EDWINA SMITH

Scope:

Responsible for the development, engagement, attraction & retention of critical/key roles, succession planning, employment relations and employee engagement initiatives across the operation. Direct reporting teams are Payroll, Office Administration, Employment Relations, Recruitment and Training. (Finegand is Silver Fern Farms' largest plant operation with 1400+ staff).

Primary Responsibilities:

• Ensure personal impact & development plans are aligned with organisational goals
• Ensure learning & development initiatives supports current business needs and succession of critical/key roles
• Effectively managing 3 diverse collective agreements and union relationships
• Ensure employee engagement initiatives are relevant, practical and improves communication at all levels.
• Ensure current and future leaders have suitable development plans (technical excellence & exemplary leadership behaviour) accompanied by professional coaching programmes.
• Employee data analysis, reports and metrics to identify risks and trends that may affect our future growth and staff retention/turnover and provide recommendations that could minimise these risks.

Achievements:

• Streamlined the People Team's efficiencies through agile practice, coordinated new effective onboarding experiences 'first 6-week engagement' program for new hires.
• Reviewed key processing and support leadership structures and recommended more relevant structures for succession and efficiencies in Stores/Distribution/Production, Quality, Administration. Implemented performance reviews and motivational strategies to elevate HR team results. Including a Change management roadmap.
• Introduced and Cadet Leadership & Specialist development program for future capability.
• Streamlined complaint response management by providing guidance on policies and ensuring appropriate and accurate investigation processes.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate Internal and Customer audit risks.
• Coordinated activities of human resources team, distributing resources and skills effectively across large site to meet HR needs.

• Cross-trained existing employees to maximise team agility and performance.
• Introduce Agile and iterations, working closer with client specifications and removing barriers between development, testing and deployment - synergy and transparency of desired end product.
• Recruited and Onboarded new employees with information relevant to their skills/technical level and rotate skills to ascertain best fit in first 6 weeks.
• Delivered feedback to decision-makers regarding employee performance and development needs.
• Evaluated employees' strengths and assigned tasks based upon experience and training and created Buddy system.
• Drove team success through shared vision and recognition of quality performance.

Reason for leaving: Relocated to Otago, South Island

• Compensation & Benefits, Reward & Recognition
• Change Management (assist leaders and team members to adapt to changing business models).
• Monthly/quarterly reporting on remuneration costs, workforce planning, employee benefits, recruitment/turnover, people & culture initiatives, employment equity progress vs plan, succession planning, training costs vs ROI.
• Country-specific communication and updates to employees and key stakeholders.
• Implemented more engaging impact & development review process performance reviews.
• Motivated employees through special events and incentive programs.
• Liaised between multiple business divisions to improve communications.
• Maintained employment regulatory compliance to local legislation whilst implementing global business strategy.
• Provided resolution to complex and confidential issues.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Structured compensation and benefits according to market conditions and budget demands.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Advised on and resolved complex employee issues that affected leaders and business decisions.

Achievements:

• Designed Equal Opportunity Strategy and successfully implemented it with CFO & GM
• Nominated Future Leader for global Women in Leadership development in Berlin

Reason for leaving: Accepted residency in New Zealand

• Implemented performance reviews and motivational strategies to elevate HR team results.
• Motivated employees through special events and incentive programs.
• Advised functional leaders on complex and confidential matters ranging from performance management to employee relations issues.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Reviewed business goals to recommend new HR approaches, policies and procedures for continual improvements focused on meeting business objectives and enhancing productivity.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Used technologically relevant digital systems to manage payroll and benefits programs.
• Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.

Reason for leaving: Relocated to Tanzania

• Scope: Provide all allocated Business Units with advice, support, coaching and ensure implementation of company-wide HR strategy
• Play a key role in this multi-regional environment in supporting and guiding GM’s and management teams in their respective people management challenges and opportunities
• Primary Responsibilities:
• Managed HR function for different Business Units based in different geographical regions
• Project Management (work closely with key function such as Finance/Rem & Benefits, etc for changes affecting internal client base)
• Employment Relations
• Implement Organisational Development and Change Management initiatives
• Partner with BU General Managers about Reward & Recognition initiatives, Increases, Promotions/Transfers/Performance Management and Improvement
• Achievements:
• Nominated to Lead the HR function on two strategic projects:
• Acquisition & Merger of a leading company which allowed our company to be the market leader of the year
• Executive feedback and progress reports on strategic deliverables
• Establishment of new business in unknown territory for company with responsibility for adapting and drafting all HR processes and all elements of employee relations
• Recruitment, retention and EVP for new staff in this unique business model
• Reason for leaving: Changed industry for new challenge and sole HR responsibility role
• Summary of other career experiences – detail provided upon request
• Partnered with internal stakeholders to provide human resource solutions that developed leaders, attracted and built quality workforce and transformed company into high performing organization.
• Contributed to annual performance reviews & individual development plans by working with functional managers to achieve consistency and meaningful future capability.
• Launched company-wide HR strategies, practices and benefits and compensation policies to drive departmental and business objectives.

• Provide guidance and support to leaders and employees on sound company policies, employee benefits and employment relations
• Implement people and culture initiatives, eg. culture engagement surveys, community and social responsibility sponsorships and funding, scholarships
• Recruitment and onboarding
• Training & facilitation
• Payroll for all wage staff (country-wide)

Reason for leaving: Travel and studying