Senior Manager, P&C Business Partnering (APAC/Global) at OKX (2024-03 – Present)
Global digital asset exchange operating across retail, wholesale, and institutional markets. Sole P&C leader for Australia with full function ownership across people strategy, talent, remuneration, employee relations, compliance, and HR operations. ExCo member and strategic advisor to the CEO and Australian executive leadership team. Appointed to build the people, culture, and operating foundations required to scale the Australian business from early-stage growth through to IPO readiness.
- Strategic advisor to the Australian CEO and ExCo, aligning people strategy to commercial priorities, GTM execution, and P&L considerations
- Scaled Australian headcount from 8 to 30 employees within 24 months, designing and executing the people frameworks required to support rapid growth
- Led 5–6 organisational restructures and change management programs during a period of intense scale, maintaining operational continuity and team stability
- Supported business continuity through two CEO transitions, including directly sourcing the current CEO
- Designed and executed GTM workforce strategies for new market launch, ensuring capability, capacity, and cost alignment
- Owned and led organisational design across all functions, balancing speed, structural clarity, and sustainability
- Designed and implemented a full employee engagement and experience strategy from the ground up, including reward and recognition, retention and critical talent risk strategy, and employee listening mechanisms
- Shaped EVP principles to support attraction and retention in a highly competitive talent market
- Led executive recruitment for critical leadership roles including CEO, partnering with the board and leadership on role definition, assessment, and selection
- Delivered annual performance review and talent review cycles, identifying leadership capability, succession risk, and pipeline development
- Advised ExCo on talent risk, readiness, and succession planning aligned to growth and regulatory expectations
- Operated as ExCo peer and strategic advisor to CEO, Board, and Australian executive leadership
- Prepared and delivered Board-level presentations on people strategy, workforce risk, and organisational readiness
- Partnered with Product, Operations, Finance, Legal, and Compliance on key GTM and cross-functional initiatives
- Led change management and digital transformation, supporting leaders through rapid operating model shifts
- Program lead for the global HR transformation, compliance and governance workstream supporting a major public listing readiness program, with accountability spanning multiple jurisdictions
- Managing two HR Business Partners (Asia-based direct reports) to deliver HR compliance, policy, and governance milestones across the program
- Established and strengthened HR compliance and governance frameworks across the global business to meet international listing-standard requirements
- Led localisation of HR policies across multiple jurisdictions to meet regional regulatory, employment, and cultural requirements
- Partnered with Legal and Compliance globally to identify and mitigate people-related risk in a highly regulated digital asset environment
- Ensured reward and benefits frameworks remained compliant, market-competitive, and fit for purpose across geographies
- Established and oversaw core HR operations including payroll and benefits administration, ensuring operational accuracy, compliance, and scalability
Manager, People & Culture Business Partnering at Aristocrat Technologies Ltd (ASX:ALL) (2021-08 – 2024-02)
ASX20 global technology organisation (~7,000 employees across 20 countries). Senior P&C lead for Global Technology functions across Australia and the US. Member of the Design & Development Leadership Team and stand-alone unit P&C leader in Australia, supporting ~400 employees across creative studios, engineering, manufacturing, and field services.
- Primary strategic people advisor to senior leaders, integrating workforce, reward, engagement, and organisational considerations into business planning
- Advised leadership on workforce planning, cost, capability, and organisational trade-offs in a complex, matrixed environment
- Led employee experience and engagement strategy, translating pulse survey insights into commercially aligned leadership actions
- Designed and delivered EVP-aligned people initiatives to strengthen attraction, retention, and inclusion across critical talent segments
- Led two enterprise agreement negotiations end-to-end, achieving all business outcomes while maintaining employee trust and industrial stability
- Managed complex employee relations matters across multi-site, multi-union environments
- Led organisational design and restructure of a global creative studio, including communications and change management, enabling improved scalability and performance
- Advised leaders on change management, restructuring, and people risk across a matrixed global environment
- Led enterprise DE&I programs from ideation to implementation, including Women in Field Service, APAC Graduate Program, and Internship initiatives
- Supported remuneration and benefits decisions using people data, engagement insights, and workforce metrics
Director, People & Culture — APAC Commercial (Secondment) at Aristocrat Technologies Ltd (ASX:ALL) (2022-06 – 2023-04)
Appointed as Director, People & Culture – APAC Commercial to partner directly with the APAC Managing Director and lead the regional P&C team (1 Business Partner, 1 Coordinator) across APAC and ANZ during a period of organisational change.
People & Culture Business Partner at Nanosonics Limited (ASX:NAN) (2017-05 – 2021-08)
ASX200 global medical device organisation (~320 employees across Australia, North America, EMEA, and Japan). Reported to the Chief People & Culture Officer. Member of the Operations Leadership Team.
- Delivered end-to-end people strategy across talent, capability, engagement, culture, reward, employee relations, and organisational development for Operations, Shared Services, and Japan
- Designed and implemented a new Operations organisational structure, enabling improved scalability, cost alignment, and capability clarity
- Developed and presented People & Culture dashboards to the Board, providing data-driven insights on turnover, diversity, and workforce trends
- Established an employee benefits program as part of the EVP and engagement strategy
- Supported the CPCO and Finance in administration of employee share scheme programs, including allocation and employee education
- Led HR and payroll compliance audits (EY, KPMG, TAPS) with no at-risk findings
- Influenced and supported implementation of an LMS to meet QMS training and ISO 13485 compliance requirements
- Introduced annual employee engagement surveys and facilitated workshops with senior leaders to identify key improvement areas
Human Resources Generalist (Contract) at Hamber Services Pty Ltd (2016-03 – 2017-05)
Stand-alone HR role supporting set-up of the HR function for a newly established fintech/payments business (100 employees). Reported to the Managing Director.
- Developed and implemented HR policies, reward and recognition program, and employee benefits
- Implemented and maintained HRIS system (ConnX)
- Developed employee skills matrix to support cross-training and capability planning
- Supported workforce planning and headcount management
HR & Payroll Consultant at Ethan Group Pty Ltd (2014-05 – 2016-03)
One of Australia's largest privately owned telco and cloud service providers (~250 employees, Australia and New Zealand).
- Provided HR advisory to line management across employee relations, performance, and change
- Managed end-to-end talent acquisition including agency management and competency framework development
- Facilitated talent review process and succession planning
- Led payroll system migration from ADP to Ascender with zero error rate
- Facilitated training workshops on Diversity, High Performance Behaviours, and Performance & Development
HR & Payroll Officer at William Enterprise Steel (2013-05 – 2014-05)
Stand-alone HR role supporting an MD in a ~60-person manufacturing and commercial business.
- Conducted HR policy gap analysis and implemented missing policies including Drug & Alcohol Policy
- Restructured bonus policy framework, reducing labour costs by 20%
- Introduced aptitude testing into recruitment process
- Reduced employee turnover by 80% through introduction of team engagement programs
