Peter McLean

Manage full end to end Human Resource, payroll and training strategy, planning, Operational programs.
Measuring success rates and developing innovative solutions to improve delivery.

Full accountability for full HR service and support, as well as Payroll for Underground heavy metal Mine Site with 610 employees.
Mainly FIFO population.

Lowering absenteeism
Lowering Labor Turnover well below industry average

New Britain Palm Oil Limited (NBPOL) is a large scale integrated, and leading industrial producer of sustainable palm oil in Papua New Guinea and Solomon Islands. The NBPOL Group has over 76, 000 hectares of planted oil palm plantations, a further 10, 000 hectares under preparation for oil palm, over 5, 500 hectares of sugar cane and a further 9, 000 hectares of grazing pasture, twelve oil mills, two refineries (one in PNG, and one in Liverpool, UK), as well as a seed production and plant breeding facility. Fully RSPO accredited, NBPOL is fully vertically integrated, producing its own seed (which it also sells globally) and planting, cultivating and harvesting its own land and processing and refining palm oil, in both PNG and the UK. It also contracts directly with its end-customers in the EU and arranges shipping of its products. NBPOL PNG employs 25, 000 employees and is the largest private employer in PNG.

In West New Britain we employ 11, 000 employees to harvest, transport, and mill and refine Palm Oil.
I manage 8 HR employees, 3 Trainers, all medical clinics and all schools associated with the NBPOL operations across West New Britain.

The services I and my teams provide are based on Operational HR work, so concentrated on the tactical implementation of the following:

• Integrating HR programs to achieve NBPOL Strategic Planning and measured through the use of KPIs.
• Workforce Planning, based on production predictions, labour turnover, absence management and productivity development through mechanisation.
• Recruitment and Selection of staff across West New Britain
• Development of HR Policies, systems and regulations
• Labour relations and Industrial Law consultation with both Unions and Government agencies.
• Training and Development of supervisors and managers in people management.
• Performance Management measurement
• Remuneration and Benefits planning and implementation
• Discipline of staff when required.
• Talent management planning and capability development.
• HR Analysis, Reporting and Administration
• Managing staff and subcontractors.
• Delivery of work force planning
• Develop and implement Employee Engagement models for business operation leadership team.
• Develop and implement Change Management programs that improved business operations and ensuring that no industrial issues occurred whilst implementing change.

The iPi Group are made up of eleven (11) different companies, involved in Logistics, Warehousing, Transport and Site Catering services across Papua New Guinea.
I provide all Human Resource services to the eleven companies and to over 1, 000 employees nationally.
Reporting to me are two Human Resource Managers, 1 for the Catering Company of 510 employees and 1 for the Transport Company of 715 employees.
The services I and my teams provide are:

• HR Strategic Planning
• Workforce Planning
• Recruitment and Selection of staff across Papua New Guinea
• Development of HR Policies and systems
• Labour relations and Industrial Law consultation
• Training and Development of supervisors and managers.
• Performance Management
• Remuneration and Benefits planning and implementation
• Discipline of staff when required.
• Talent management
• HR Reporting and Administration
• Managing staff and subcontractors.
• Delivery of work force planning
• Develop Employee Engagement models for business operation leadership team.
Due to downturn in the economy based on the Resource industry iPi Group were heavily impacted.
New Britain Palm Oil Limited wanted to discuss with me a role that was vacant.

Ecolab are a Chemical Manufacturer and provider to a wide range of light and heavy industries.
I provide Human Resource services to the plant manufacturing and distribution groups as well as the Regulatory Affairs group.
These services include:

• Recruitment and Selection of staff Nationally
• Introduction of new HR Policies and systems
• Labour relations nationally
• Training and Development of managers.
• Performance Management
• Discipline of staff when required.
• Talent management
• HR Reporting and Administration
• Managing staff and subcontractors nationally.
• Development and delivery of work force planning
• Develop Employee Engagement models for business operation leadership team.

Maternity Leave relief contract position.

Establish HR function - operational work flows and strategic direction.
Build Workforce plan, create position descriptions, evaluate positions and develop remuneration market parity.
L&D workforce analysis, develop Learning and Development company plans and work with managers on KPI and capability plans.
Recruitment.
Performance management process development.
All HR Policies and procedures - develop and implement.

Manus Island,
Papua New Guinea

• Recruitment of national staff and Induction of all Site employee
• Management of all employee and contractor accommodation.
• Employee and Contractor Relations
• Team Building for all employees and contractors
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Performance management of all employees and contractors.
• Remuneration and benefit management
• Position evaluation and organisation design and definition of measures
• Training and development in line with contract definitions.
• Talent Management
• Development and delivery of work force planning in line with government requirements and ratios.
• All HR administration and reporting accurately and timely in line with contract measures.
• Coaching and Mentoring of PNG national employees to take on greater HR responsibilities.
• 6 month Contract to February 2014.

• Recruitment of national staff and Induction of all Site employee
• Management of all employee and contractor accommodation.
• Employee and Contractor Relations
• Team Building for all employees and contractors
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Performance management of all employees and contractors.
• Remuneration and benefit management
• Position evaluation and organisation design and definition of measures
• Training and development in line with contract definitions.
• Talent Management
• Development and delivery of work force planning in line with government requirements and ratios.
• All HR administration and reporting accurately and timely in line with contract measures.
• Coaching and Mentoring of PNG national employees to take on greater HR responsibilities.

Dec 2012 - August 2013 Contract - Site Employee Relations and HR Manager
Thiess Mining Pty Ltd
Collinsville Coal Project

• Operational day to day management of the HR function for 400 staff.
• Analyses of daily labour levels and develop programs for improvement.
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Implement corporate HR programs into site operations.
• Translate site management requirements into corporate HR programs.
• Manage IR and ER negotiations, day to day + EBA + disciplinary issues.
• Management of site recruitment, development, headcount forecasts, staff behaviour, employee movements, employee and industrial relations.
• On call 7 days a week - 24 hours a day.
• 6 month contract - maternity leave relief.

• Full Demobilisation of all staff, zero lost hours due to Union activity.
• Initially improved productivity by lowering absenteeism
• Fully reviewed multi-skill capability building across open pit site.

• Operational day to day management of the HR function for 400 staff.
• Analyses of daily labour levels and develop programs for improvement.
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Implement corporate HR programs into site operations.
• Translate site management requirements into corporate HR programs.
• Manage IR and ER negotiations, day to day + EBA + disciplinary issues.
• Management of site recruitment, development, headcount forecasts, staff behaviour, employee movements, employee and industrial relations.
• On call 7 days a week - 24 hours a day.
• 6 month contract - maternity leave relief.

• Contracted to build, train and test Talent Management system and program of work.
• Implement the Talent Management program, training all managers and supervisors in its use.
• Assist managers run their program for their department.
• Reported back to Philippines HR Association on success of program

Oct 2012 - Nov 2012 Contract Volunteer ER & HR Specialist
Calbayog City Council
Samar Province
Philippines
• Contracted to build and test Talent Management system and program of work.
• Implement the Talent Management program, training all managers and supervisors in its use.
• Assist managers run their program for their department.
• Assisted by translators in both Tagalog and Waray (local dialect)
• Reported back to Philippines HR Association on success of program

September 2012 Contract Volunteer ER & HR Specialist
Olongapo Council
Pampanga Province
Philippines

• Contracted to build, train and test Talent Management system and program of work.
• Implement the Talent Management program, training all managers and supervisors in its use.
• Assist managers run their program for their department.
• Reported back to Philippines HR Association on success of program

July 2012 Contract Volunteer ER & HR Specialist
Angeles City Council
Pampanga Province
Philippines

• Contracted to build, train and test Talent Management system and program of work.
• Implement the Talent Management program, training all managers and supervisors in its use.
• Assist managers run their program for their department.
• Reported back to Philippines HR Association on success of program


• Gained full understanding of Philippine's labour laws.
• Developed three programs quickly and ensure all managers are trained and engaged to the process.
• Developed training materials in 3 languages - English, Tagalog and Waray.

October 2010 - June 2012 Contract - Employee Relations & HR Business Partner
BHP Billiton
Cannington Mine Site
Cannington, QLD

Major Functions
Responsible for establishing the Business Partner model across the Mine Site and support functions: • As an integral member of the Mine Site Leadership Team
• Providing support and guidance to leaders in the day to day management of employees ensuring compliance with business expectations and legislative requirements
• In conjunction with managers I lead the strategic and operational HR activities across the Mine site ensuring business goals are achieved effectively.
• Defined, designed and implemented 2 Site Change management programs
• Designed and implemented three site wide Engagement Programs
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Lead all recruitment programs.
• Assist managers and Superintendents with policy / procedure / Enterprise Agreement / labour law interpretation
• Coaching supervisors to make decisions affecting their staff and support Supervisors to manage outcomes.
• Working an 8/6 roster, 24 hour a day contact, no matter where on site.

Responsible for establishing the Business Partner model across the Mine Site and support functions:
• As an integral member of the Mine Site Leadership Team
• Providing support and guidance to leaders in the day to day management of employees ensuring compliance with business expectations and legislative requirements
• In conjunction with managers I lead the strategic and operational HR activities across the Mine site ensuring business goals are achieved effectively.
• Defined, designed and implemented 2 Site Change management programs
• Designed and implemented three site wide Engagement Programs
• Organisation Design, Job Evaluation and Remuneration review in line with Market.
• Lead all recruitment programs.
• Assist managers and Superintendents with policy / procedure / Enterprise Agreement / labour law interpretation
• Coaching supervisors to make decisions affecting their staff and support Supervisors to manage outcomes.
• Working an 8/6 roster, 24 hour a day contact, no matter where on site.

July 2010 - October 2010 Contract - State IR & HR Manager
Life without Barriers
Brisbane

Major Functions
Responsible for the development, implementation and maintenance of the Human Resource function, including: * Recruitment & Selection
* Performance Management
* Human Resource policy compliance
* Organisation Structure review
* HR System maintenance and reporting

Responsible for the development, implementation and maintenance of the Human Resource function, including:
 Recruitment & Selection
 Performance Management
 Human Resource policy compliance
 Organisation Structure review
 HR System maintenance and reporting

April 2010 - June 2010 Contract - Human Resource & IR Manager
Sun Engineering (QLD) Pty Ltd
Brisbane

Major Functions:
Responsible for the development, implementation and maintenance of the Human Resource function.
Work included: * Development of two EBAs based on the new Modern Award Structure and Fair Work Act.
* Recruitment & Selection process redesign
* Performance Management process redesign
* Human Resource policy revision and compliance
* Organisation Structure review
* HR System maintenance and reporting

Responsible for providing programs, initiatives, advice and assistance to the Group's various subsidiaries in Papua New Guinea.

Responsible for the development, implementation and maintenance of the Human Resource function.
Work included:
 Development of two EBAs based on the new Modern Award Structure and Fair Work Act.
 Recruitment & Selection process redesign
 Performance Management process redesign
 Human Resource policy revision and compliance
 Organisation Structure review
 HR System maintenance and reporting

Responsible for providing programs, initiatives, advice and assistance to the Group’s various subsidiaries in Papua New Guinea.

June 2008 - April 2010 Contract - Human Resource Manager - APAC
Toyota Tsusho South Pacific Holdings
Brisbane

Major Functions:
Responsible for the development, implementation and maintenance of all areas of Human Resource, planning and management within the Group of 8 companies in 8 Countries across APAC.

Work includes a variety of international Human Resource activities including: * Senior Level - Recruitment & Selection
* In Country legislation interpretation
* In Country Enterprise Agreement negotiation (PNG)
* Organisation Structure alignment
* Position Design and Evaluation
* Organisation Design, Job Evaluation and Remuneration review in line with Market.
* Career & Succession Planning
* Talent Management Planning and Implementation
* Training & Development - Leadership; Customer Service
* Performance Management design, implementation across local cultures and in 8 different languages
* Reward & Recognition program design and implementation
* Remuneration system design for local cultures, in country market analysis.
* Human Resource policy revision and compliance
* Teamwork & Communication (incl. Employee Surveys)
* Health & Safety structure development (consultative)
* Corporate Culture alignment programs
* HR System Implementation

Develop, implement and maintain the Human Resource strategies and initiatives, which are in line with and support the company's business goals and corporate policies.
Monitor the effectiveness of initiatives and recommend modification to Human Resource policies and procedures and management practices.

Responsible for providing programs, initiatives, advice and assistance to the Group's various subsidiaries in the South Pacific in all areas of human resource management.
Countries of Operation are Australia; Papua New Guinea, Fiji, Solomon Islands, Samoa, American Samoa, Tonga and Vanuatu

Responsible for the development, implementation and maintenance of all areas of Human Resource, planning and management within the Group of 8 companies in 8 Countries across APAC.

Work includes a variety of international Human Resource activities including:
 Senior Level - Recruitment & Selection
 In Country legislation interpretation
 In Country Enterprise Agreement negotiation (PNG)
 Organisation Structure alignment
 Position Design and Evaluation
 Organisation Design, Job Evaluation and Remuneration review in line with Market.
 Career & Succession Planning
 Talent Management Planning and Implementation
 Training & Development - Leadership; Customer Service
 Performance Management design, implementation across local cultures and in 8 different languages
 Reward & Recognition program design and implementation
 Remuneration system design for local cultures, in country market analysis.
 Human Resource policy revision and compliance
 Teamwork & Communication (incl. Employee Surveys)
 Health & Safety structure development (consultative)
 Corporate Culture alignment programs
 HR System Implementation

Develop, implement and maintain the Human Resource strategies and initiatives, which are in line with and support the company’s business goals and corporate policies.
Monitor the effectiveness of initiatives and recommend modification to Human Resource policies and procedures and management practices.

Responsible for providing programs, initiatives, advice and assistance to the Group’s various subsidiaries in the South Pacific in all areas of human resource management.
Countries of Operation are Australia; Papua New Guinea, Fiji, Solomon Islands, Samoa, American Samoa, Tonga and Vanuatu

January 2007 - May 2008 Contract - Human Resource Manager
Customer & Community Relations; Health and Safety; Human Resources.
Sydney Water Corporation
Major Functions:
Divisional Business Support
* As a business partner to the General Manager and the divisional management team, provide advice on strategic HR issues and facilitate the development of HR strategies to support business outcomes
* Coach managers in people management issues.
* Ensure compliance with relevant HR legislation and ethical standards of conduct including EEO, harassment and bullying.
* Identify areas of HR improvement in the division.
* Organisation Design, Job Evaluation and Remuneration review in line with Market.
* Provide day-to-day HR service, advice, support and guidance to managers and employees.
* Assist managers in handling grievances.
* Ensure employees are treated in a fair and equitable manner
HR Support
* Advise corporate HR of divisional needs and interests on HR issues.
* Provide input and assistance to the delivery and implementation of HR projects into the division (such as performance and development plans and training programs)
* Provide input to the development and implementation of HR policies, procedures and practices.
Change Management
* Advise managers on change management issues.
* Assist the divisions manage change effectively (restructures, reforms and relocations effecting employees)
* Evaluate the effectiveness of HR solutions and services in the division and communicate these to key stakeholders.
* Co-ordinate and communicate divisional HR activities.
Communication
* Ensure all HR programs are communicated effectively and in a timely manner to managers and staff across the division.
* Analyse and communicate relevant divisional HR data and reports.
Relationships
* As a member of the SWC HR team, contribute to the development and delivery of strategies to improve service delivery to the divisions
* Work closely with centralised HR process owners to develop effective implementation strategies into the divisions
* Foster understanding and effective cooperation between the division and corporate HR.

* Have lead and assisted Division to lower absenteeism from average 9 days per employee to 3 days per employee. Adding an extra 3, 390 productive days or equivalent to an extra 14 Full Time Equivalent staff.
* Lead Team that revised and implemented Customer Service Competency Program, which has been recognised by Australian Water Industry as best practice.
* Have lead team to reduce time to recruit from 92 days to 32 days.

Divisional Business Support
 As a business partner to the General Manager and the divisional management team, provide advice on strategic HR issues and facilitate the development of HR strategies to support business outcomes
 Coach managers in people management issues.
 Ensure compliance with relevant HR legislation and ethical standards of conduct including EEO, harassment and bullying.
 Identify areas of HR improvement in the division.
 Organisation Design, Job Evaluation and Remuneration review in line with Market.
 Provide day-to-day HR service, advice, support and guidance to managers and employees.
 Assist managers in handling grievances.
 Ensure employees are treated in a fair and equitable manner
HR Support
 Advise corporate HR of divisional needs and interests on HR issues.
 Provide input and assistance to the delivery and implementation of HR projects into the division (such as performance and development plans and training programs).
 Provide input to the development and implementation of HR policies, procedures and practices.
Change Management
 Advise managers on change management issues.
 Assist the divisions manage change effectively (restructures, reforms and relocations effecting employees).
 Evaluate the effectiveness of HR solutions and services in the division and communicate these to key stakeholders.
 Co-ordinate and communicate divisional HR activities.
Communication
 Ensure all HR programs are communicated effectively and in a timely manner to managers and staff across the division.
 Analyse and communicate relevant divisional HR data and reports.
Relationships
 As a member of the SWC HR team, contribute to the development and delivery of strategies to improve service delivery to the divisions
 Work closely with centralised HR process owners to develop effective implementation strategies into the divisions
 Foster understanding and effective cooperation between the division and corporate HR.
Achievements:
 Have lead and assisted Division to lower absenteeism from average 9 days per employee to 3 days per employee. Adding an extra 3, 390 productive days or equivalent to an extra 14 Full Time Equivalent staff.
 Lead Team that revised and implemented Customer Service Competency Program, which has been recognised by Australian Water Industry as best practice.
 Have lead team to reduce time to recruit from 92 days to 32 days.

December 2006 - January 2007 Human Resource Contractor
Hudson Global Consulting

Major Functions:
Research, measure, analyse and define revised Recruitment and Selection process for Baulkham Hills Shire Council. Define remuneration and packaging mix to best suit small talent market.
Define attraction and retention strategies for Council's defined market.

May 2003 - November 2006 Contract - Manager Organisational Development
Gosford City Council

Function: Day to Day Management of EEO, Change Management, Salary Administration, Employee Relations, Training and Development, Resource Analysis & Planning, Recruitment & Retention, OH&S, Process Improvement, Industrial Relations, Business Planning, Risk Management, Contract Administration, Project Management, Contract Law, for 1, 000 staff in 46 locations.

Providing advice and direction to Senior Management, General Manager and Council on above.

Providing consultancy services to staff as well as community business groups on above.


Implementation of HRIS for 1, 000 staff
Reduction in labour turnover in Engineering and Planning staff (25% to 12% per annum)
Assisted Customer Service Manager establishment of state of the art Customer Service Centre, defining of staff requirements and skill development required.
Redefined HR Policies to be streamlined and give greater decision making to line managers.
Established employee wellbeing program for staff and families.
Reduced time to recruit from 100 days to 35 days.
Improved employee engagement, reduced absenteeism, improved employee communications to NSW LGSA best practice.

Function:
Day to Day Management of EEO, Change Management, Salary Administration, Employee Relations, Training and Development, Resource Analysis & Planning, Recruitment & Retention, OH&S, Process Improvement, Industrial Relations, Business Planning, Risk Management, Contract Administration, Project Management, Contract Law, for 1, 000 staff in 46 locations.

Providing advice and direction to Senior Management, General Manager and Council on above.

Providing consultancy services to staff as well as community business groups on above.

Achievements:
Implementation of HRIS for 1, 000 staff
Reduction in labour turnover in Engineering and Planning staff (25% to 12% per annum)
Assisted Customer Service Manager establishment of state of the art Customer Service Centre, defining of staff requirements and skill development required.
Redefined HR Policies to be streamlined and give greater decision making to line managers.
Established employee wellbeing program for staff and families.
Reduced time to recruit from 100 days to 35 days.
Improved employee engagement, reduced absenteeism, improved employee communications to NSW LGSA best practice.

April 2000 - May 2003 Human Resources and Change Manager
Service Operations
Infrastructure & Service Business Unit
Telstra Corporation

Achievements
Developed and integrated cross company Organisation Change Strategies to deliver seamless organisation restructure solutions and attain process and productivity improvements, by reducing duplication. Reduction of over head position costs reduced by 33%.

Initiated and completed 12 major Division and BU integration strategies, tactical plans to harmoniously merge workforces into one entity. Service Operations became 25, 000 staff world wide from merging three disparate groups together. Zero days lost to industrial disputes! Implemented "one team, one future" employee engagement program

Developed and provided consultancy on Change Management - Strategies, Tactical Plans and Operational Processes to all Service Operation Divisions. This has resulted in smooth transitional processes whilst eliminating duplications and building on synergistic skill and functional groupings.

Develop and implement Business Unit Internal Communication Strategies to promote and enhance Business Unit capabilities to the Telstra market place.

Developed and integrated the Business Unit Employee Communications Strategy, plans and tools to involve and engage staff to the Business Unit business direction and to recognise the contributions of staff in the whole of business success in achieving targets.

Developed, delivered and integrated the Business Unit Leadership Development and Training plan to ensure that the Organisation's skill and competency levels.

Developed and implemented the Business Unit Future-skills Strategies, plans and programs to deliver skilled and productive service resources to our customer base.

Developed, implemented and integrated Business Unit organisational culture strategy to retain the organisation's best staff in terms of skills and knowledge and to enhance the commitment and productivity of staff.

Develop and manage strategic resource projects that build cross company leadership in customer service, productivity improvement, cost containment and revenue generation.

Successfully managed Employee Opinion Survey analysis and action planning for 15 Divisions and gaining an improved result for all bar one.

Developed employee engagement strategies and tactical plans to • Enhance people's understanding of the direction of their Division
• Improve commitment to their job & team
• Enhance productivity improvement through discretionary effort

Developed internal and external communication strategies and tactical plans for six of the seven divisions. Enhancing information flow to and from staff and management.

Have lead the provision of services and support to seven Executive General Managers, sixty four General Managers and five thousand seven hundred staff from a team of five professionals.

August 1998 - April 2000 Senior Business Planner
Business Strategy and Planning
Commercial and Consumer Service Business Unit
Telstra Corporation


Created service labour plan from Telstra Marketing and Sales Strategy, based on previous years' achievements and productivity improvement initiatives planned for next 12 months. Labour plan developed to micro service area team level based on activity requirements. Introduced 'resource rebalancing' and 'workforce refreshment' concepts to Business Unit Managers and Corporate Human Resources.

Analyse productivity improvement projects to ensure ability to deliver the intended benefits within the intended time frames. Approved projects achieved savings of $100m in labour and materials each year, equivalent to sale of Product of $1.0B each year.

Measure delivered savings to the business plan over a 3 year cycle.

Manage Service revenue streams by ensuring that increasing volumes were funded ~ track volumes, calculate additional costs, and negotiate funding for labour variations with Group General Managers and their Chief Financial Controllers.
Service Operations achieved full funding year on year.

August 1996 - August 1998 Managing Consultant
Organisation Design & Job Evaluation Unit
Corporate Human Resources
Telstra Corporation

Functions & Achievements: Lead cross-functional Senior Management teams in defining and designing organisational Changes, defining change processes and measuring cost of change. Defined requirement to remove 10, 500 positions across Telstra.

Evaluated all Management and Professional positions within Telstra to established TEC parity across all domestic and international business units. 4, 500 benchmark position evaluations.

Assisted Telstra CEO (Frank Blount) in reviewing Organisation design to enhance and deliver of business strategy and direction. Defined product market to delivery Model to establish and integrate previous organisation structure.
Defined and developed above organisational models based on Global Telecommunications industry directions (Europe and USA), Australian market pressures, Regulatory predictions.
Recognised by Telstra CEO, by having models implemented.

January 1995 - August 1996 Senior Strategist
Human Resources Planning
Commercial and Consumer Business Unit
Telstra Corporation

May 1992 - January 1995 Employee Relations Manager
Telstra Payphone Services