Amy Drylie MBA(HRM)

With over 20 years’ HR & operations experience across industries, I lead the delivery of people-centric, compliance-first solutions. At HR4Business we partner with organisations to align business performance with employee experience — from recruitment, employee relations and policy frameworks, through to operational HR systems. I’m passionate about helping businesses cultivate a fair, high-performing culture whilst meeting their regulatory obligations.

At Pivot Workplace Solutions, our vision is to be recognised as a reliable and trusted partner across all areas of Human Resources, Crisis, Security, and Emergency Management. We believe in delivering excellence, building solid relationships, and demonstrating exceptional value for money. We are committed to being a trusted partner for businesses of all sizes, revolutionising the approaches to performance management, workplace investigations, security, and crisis and incident management. At Pivot Workplace Solutions we collaborate and partner with businesses, fostering an agile and more secure future.

As a key member of the Executive Leadership Team at Ravenswood Gold, reporting directly to the CEO, I focus on driving organisational success and operational excellence through the development and execution of a dynamic HR Strategy. Key accountabilities include: • HR Strategy development and implementation • Board reporting and Committee management • Developing and enhancing line management capabilities within HR processes and systems • Strategic and Operational Workforce Planning and Change Management • HRIS implementation and supplier agreement negotiations • Learning and Development, skills gap analysis, Training Needs Analysis • Complex workplace investigations and acting as Employer Representative at Fair Work. • Crisis and Emergency Management support • Payroll Management • Internal and External Communications

Senior Leader managing a team of Business Partners, Coordinators and Advisors on execution of the P&C Strategy and People Change Processes through mergers and acquisitions, implementation of a new brand, within a highly regulated industry. Responsible for the entire P&C advisory function, internal communications, payroll and Corporate Services. • Developed and executed the HR Strategy including Strategic Workforce Plan, to deliver outcomes for a merger and acquisition and provided detailed reporting to the Board, P&C Committee and Executive on operational plans and strategy which successfully met objectives and timeframes. • Drove cultural change, across 3 separate entities as they merged into a single entity ensuring high levels of engagement, consistency in processes and focuses on best practice and efficiencies focusing on the value add and benefits for employees and members. Focussing on talent and succession for future success. • Collaborated and developed a new purpose, values and behaviour frameworks as a team, which led to better engagement and understanding of our connections to each other and members. • Led people experience and internal communications function, delivering engagement surveys to support data driven and fit for purpose programs and support better conversations. Saw an increase in the performance of leaders in having challenging conversations and getting the best results. • Managed employee and industrial relations matters, including unsatisfactory performance, collective agreement negotiations and built strong relationships with unions, including FSU. • Set strategy for management of 3 offices, in Sydney and Brisbane, covering security & crisis management plans and managing and negotiating contracts with key stakeholders for better commercial outcomes.

Determine and work closely with Senior Management to assess current staffing needs and produce manning forecasts Develop talent acquisition strategies and hiring plans Lead employment branding initiatives Perform sourcing to fill open positions and anticipate future needs Plan and conduct recruitment and selection processes (interviews, screening calls etc.) Take steps to ensure positive candidate experience Assist in employee retention and development Supervise a team of recruiting personnel Organize and/or attend career fairs, assessment centers or other events Use metrics to create reports and identify areas of improvement

Responsible for the overall change approach for a range of priority programs across regional and outer metropolitan (ROM) NSW. In embedding the change plans of individual programs and in developing and delivering the overall change plan for the portfolio of works the role will align leaders to the vision, objectives, case for change, and stakeholder experiences needed to achieve the strategic imperative of program management. - Lead the development and implementation of a change management program, including change plan and strategy that supports transition to the adoption of best practice program management across (ROM). - Manage and implement a range of change activities, including managing the assessment, analysis, development, documentation and processes, to ensure successful implementation of the change program. - Identify detailed change impacts and map these to comprehensive change implementation and communication plans to ensure planning is robust and captures all variables. - Measure progress and outcomes against an established baseline to identify communication and knowledge gaps and resistance and identify risks and provide solutions to effectively address critical issues. - Provide communications advice to stakeholders, including advice on staff messaging and responsibility for ensuring currency and alignment of all official communications. - Actively and professionally engage with impacted employees and managers, seeking out expert advice to resolve issues in a timely manner.

Trusted Senior Leader providing strategic and operational HR support and advice to the National Operations General Manager and Senior Executive. Influenced and motivated leaders to ensure the successful delivery of the people strategy. • Led organisational change and transformation, including restructures and the use of industry reports to develop, grow and realign resources to meet the needs of an ever changing environment. • Developed and delivered IR strategies for over six operational sites to ensure the renewal, development and execution of competitive and legislatively compliant Enterprise Agreements to meet business needs. • Developed and led the implementation of employee engagement and cultural activities for employees within remote environments, to build a high-performance culture through role clarity, accountability and engagement. • Provide interpretation and advice on policy, contracts, award and employment law matters and representing Sedgman in Fair Work Australia in conferences, mediations and at hearings. • Liaising and collaborating with key stakeholders, including clients, unions, subcontractors and service providers as appropriate regarding performance and employee relations issues to continuously improve on services. • Provide HR and financial systems reporting and analysis to inform decision making, including remuneration and benefits reviews, procurement reviews, audit and compliance, employee performance and leave liabilities. • Support diversity and inclusion strategies through attraction and retention of diverse groups, and execution of indigenous traineeships and disability programs, across all sites and positions. • Management of complaints and allegations into inappropriate workplace conduct, cultural issues and led formal disciplinary investigations. • Managed the Graduate and Undergraduate Development Programs for Operations across multiple sites including onboarding, rotations and development activities.

• Frontline leader managing performance and conduct matters for over 150 train crew across a large geographical area to ensure the safe, reliable and cost effective delivery of freight and coal within the Hunter network. • Led safety initiatives, looking at human factors, and investigating matters to promote a safe workplace focusing on knowing safe and choosing safe, auditing and leading risk assessments and critical control reviews into key safety areas. • Provide advice on interpretation and negotiations for the Enterprise Agreement. • Led disciplinary investigations into conduct and underperformance and provide accurate advice to the Executive on disciplinary and termination matters. • Communicate and build strong working relationships with employees, influencing union delegates and other key stakeholders including customers and the community. Recognised by management for providing exceptional customer service and diplomacy during negotiations. • Led operational planning teams to identify continuous improvements and address concerns with minimal delays. • Managed multiple projects and tasks to ensure high quality and timely delivery of business objectives. • Drove change processes, based on best practice, around the day of operations which led to greater accountability and engagement within the depot. • Was key in delivering the diversity initiatives to drive equal access to opportunity and advancement. This included educating others on unconscious bias, driving inclusion for better performance and innovation. • Aided senior leadership during decision-making process, generating reports and analysis on metrics and policies to recommend corrective actions and improvements.

• Project managed process improvement across multiple stakeholders for Network Integration and Planning for day of operations within the Hunter Valley Coal Network. Monitored internal financial budgets to measure against projections. • Built strong relationships with key stakeholders, customers, communities and internal ARTC teams, to develop and implement tailored solutions to improve the performance of the ARTC Network and ARTC Teams. • Project management a politically sensitive project to ensure the successful delivery of the project in the best interests of the NSW Government, Community and Environment Groups and ARTC Customers. Delivered the project on time, with little resistance and build strong relationships between ARTC and the Executive within NSW Transport. • Consulted, collaborated and supported leaders and other key stakeholders within the business on alignment of systems and processes including, building trust, promoting awareness of the purpose and objectives and actively engaging with stakeholders for feedback for continuous improvement. • Analyzed program effectiveness and recommended continuous improvement methods, delivering innovation and providing tangible value to end-users. • Led a team of planning and scheduling officers to deliver in the day of operations, monitoring performance and ensuring business objectives and customer and community needs were met. • Coached leadership in talent management, provided advice on conduct and disciplinary matters, • Developed and presented the Division culture and engagement day. Congratulated for the success of the day and my time management, relationship building and creating a safe environment for all to provide input. • Influenced leaders and employees to build a culture of trust and drive performance.

• Senior Business Partner managing and advising teams across a large geographical area on the employee lifecycle, including recruitment, change and transformation, learning and development, employee and industrial relations. • Managing investigations involving misconduct, disciplinary action and provided management with support on unsatisfactory performance issues and grievances including bullying in the disability sector. • Handled return to work and long term claim case management and developing and implementing wellbeing projects. • Onboarding employees within my area of responsibility, supporting leaders by supplying key job information, organizational policies, job duties and employment benefits. • Designed and implemented a action plan and management process for workplace issues, including coaching and mentoring teams and leading presentations on wellbeing and workers compensation.