and Waihi operations
- Ensuring OD and cultures initiatives align with the groups purpose, Vision, Values and help the operations achieve agreed outputs and strategic goals
- Managed strategic partnership initiatives to drive measurable outcomes and deeper relationships within departments and teams.
- Managed cross-functional facilitation teams to deliver high-quality leadership programmes.
Senior Human Resources Advisor
NZ Police
11.2021 - 04.2022
- Provided support to managers and District Commanders, mainly in Southern District and throughout NZ districts to identify and implement people-based solutions
- Proactively worked with Managers and other relevant teams to successfully manage and resolve complex HR cases / issues in an efficient and timely manner
- Supported where required to take the lead (from a People Group perspective) in organisational initiatives and projects, ensuring effective planning, coordination, monitoring, reporting and evaluation requirements are met
- Took an active approach in prioritising HR Advisory workloads, ensuring queries are managed efficiently while ensuring all relevant parties are kept informed of progress as required
- Managed the daily allocation of work within the HR Advisory team and ensure risks and issues are appropriately escalated to the Strategic Business Partner
- Managed technical escalations and queries from HR Advisors, including, performance management, disciplinary processes, change management and legislative queries in a timely manner
- Provided mentoring to the Advisors by sharing skills, knowledge and expertise to enable them to meet their objectives
- Provided advice to the Strategic Business Partner on workload clashes and emerging resource contentions to enable the Strategic Business Partner to manage up and out to the business as necessary
- Supported the ongoing improvement of processes and services, with a broader perspective of the impacts on the other upstream and downstream functions
- Represented the People Group Advisory function on organisational wide initiatives, projects or programmes as required
- Promoted diversity and inclusion ideology wherever possible to raise an awareness of an inclusive workplace environment for all employees
- Oversaw internal investigations of alleged misconduct or policy violations resulting in fair resolutions that protected both organisational interests and those of its employees
- Provided guidance to managers on employee development, performance management, and corrective action processes, ensuring consistency across the organisation
Volunteer Development Manager (fixed term)
Fire & Emergency NZ
10.2020 - 07.2021
- Advised on and implementing Regional volunteer development Strategy
- Developed and maintained close and effective relationships with volunteer leaders and District and Regional Leaders to identify current and future volunteer leadership development needs
- Ensured the region, through its ways of working, decision-making and capability building aligns to our commitment statement to working with Māori
- Contextualised regional implementation of the Leadership Development Framework across the volunteer brigades ensuring regional alignment
- Worked with the Principal Advisor Leadership Development, Senior Advisors Leadership Development to contribute to the design of programmes, initiatives and tools that meet regional needs and contribute to the development of volunteer leaders and leadership within Fire and Emergency New Zealand
- Regional delivery of programmes, initiatives and tools to embed our leadership development framework with volunteer leaders
- Developed and maintain partnerships within region to deliver leadership development
- Provided one on one coaching to volunteer leaders during critical role transitions and/or during times of significant leadership challenge
- Connected and networked with volunteer leaders locally to increase peer support, connection and learning
- Monitored the impact of leadership development programmes, initiatives and tools post-implementation to ensure that desired outcomes are achieved
Senior HR Advisor (fixed term)
Fire & Emergency NZ
01.2020 - 10.2020
- Delivering workplace relations and HR solutions to the Regional Management team and other specialists within region, both urban and rural
- Diagnose HR related organisational culture, capability and performance issues/ opportunities, and develop initiatives and action plans to support and effect change
- Keep abreast of external factors which may impact on the workforce / HR strategy / employee engagement and culture
- Improve HR understanding and lift capability of those who manage staff
- Build effective relationships with managers so-as to influence managers in the execution of their staff accountabilities
- Influence and advise on best practice and approach, and how they can be used and adapted to best fit the Fire and Emergency NZ environment
- Work with managers to provide timely proactive and responsive solutions to assist them to develop and maintain an effective people management and leadership environment within their area of responsibility
- Provide timely, accurate, best practice advice and support - including workforce planning, recruitment, induction, employment relations, remuneration, recognition and reward, leadership development and change management
- Advise and support / coach managers in the delivery of, their obligations relating to employment related legislation, Fire and Emergency NZ policy and employment agreements, providing timely advice and seeking expert opinion from the Principal Advisor Workplace Relations as required
- Work effectively with other members of the HR team to ensure that the work of HR is integrated and coordinated and meets the needs of Fire and Emergency NZ managers
- Monitor the impact of new initiatives and programmes post-implementation to ensure that desired outcomes are achieved
- Access expertise from specialists within the wider People and Capability team to ensure that the advice, support and solutions provided to managers are considered best practice and consistent with organisational policy and direction
- Contribute as a key project team member to a wide range of projects focused on the development of new initiatives, programs and policies
Human Resources Manager
Dunedin Casino
09.2018 - 06.2019
- Reporting directly to the CE, provide human resource services to six managers and 150 staff
- Develop and implement the People, Strategy and Tactical Plan
- Monitor progress and evaluate effectiveness, modifying if necessary
- Manage HR projects
- Review and improve HR policies, standards and procedures
- Provide high-quality operational support across the full range of HR functions including Employment Relations
- Give expert advice, education and coaching
- Identify people risks, suggest mitigation and execute actions to manage, mitigate or minimise risks
- Establish and facilitate learning and development frameworks, practices and solutions
- Identify staff needs and drive development (career paths, learning interventions, training, leadership development, mentoring)
- Facilitate organisational change processes
- Review changing business requirements
- Conduct job analyses
- Develop implement, review and modify change management plans including workforce planning and restructuring
- Provide recruitment services and support
- Manage the on-boarding processes
- Manage and improve Culture, Wellbeing and Health and Safety Initiatives and Practices
- Manage HR administration and maintenance of HR information and access including the management of confidential information, and championing of new HR technology
- Manage HR reporting, governance and analytics
- Promoted to HR Manager
- Lead role in implementing a 'WorkWell' Programme targeted to support shift workers
- Appointed staff project groups to tap talent for ideas to improve channels of communication
Human Resources Advisor
Dunedin Casino
12.2014 - 09.2018
- Provided human resource support services to Managers and staff
- This included the provision of HR administration relating to recruitment, employment agreements, personal records, induction, health and safety and training
- Coordinated the recruitment process: acknowledged applications, prepared shortlists, assisted the preparation of interview questions, assisted and scheduled interviews, and checked references, etc
- Coordinated on-site induction for new staff
- Maintained up to date electronic and paper personnel files for all staff
- Prepared HR documentation including employment agreements, letters of offer, performance and salary review letters for authorisation and action by respective managers
- Ensured that exit interviews were organised and liaised with Payroll to ensure final pays were processed on time
- Coordinated and sourced on-site and off-time training programmes as requested
- Maintained training records for all staff and ensured that staff members were recertified prior to the expiry of any certification
- Authorised by the Department of Internal Affairs to complete comprehensive form to accompany applications for Certificates of Approval
- Assessed competency in unit standards
- Coordinated the annual staff appraisal process for staff, maintaining appropriate systems
- Ensured details of salary changes, bonuses etc
- Were forwarded to payroll for action
- Ensured there were appropriate human resource and health and safety policies and procedures in place and that staff understood their obligations associated with these
- Ensured that the workplace is compliant with the Health and Safety at Work Act 2015
- Ensured that all workplace accidents and/or 'near-misses' were documented in accordance with Casino Policy
- Maintained a clear understanding of the emergency and/or evacuation procedures
- Managed health and safety for all contractors
- Attended meetings as and when required
- Carried out any other duties, tasks or special projects as required by the CE
- Maintained confidentiality and demonstrated discretion in relation to all HR matters at all times
- Assisted with payroll processing as required
- Earned the trust of senior managers and centralised the recruitment function to ensure consistency
- Resolved employment disputes without recourse to the Employment Relations Authority
- Successfully led a restructuring process when implementing TITO (a coinless system) in 2017
- Implemented Qjumpers recruitment software in 2016
- Analysed payroll for 150 staff to ensure the appropriate increments were planned for and implemented with the proposed legislative changes to the minimum wage by 2020
RMO Recruitment Advisor
Southern District Health Board
06.2014 - 12.2014
- Recruited Resident Medical Officers (RMOs) and ensured that all employment and registration processes to do with Southern District Health Board, Medical Council of New Zealand and New Zealand Immigration were managed effectively
- Ensured that recruitment practices were carried out in a manner consistent with the Resident Doctors Association (RDA) Multiemployer Collective Agreement
- Recruited and selected new RMOs
- Prepared and organised advertising and interviews
- Facilitated orientation throughout the hospital
- On-boarded new doctors via a computerised system
- Distributed letters of offer and calculated salaries
- Liaised with clinical managers throughout the hospital regarding recruitment
- Maintained the integrity of personnel records
- Provided guidance to clinical managers regarding HR matters
- Facilitated locum placements and liaised with recruitment agencies
- Achieved NZ medical registration for doctors coming from overseas
- RMO positions were filled in a timely manner and RMOs were ready to start on the agreed date
- Council and Immigration requirements were always met
- RMOs received their orientation in a timely and appropriate manner in accordance with current requirements
- Available locums were placed as and when required
- Incoming locums received the necessary information in order to commence duties
Client Service Coordinator
Nursing New Zealand/Panacea Healthcare
10.2011 - 05.2014
- Responsible for ensuring excellent client service and sufficient support workers to meet contract specifications
- Interviewed and identified suitable candidates for support worker positions
- Facilitated induction training and ongoing support for personnel
- Completed staff rosters within required time frames
- Ensured support workers adhered to Nursing New Zealand policies
- Maintained the integrity of staff records
- Developed positive relationships with stakeholders including clients and their whānau
- Facilitated clients' entry to the service and their discharge
- Assessed clients and prepared care service plans
- Liaised with external providers for disability services
- Analysed data to determine client satisfaction
- Promoted health and safety and contributed to newsletters
- Handled difficult clients with ease and sensitivity
- Developed and maintained an equitable recruitment process
- Mentored other service co-ordinator on HR/employment related matters
Employment Services Coordinator
Scott Vocational Services
06.2009 - 08.2011
- Responsible for implementing an ACC Programme, namely 'Obtain Employment Service' with individual clients
- Delivered outcome-based vocational rehabilitation services to adults with injuries
- Implemented complex rehabilitation plans as part of an ACC pilot
- Reviewed progress to plan and made modifications if necessary
- Developed rapport with clients and evaluated how best to provide assistance
- Educated/trained clients in personal marketing for job search, aimed at achieving independence
- Facilitated vocational training to clients on a wide range of topics, including employment-related legislation
- Sourced work trial opportunities and supported clients to participate
- Encouraged clients to proactively seek employment
- Assigned tasks to support staff
- Maintained records, including client feedback, and prepared reports for management and ACC
- Facilitated successful implementation of plans within set deadlines and met quality criteria
- Despite working with many clients who were difficult to engage with, no complaints were received
- Developed valuable networks of employers, service providers and case managers
Education
National Certificate in Occupational Health and Safety -
The Otago Southland Employers Association
Diploma in Human Resource Management -
Otago Polytechnic
01.2008
Skills
- Advising
- Employee Relations
- Change Management
- Staff Development
- Goal Setting
- Data Analysis
- Coaching Performance Improvement
- Programme Optimization
- Problem-solving
- Planning
Accredited Practitioner Human Synergistics
Coaching certification achieved - Dec 2023.
The Human Synergistic Circumplex provides a way to see, measure, and change the thinking and behavioural styles proven to drive the performance of not only individuals, but also groups and organisations.
Timeline
Business Partner OD & Culture
Oceana Gold Corporation
05.2023 - Current
Senior Human Resources Advisor
NZ Police
11.2021 - 04.2022
Volunteer Development Manager (fixed term)
Fire & Emergency NZ
10.2020 - 07.2021
Senior HR Advisor (fixed term)
Fire & Emergency NZ
01.2020 - 10.2020
Human Resources Manager
Dunedin Casino
09.2018 - 06.2019
Human Resources Advisor
Dunedin Casino
12.2014 - 09.2018
RMO Recruitment Advisor
Southern District Health Board
06.2014 - 12.2014
Client Service Coordinator
Nursing New Zealand/Panacea Healthcare
10.2011 - 05.2014
Employment Services Coordinator
Scott Vocational Services
06.2009 - 08.2011
Diploma in Human Resource Management -
Otago Polytechnic
National Certificate in Occupational Health and Safety -
The Otago Southland Employers Association
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