Judy Massoud

Judy (Doro) Massoud -- PROFESSIONAL PROFILE Strategically minded HR professional with a commercial approach to people solutions. A true business partner with a focus on people initiatives that target both top and bottom line growth across the full spectrum of HR disciplines including; organisation design, talent management across the full employee lifecycle, leadership coaching and development, process improvement, organisation culture, compensation & benefits, employee engagement, recruitment and employer brand and ER/IR. Throughout my career I have consistently achieved great success with a proven track record of internal development and succession. EDUCATION AND QUALIFICATIONS Bachelor of Business Human Resources & Industrial Relations Cert IV - Assessment & Workplace Training Diploma - Human Resource Management PROFESSIONAL TRAINING Certified Practitioner Human Resources – Australian HR Institute Certified LSI/OCI Practitioner – Human Synergistics Qualified First Aider HSR Bridging Course SHL Certified DISC Certified KEY IT SKILLS Advanced computer skills in Microsoft Office & various in-house systems i.e. PageUp, Konexa, Taleo, Oracle, SAP, Chris 21, Workday CAREER SUMMARY CONNECT HR – May 2019 to Present Director Recognising the niche for smaller businesses that require access to dependable HR services, Connect HR was established to specifically offer ‘full-service HR’ to small and medium-sized enterprises. BROWN-FORMAN AUSTRALIA – July 2014 to February 2019 (Women In Drinks Councillor - Jun 2017 to February 2019) Senior HR Manager ANZPI - May 2017 to February 2019 HR Business Partner ANZSEA - July 2014 to May 2017 Brown Forman is one of the largest American-owned companies in the spirits and wine business. These brands include BenRiach, Chambord, Collingwood, El Jimador, Finlandia, Gekkeikan, GlenDronach, Glenglassaugh, Herradura, Jack Daniels, Jagermeister, Old Forester, Slane and Woodford Reserve. Responsibilities: Provide a high quality and customer-led service in all aspects of Human Resource management including (but not exclusively) organisation design and development, resourcing and talent planning, learning and talent development, employee engagement and service delivery Served as an influential and strategic HR business partner to the Australian & Asian business leaders and teams and manage the day to day HR processes across allocated functions. Facilitated the execution of business strategies through people and organizational development. Ensure the business goals, objectives and initiatives are supported through the execution of HR strategies, policies and procedures. Developing and implementing insights and solutions for the organisation supporting its business and corporate objectives. I also served as the Brown-Forman representative on The Drinks Association's inaugural Women in Drinks Council. WID aims to build an environment in which women can aspire to leadership positions in the beer, wine and spirits industry, as well as Diversity @ Drinks, aiming to improve D&I strategy across businesses within the Drinks Industry. DIAGEO AUSTRALIA – October 2011 to July 2014 HRBP & National ER/WHS Manager - September 2013 to Present Diageo is the world's leading premium drinks business with an outstanding collection of beverage alcohol brands across spirits, beer and wine. These brands include Johnnie Walker, Crown Royal, JεB, Windsor, Buchanan’s and Bushmills whiskies, Smirnoff, Cîroc and Ketel One vodkas, Baileys, Captain Morgan, Tanqueray and Guinness. Diageo is a global company, with its products sold in more than 180 countries around the world. The company is listed on both the New York Stock Exchange (DEO) and the London Stock Exchange (DGE). Responsibilities: Returning to the generalist space as the HR business partner for the Corporate Functions providing strategic and specialist knowledge in all areas of HR. Responsible for the National ER/IR agenda including managing a range of performance management and disciplinary matters across the business, HR representative for all investigations including Compliance, provide advice in handling employee claims including providing a wide range of stakeholders with commercial and practical interpretations of the Enterprise Bargaining Agreement (EBA), Fair Work Act 2009 and other related legislation. Design and deliver on a number of people related projects across the business, including ER related training, and drive implementation of strategies for employment equity and diversity outcomes. Maintain overall responsibility for the National WHS agenda but provide specialist advice to Leadership teams as functional owners of WHS as they drive and deliver the WHS strategy within their area. Achievements: Lead an organisational redesign project across all functions in Australia which identified a number of opportunities by F15 to reduce our headcount by 59.6 FTE with a total saving of $7.4M National WHS Manager - July 2012 to September 2013 As the National Work Health & Safety (WHS) Manager, I played a key role in making sure Diageo Australia has the right processes and programs in place to achieve its targets. I worked closely with all parts of the business and their Leadership teams, influencing them to drive and deliver the WHS strategy within their area. I was an active contributor to the safety leadership agendas across the business and responsible for the delivery of business-wide projects and initiatives. Responsibilities: Build and implement a national framework that ensured Diageo Australia (Demand) was compliant with the Workplace Health and Safety Act and its reputation is maintained. Build & implement a safety management system that included tools, processes, inductions & national training initiatives based of the requirements of the business. Increase the awareness of the business on WHS and helping put WHS on the agenda of all leadership teams as well as the exec. Ensure ongoing employee compliance and awareness in relation to their responsibilities. Business Continuity Management Coordinator in the case of a crisis. Achievements: A successful implementation of the Diageo Australia WHS strategy which mitigated all high & medium risks to the business, as well as a program to mitigate the low risks which meant passing an internal auditing process. Increased reporting for non LTA accidents & incidents from no reporting to at least 1 incident reported in each state each month for F13. Embedded safety mindset of a commercial business that wouldn’t usually think in that way evidenced by the inclusion of WHS on the agenda of Asia Pacific, Compliance, Leadership teams & Australian Exec. Successful coordination of the Crisis Management Committee during the Bundaberg Floods back in 2012 Human Resources Consultant (Contract) - October 2011 to July 2012 As HR Consultant I partnered with the Supply Director and Leadership Team, using Diageo’s organisation and people drivers to provide strategic and specialist knowledge in all areas of HR including learning and development, employee engagement, talent management, reward and organisation effectiveness to contribute to effective business unit/function performance. Responsibilities: Partner with Functional Director(s) to develop and achieve people and talent plans, taking into account local market priorities and global functional strategy. This will include talent strategy and review, succession planning, organisational change, etc, ensuring we have the right talent in place for now and future. Coach and support leadership teams and line managers on appropriate employee engagement and reward / recognition / retention strategies to achieve our super-engagement targets and drive business performance, including implementing and embedding values survey (employee survey) actions. Champion specific projects / areas of responsibility and take an active role in coaching and developing members of the HR team. Contribute towards business strategy, and drive organisation design to transform the objectives, structure, processes, resource, performance and capabilities of each site (Huntingwood and Bundaberg). Ensure high levels of employee engagement and an appropriate level of turnover. Achievements: Lead the EBA renegotiation project for the Supply Business which meant minimising the EBA impact on the Bundaberg operation & an increase interest to be removed from the EBA to Diageo contracts. CANON Pty Ltd Human Resources Consultant - May 2008 to October 2011 As HRC I was responsible for partnering with defined client groups within Canon (Sales, Business Support, Service & Support) and owning responsibility for the delivery of generalist Human Resource strategy and operations. Responsibilities: Working with management groups of all levels within Canon to build and implement HR solutions in-line with business strategy; Managing the delivery of all Generalist HR activities covering multiple areas of HR, including but not limited to HR Planning, Organisation Effectiveness, Developing HR Managers’ HR Capability, Rick/Case Management, Business Change, Employee Change and Policy & Product Developments; Providing interpretation and counsel to management regarding polices programs and implementing new polices, practices and programs to meet organisational and management needs; Working with the business for the development of employee engagement activities to deliver value add solutions; Ensure the business’ learning and development activities are planned to meet current and future organisation and employee requirements; Provide interpretation of relevant employment legislation to ensure compliance with and understanding of, as required; Built the structure for the Direct Sales team & helped build the sales strategy. Part of this involved developing the sales force effectiveness platform & CRM (salesforce.com) as well as revising the sales commission plan to reward top performers and make room for sales contests. Achievements: Re-negotiated the Technician’s Certified (Collective) Agreement within 3 months with a reduced CPI % increase from 3% to 2% Establishing key tools & metrics for BDB sales which meant more visibility & leads and an increase in calls per day from 4 to 6 An increase in Direct sales employees being nominated & successful in the annual Sales Award Program TELETCH PTY LTD Senior Human Capital Advisor - April 2007 to May 2008 Responsibilities: Provide advice and guidance to the management team of the Site in relations to HR; Work with the HC Management team to ensure the smooth development, implementation and launching of new initiatives and employee benefits; Manage the development, delivery and support of quality training and information modules in relation to HC programs; Audit existing personnel policies on the intranet for accuracy/relevance. Research, develop and submit new employment policies as required; Ensure effective implementation of all performance management processes through the provision of coaching and counseling to the TeleTech management; Manage the implementation and delivery of career development and performance management systems and processes at site level; Provide proactive intervention and facilitation of workable solutions in relation to identified people issues on site level; In the absence of the HC Manager, provide leadership to the HC team and Operations; WESTRAC PTY LTD Human Resource Advisor - November 2003 to April 2007 Commencing with WesTrac in its start up phase as the Caterpillar dealer in NSW & ACT, I worked in collaboration with the Manager of HR and management team in the development of the organisations Human Resources strategy. Responsibilities: Responding to enquiries for all facets of human resources for employees and management; Assist with the implementation of best practice HR policies, systems and processes; Introducing and implementing the Employee of the Month Program and other programs/activities; Travel to WesTrac branches across NSW/ACT for a variety of HR activities; Facilitate and project manage the Apprentice recruitment campaign and International Recruitment Campaign that mean travelling to London & Scotland to source specialised talent; Review and deliver HR Inductions, discipline procedures & benchmarking and salary reviews for all areas of the business; Lead the industrial relations and employee relations’ agenda including the revamp of AWA’s. Achievements: Recruitment and selection of over 700 employees over a 6 month period in the Greenfield’s operation for a newly based company in NSW; Successful reduction of open claims from an average of 80 to an average of 15 per month; March 2001 to November 2003Various contract & part-time roles between secondary & tertiary education. REFERENCES ARE AVAILABLE ON REQUEST