Dear Hiring Manager,
I care about people having clarity, support and a fair shot at doing great work. I’m steady under pressure, direct when needed, and kind by default. I finish what I start.
If I join your team, I’ll take time to understand what matters to you, agree on what “good” looks like, and keep a simple rhythm you can rely on—clear roles, thoughtful hiring, tidy processes, useful check-ins. You’ll get short, honest updates and early heads-ups when something needs your call.
I’d welcome the chance to earn your trust with a contained first task—draft a role and advert, refresh the onboarding pack, or clean up leave/policy Q&A. I’ll deliver it cleanly and on time.
Kind regards,
Lara
Professional Summary
People & Culture manager focused on practical hiring, clear roles, and steady team support. Experienced across job design and writing, end-to-end hiring, onboarding, performance frameworks and KPIs, employee feedback, leave and policy guidance. Comfortable operating with the Talent Engine to scale consistent, fair recruitment and candidate review.
Personality Profile
Neutral axes with knob-only markers. Tune to your culture and leadership style.
People-FocusedTask-Focused
CoachingPerformance-Driven
Key Skills & Ratings
Job Design & Writing (Talent Engine-ready)
Expert
End-to-End Hiring & Shortlisting
Expert
Role Creation & Org Design
Advanced
Onboarding & Induction
Advanced
Performance Frameworks & KPIs
Advanced
Employee Feedback & Engagement
Advanced
Leave, Policy & Compliance Support
Advanced
HRIS, ATS & Reporting
Advanced
Engine Expertise — FusedTalent
- Role & Advert Creation: Captures intake, drafts role charters, job ads and selection criteria aligned to real work.
- Sourcing & Screening: Builds structured screening, scorecards and shortlists; keeps bias guardrails and clean audit trails.
- Interview & Decision Flow: Preps question packs, schedules panels, captures feedback and decision reasons for transparency.
- Onboarding Handover: Generates starter checklists, policy links and 30/60/90 plans so day one lands smoothly.
Relevant Roles & Impact
Built from real work; no company names. Evidence available on request.
Talent Acquisition & Job Design
Job analysis → clear role scope → advert and selection plan; consistent candidate review with AI-assisted screening.
- Designed role profiles and adverts that match actual work; created fair, repeatable screening questions.
- Used the Talent Engine for advert generation, structured intake, AI interviews and shortlist review where appropriate.
- Partnered with hiring leaders to clarify “must-haves vs nice-to-haves” before we source; reduced rework and ghost requisitions.
- Kept candidates informed with timely updates; captured interview notes and decision reasons for clean audit trails.
Onboarding & Employee Experience
From offer to confident first 90 days; simple packs, clear owners, useful check-ins.
- Built onboarding packs (systems, policies, org map, role charter); scheduled 30/60/90-day check-ins with outcomes.
- Set up new starter FAQs and self-serve links to reduce basic queries and speed time-to-value.
- Closed the loop with managers: confirm objectives, training, buddy, and early support needs.
Performance & Capability
Simple frameworks tied to real outcomes; no performative paperwork.
- Co-authored role charters with KPIs/OKRs; clarified expectations and ownership early.
- Introduced short, regular check-ins with visible status and next steps; reduced last-minute surprises.
- Curated learning resources; tracked completion and signals of impact rather than hours logged.
Policy, Leave & HR Operations
Reliable answers, tidy records, and a human tone.
- Maintained clear policy register and leave guidance; answered team queries with consistent references.
- Kept templates current; ensured read-acknowledgement where required and easy retrieval for audits.
- Worked with payroll/finance to align leave, benefits and entitlement reporting.
Culture, Feedback & Engagement
Listen → act → report back.
- Ran short pulse surveys and suggestion channels; grouped themes and owners; reported actions taken.
- Coached leaders on clear, fair communication; handled sensitive matters discretely and promptly.
- Recognised wins publicly; shared lessons learned without blame.
Tools & Platforms
Talent Engine (adverts, intake, AI interview, analysis, shortlists) · BambooHR / Workday / SuccessFactors · Seek / LinkedIn Recruiter · Culture Amp / Survey tools · Google Workspace / Microsoft 365 · Slack / Teams · SharePoint / Confluence · Excel / Power Query / basic dashboards
Education & Training
- Bachelor of Human Resource Management
- Certificate IV in Training & Assessment
- Mental Health First Aid Certification
- Change Management Practitioner Certification
- Fair Work and workplace relations basics (AU) — policy interpretation and guidance
Selected Outcomes (evidence-based)
- Role clarity lifted team confidence; evidence: role charters and signed offer packs.
- Onboarding made useful and consistent; evidence: starter checklists, 30/60/90 notes, feedback snapshots.
- Hiring decisions documented and fair; evidence: interview notes, shortlist rationale, candidate comms.
- Leave/policy guidance made self-serve; evidence: policy register, read-acknowledgements, FAQ access logs.
- Regular feedback loops; evidence: pulse survey themes, owner actions, close-out reports.
