The Whole Package

CarPool Karoeke

What do you get when you put a Car Karaoke Queen who is a HR Guru together with a Travel Queen & highly intelligent CPA/IT/Business Transformation Specialist ….. you got it, The Whole Package.  We are delighted to introduce to you Sharna Peters and Deanna Spowart, the newest and brightest combination to hit one of Australia’s well known organisations right between the eye balls, in a totally awesome way.  The Job-Share Dynamos!

Deanna & Sharna are Job Share Partners in their workplace and they talk us through the dicy, amazing, often sizzling world of Job-Share.  The insights, laughs, intelligence, thought and results that these ladies bring to the table will give you goose bumps.  This is a warts and all look at how they’ve manufactured the path of Job-Share within an organisation that absolutely raves about all things flexibility, and they are pioneers in their space.  They very much remind us of our PodCast “My Work Wife” and we hope you enjoy the effervescence of these two, and you learn and glean tips of how much hard work they have put into making their Job-Share work, and work well.

 If you hang around at the end, there’s a little surprise for you, something you might be able to sing along to …. and that’s all we’ll say!

Click here for our iTunes Page

Click here for Chewing the Fat on Flexibility

Wonder Woman

GalleryComics_1920x1080_20150429_WonderWoman'77_CMYK-new-neck-v2_552849f55810a9.84883346

We are delighted to bring you, the one, the only, the delightful, incredibly talented, gorgeous, considerate and effervescent Angela Sparano to our Podcast Chewing the Fat on Flexibility.  Angela is one of the most delightful, pragmatic, strategic, consultative, passionate and engaged HR Practitioners (how manages risk not puts roadblocks in business’ way!) we have had the privilege to know over the last 10 years and we’re delighted she’s sharing her story on Chewing the Fat on Flexibility.

Angela is now on a delightful flexibility journey, 15 years into her career and we couldn’t be more proud of her pursuing her passion in the artistic field of Interior Design and continuing in her professional pursuit as a HR Professional.

Angela is a gorgeous woman (guys, I’m hunting down a suitor for her so send your CV with supporting “qualifications” to me so I can screen you appropriately 😉 ).  She’s a real Honey, someone whom I’m blessed to have known and worked with who has carved her own path in the flexibility field without the back up of legislation, but truly because she’s a hard working amazing woman.  I’m delighted to bring you this PodCast tonight and I hope you enjoy as much as I’ve enjoyed knowing this amazing woman!

Click on our iTunes Account Here or click on play below to hear the delightful Angela Sparano.

https://itunes.apple.com/au/podcast/chewing-fat-on-flexibility/id1076211776?mt=2

 

Flexibility in Practice – A Successful Case Study

IR2

With Australia’s ageing population and changing labour market, taking on a flexible approach to work is a critical component of your attraction and retention strategy. In a flexible workplace, employers and employees work together to decide on working arrangements such as hours of work, work location and the way work is carried out.

It means thinking creatively about how working lives can be planned to match individual and business needs.

Recently, one of my clients provided the following commentary on her experience embedding flexibility into the workplace as a retention strategy. This is her story.


Essentially, I began looking at flexibility for my team after being provided with flexibility during and after my three maternity leave periods, allowing me to balance school, kids’ sport and work. This was one of the key drivers to remain where I am.

I see the way in which my managers have allowed me to balance work and family as ‘having my cake and eating it too’.  Given the anchor point this has on my retention, I figured it was one strategy I could implement for my team that would create a point of difference. I was a little proactive, implementing changes to create the opportunity before being asked by the team.”

In the past 2 years:

  1. I’ve moved the team from a paper-based office to a paperless office, and from desktops to laptops. All our ICT programs are web-based, which also means we can get real-time access to any of our information as long as we can access the Internet.
  2. I have a number of mobile Wi-Fi connections for the team to ‘book’, and those who have regular arrangements have a dedicated mobile Wi-Fi.  We also utilise phone technology, which means our team can answer their desk phones via their laptops (don’t ask me how it works, I just know it does!).
  3. I trialled the work from home option and flexible work times with the team for three months on the basis that anyone in the team could request to work from home or alter their start/finish times. It was proposed on a ‘one in, all in’ basis – i.e. if we could all get it to work, we would explore how far we could extend this opportunity.

The trial brought the team closer together, with everyone proactively identifying the challenges of the flexible arrangements and coming up with solutions. Most importantly, it was clear that everyone in the team was equal, and had an equal right to work from home.

Workplace flexibility is often directed at working mums, but only two thirds of my team are parents. Others in the team have used the new arrangements to be at home to work around contractors, drop pets at the vet or fit in a round of twilight lawn bowls in summer. Whatever the reasons, so far the system has not been abused, the team has taken less sick leave, and they have turned down job offers when approached – instead they tell me what the other job didn’t offer when compared to ours. Many are even more productive from home.

So far then changes have been effective, but we do continue to review and ensure it’s still working well. The team are open and honest about what has been challenging.  We’ve been together for around three years now, so there is maturity within the team to provide and receive feedback without taking things personally, which I think has been a key aspect to this working.

Whether it would work with a team of newer team members or in roles that aren’t as defined and workload/productivity easily identified, I’m not so sure. I guess I’ve found what works for the team at the moment and the challenge is trying to stay ahead of our competitors to keep my team together.


This is so encouraging to hear and see in action! Employers who provide flexible working arrangements create an environment where employees can be productive while still being able to meet responsibilities outside of work. This increases trust, retention, workload and output.

HR Business Partner

  • North Fitzroy Location
  • 6 month fixed term contract
  • HR Generalist with strong ER & IR Focus

 

 

This well known and respected global organisation is in the process of going through some major business transformation and requires an experienced HRBP to join their team on a 6 month fixed term contract.

 

The key accountabilities include:

 

  • Providing ad hoc advice and/or interpretation of HR Generalist issues a well as advice on EBAs
  • Providing ad hoc HR advice across all HR matters (for line managers – Area Managers and Assistant Area Managers)
  • Coaching, developing and supporting line managers particularly in disciplinary and performance management matters
  • Conduct of workplace investigations (and supervision of same as required)
  • Providing feedback to employees and line managers on HR issues
  • Ensuring that annual performance reviews and succession planning programmes are effective
  • Participating in the recruitment process, including assessment centres
  • Ensuring compliance with legislation and regulations from a HR, IR and Training perspective.

 

You will succeed in this role if you have a strong ability to manage BAU, roll up your sleeves and get involved in the business, patience to manage queries and coach and lead your Managers on correct HR protocols.  You will be resilient, have strong negotiation and conflict resolution skill-sets, and identify gaps and best practice opportunities.  You will have strong ER and IR experience that complement your HR Generalist skill-set, experience appearing at the Fair Work Commission on a range of issues.

 

Does this sound like you?  Please send your CV with supporting qualifications to apply@inspiredpeople.com.au quoting reference: HLB:HRBP:2016778

August’s Inspired Candidates

We are very proud to represent some very high calibre, professional and capable candidates in this edition who are looking for flexibility in the workplace.  Do you have what it takes to manage part-time employees?  The advantages are endless.  Check out Inspired’s Stars for August:

 

 

 

 

HR Business Partners: 3 days/week.  Strong generalist background with change projects, underpinned by strong FMCG and hospitality background.  Recently negotiated 2 EBAs with union involvement, relocated and consolidated premises relocation and down-sizing operation. 

HR Business Partner: 3-4 days/week.  Professional and financial Services background.  Key member of SLT, leading the commercial and HR functionality within this small boutique organisation.  Very competitive, commercial and astute HR operator.

HR Business Partners: 4 days/week & full-time.  Two amazing candidates with strong HR Generalist background, however, excellent interpretation of Awards & Agreements, coaching managers on performance issues, managing significant change and restructure projects.  Industry, government and private sector experience, strong business and commercial acumen to serve business objectives.=

Safety Manager: 5 days/week. Strong experience within public and private sectors.  Strong audit and risk assessment experience, development and implementation of safety management systems.  Strong people and communication focus. 

Recruitment Consultants: 3-5 days/week.  End-to-end recruitment functionality across a number of professional, private and public sectors.  Engagement, collaboration, delivery, consultation and candidate care.

 

Isn’t it time it was ALL about YOU!

As the financial year heads off into the sunset, weve barely caught our breath before performance reviews must be pumped out, and we launch our strategic plans for 2015/16.  

 So its time for a breather – this newsletter is all about YOU. Lets stop and think about how youve performed over the last 12 months, and take a moment to ponder about whats next for you.

GIVE WAY:  Take stock and capitalise on your learnings for the last 12 months.  Reinforce the 1-2 areas that require rushing up so that you are in a stronger position in 12 months time to take that next step.  Action: Let’s get you a mentor and further training possibilities to ensure that you round-out your skill set and can jump at promotion opportunities.

STOP:   It’s time to think about a change. You’ve been a Generalist for 8+ years now and it’s time to re-assess your expertise, interests and skills.   Action: Let’s catch up and discuss this, is it time to specialise, what fields, what do you need to do to get there?

DO NOT ENTER:   You’re at the cross roads.  Are you coming back from maternity leave, a career break, or unsure if HR is still the path for you? Unsure about how to manage home, work, family, leisure pursuits and that happiness bubble  Action: Coffee time.  Let’s assess and determine where you’re at and what is going to work for you as you carry on with professionalism and dignity.

Lets look at whats ahead in both your private and professional life. What are your pain points? What career signposts are you facing as you head into the next financial year? Action: Let’s get you a mentor and further training possibilities to ensure that you round-out your skill set and can jump at promotion opportunities.

Weve put together some soul-searching questions so you can contemplate where youre heading.

  • If youre managing apart-time workforce, how do you achieve successful flexibility that works on a commercial level?
  • How do youmanage those unproductive long-term employees onto greener pastures?
  • When competing with your competitors, what can set you apartin the race for talent?
  • Areyou at the forefront of new systems and innovations on people initiatives? Are you building strong, empowering relationships with your managers?
  • Are you an effective leader? What does your team really think about you? Are you developing them to a high standard?

At a more personal level:

  • Should you specialise?
  • How relevant will the HR Generalist be in 5 years time?
  • Is change management an area you should be heading into?
  • Are you ready to step up the corporate ladder and take a senior leadership role? If so, how?
  • Would you like to take a career break or return to work after an absence? How do you manage your expectations and discuss these with your employer?

We understand what youre going through and were here to help.  Theres nothing like solid, professional and confidential advice to keep you on top of whats happening in the market – so youre informed, successful, capable, and can continue to provide a strong business acumen to your managers.

When we love what we do it holds greater meaning for us. We care more. If you dont love what you do, change it. You owe it to yourself to love your work.”          Gail Kelly @ Westpacs Ruby Connection: 2012

Lets make sure you keep loving what you do for the next 12 months!

Inspired People Solutions is a team of dedicated HR professionals who care for our clients businesses and our candidates personal career objectives. We provide solid, well-rounded, honest and confidential business and career solutions to help you achieve your goals.  Please check out what our valued clients and candidates have to say about us: 

http://inspiredpeople.com.au/testimonials/ 

So, lets catch up for coffee and discuss YOU, as you head into 2015/16 financial year with renewed vigour, enthusiasm and confidence. YOU are worth the investment of a cuppa and a 60 minute chat!

We look forward to seeing you soon!

The Team @ Inspired People Solutions

                                       

                                        

Flexibility – an outstanding flexibility case study

With Australia’s ageing population and changing labour market, taking on a flexible approach to work is a critical component of your attraction and retention strategy. In a flexible workplace, employers and employees work together to decide on working arrangements such as hours of work, work location and the way work is carried out.

It means thinking creatively about how working lives can be planned to match individual and business needs.

Recently, one of my clients provided the following commentary on her experience embedding flexibility into the workplace as a retention strategy. This is her story.


Essentially, I began looking at flexibility for my team after being provided with flexibility during and after my three maternity leave periods, allowing me to balance school, kids’ sport and work. This was one of the key drivers to remain where I am.

I see the way in which my managers have allowed me to balance work and family as ‘having my cake and eating it too’.  Given the anchor point this has on my retention, I figured it was one strategy I could implement for my team that would create a point of difference. I was a little proactive, implementing changes to create the opportunity before being asked by the team.”

In the past 2 years:

  1. I’ve moved the team from a paper-based office to a paperless office, and from desktops to laptops. All our ICT programs are web-based, which also means we can get real-time access to any of our information as long as we can access the Internet.
  2. I have a number of mobile Wi-Fi connections for the team to ‘book’, and those who have regular arrangements have a dedicated mobile Wi-Fi.  We also utilise phone technology, which means our team can answer their desk phones via their laptops (don’t ask me how it works, I just know it does!).
  3. I trialled the work from home option and flexible work times with the team for three months on the basis that anyone in the team could request to work from home or alter their start/finish times. It was proposed on a ‘one in, all in’ basis – i.e. if we could all get it to work, we would explore how far we could extend this opportunity.

The trial brought the team closer together, with everyone proactively identifying the challenges of the flexible arrangements and coming up with solutions. Most importantly, it was clear that everyone in the team was equal, and had an equal right to work from home.

Workplace flexibility is often directed at working mums, but only two thirds of my team are parents. Others in the team have used the new arrangements to be at home to work around contractors, drop pets at the vet or fit in a round of twilight lawn bowls in summer. Whatever the reasons, so far the system has not been abused, the team has taken less sick leave, and they have turned down job offers when approached – instead they tell me what the other job didn’t offer when compared to ours. Many are even more productive from home.

So far then changes have been effective, but we do continue to review and ensure it’s still working well. The team are open and honest about what has been challenging.  We’ve been together for around three years now, so there is maturity within the team to provide and receive feedback without taking things personally, which I think has been a key aspect to this working.

Whether it would work with a team of newer team members or in roles that aren’t as defined and workload/productivity easily identified, I’m not so sure. I guess I’ve found what works for the team at the moment and the challenge is trying to stay ahead of our competitors to keep my team together.


This is so encouraging to hear and see in action! Employers who provide flexible working arrangements create an environment where employees can be productive while still being able to meet responsibilities outside of work. This increases trust, retention, workload and output.