Hendrick Lay has over 15 years of experience in human resources including positions as an HR Manager and Consultant. The document outlines his educational background which includes several degrees and certificates in business and human resources. It then details his career history working for various organizations where he achieved outcomes such as improving recruitment processes, reducing harassment claims, and negotiating new enterprise agreements. The document provides a comprehensive listing of Hendrick's skills and expertise in areas of HR management.

1. Page 1 of 6 Hendrick Lay CV
Hendrick Lay
0438 888 353
alpha1omega7@hotmail.com
Summary
Human Resource Executive with 5 Years of comprehensive human resources experience including recruitment retention,
conflict resolution, change management, labour relation, benefit administration. Proven experience in collaborating with
senior management to conduct HR strategic planning order to support and further corporate goals. Excellent ability to
address and implement strategic plans for talent acquisition, retention, succession planning, proven skills in labour and
employment law including complaint investigation to legal action.
Expert in:
 Employee Relation
 Resolve ER/IR Issues
 Harassment/ EEO
compliance
 Policy Design Administration
 Operation Management
 Learning & Development
 Stakeholders Relationship
Management
 Ability to integrate HR into
business
 Culture alignment
 Providing HR strategic
direction
 Successful at stabilising
crises and uncertainties
 Health and safety Risk
management
 Worker 's Compensation
 Led the organisation’s union
negotiations
 Leadership technique
 Awards interpretation
 Develop Reward Recognition
Program
 Performance management
and improvement systems
design
 Talent management
& Succession planning
Academic Achievement & Professional Development
 Master of Business Human Resource Management (Swinburne University) 2004
 Post Graduate Diploma in Human Resource Management (Swinburne University) 2002
 Associate Diploma in Business Marketing (N.T University) 1997
 Associate Diploma in Business Management (N.T University) 1996
 Advance Certificate in Sales Management (N.T University) 1994
Technical Knowledge and proficiency
 Windows XP 2003 Professional, Coral Draw, Desktop Publishing, TM Database, Lotus, Ellipse, Aurion, ADP
PayForce National HRIS System;
 Intermediate to advance Microsoft Excel, Word, PowerPoint, Access and Outlook
Career Progression
Australian Regional and Remote Community Services (ARRCS) N.T
Darwin 2013- November 2015
Achievement
 Improve Recruitment process cycle reduced by
15%
 Reduce no. of reported bullying & Harassment
claim by
 Reduce case resolution timescales by 3%
 Enhances e-Recruitment user ability and reduced
enquiries by 15%
 Reduced health & safety risks by 8%
 Increase accuracy and quality of data by 10%
 Reduced workers compensation premium by 2%
 90% of appraisals returned within deadline
 Identify, design and implement general HR strategies and solutions to achieve agreed outcomes relating to:
organisational design, organisational change, performance management, workforce and strategic planning and
other generalist HR activities inclusive of effective negotiation and consultation with staff
 Provide high level, timely and professional advice to director, senior managers and staff, in interpreting and
implementing human resource policy including: change management; HR planning; industrial relations; retention,
performance management; workplace health; and organisation development and change

2. Page 2 of 6 Hendrick Lay CV
 Researches and investigates medium to high queries from managers, employees and unions relating to employee
issues and formulates strategies to address potential breaches of industrial instruments or statutory entitlements
to prevent industrial disputation
 Prepare documentation relating to employee relations issues including reports, business cases, briefing notes,
letters and emails.
 Assist senior staff in advocacy and negotiations with unions and other external bodies
 Develop, negotiate and implement a HR Strategy, Workforce Plan and other key people initiatives, designed to
attract, retain and develop a high performing, productive and capable workforce.
 Establish and lead the organisations people related frameworks, procedures and strategies, taking into account
the organisational objectives of culture change, employee engagement and customer experience
 Supervise, Lead, develop and motivate and mentor Health & safety Advisor HR advisor responsible for all
employee lifecycle transactions and a variety of business improvement projects.
 Collaborate and partner with key stakeholders across all sites to increase workforce engagement and participation
 Travel to regional and remote sites to provide in house training, dealing with employee issues and industrial
matters
 Develop and/or enhance policies, procedures and systems to support HR ‘best practice.”
 Ensure that all staff are employed under the appropriate industrial instrument, at the correct classification level,
and are paid accurately and on time
 Keep up to date with legal developments and advise management on compliance and risk factors.
 Develop, implement and monitor the WHS framework
 Ensure Company WHS compliance, manage and maintain WHS records, ensuring registers, training lists and
database details are up to date and in line with legislative requirements
 Develop a relationship with employees undergoing a return to work program and/or Workers Compensation claim,
and the respective reporting manager, in an attempt to achieve effective rehabilitation practices and compliance
 Initiate the annual staff satisfaction survey and provide analysis and reporting
 Support managers in the implementation of the bi--‐annual Performance Development Plan (PDP)
 Assist and support managers to conduct counselling and disciplinary meetings
 Case manage workplace issues including grievances, discipline, inability, early intervention, invalidity, medical
incapacity and redundancy matters and make recommendations on appropriate action
 Assist managers in determining major underlying causes of poor performance and barriers to superior
performance
 Advise on reasonable expectations for the development of performance improvement plans
 Ensure that underperformance/ misconduct procedures are applied fairly and appropriately
 Monitor and report on completion rates of PDP identified, career development training
 Ensure effective implementation of the reward and recognition strategy
 Manage successfully the end-to-end recruitment process including identifying new and innovative ways to recruit
and retain new talent. Ensuring recruitment and on boarding processes are consistent and thorough due diligence
has been performed when hiring / on boarding new staff
 Create job descriptions in collaboration with hiring managers ensuring role responsibilities support the delivery of
organisational goals and objectives
 Analyse and interpret metrics, data, workforce trends and research to proactively identify and address people
management issues that are supported by suitable interventions and workable solutions
 Prepare quarterly reports on identified key metrics, including employee turnover, time to fill, cost per hire, absence
rates and days lost to injury
Human Resource Consultant (Contract)
N.T Dept. of Land Resource Management
2013- 3 months Fixed terms
 Provide advice and support to management and staff on Human Resource Management matters to achieve
agency outcomes.
 Investigate and research complex Human Resource issues providing options and recommendations in accordance
with current legislation.
 Case manage workplace issues including grievances, discipline, inability, early intervention, invalidity, medical
incapacity and redundancy matters and make recommendations on appropriate action.
 Develop and maintain effective partnerships with managers, service providers, key external stakeholders and
clients.
 Develop and facilitate the implementation of policy and whole of agency programs related to Human Resource
Management practices

3. Page 3 of 6 Hendrick Lay CV
Human Resource Manager
Integricare Pty Ltd, Burwood (NSW)
Nov 2010- November 2012
Achievements:
 Oversee 15 multi-sites across metropolitan providing tailor made solutions to meet the need of each centre.
 involve strategically partnering with the senior management teams of the businesses to develop and execute the
HR plan as well as to provide leadership in the execution of strategies around attraction, retention, diversity, talent
management, change management, succession planning, training and development, incentive management,
remuneration and reward, as well as other key organisational development strategies;
 Provide consultancy and advisory service to line management and staff on HR management issues including the
development, implementation, monitoring and evaluation of policies, procedures and guidelines together with the
interpretation of relevant Acts (Fair Work Australia and National Health & Safety Act), regulations, oversee four
awards, industrial agreements and legislation relevant to HR and the provision of advice on contemporary HR
practices
 Developed and launched the company’s performance management system ensuring a direct link with its core
values, role clarity and goals at the individual, business unit and corporate levels. This has provided staff with
clarity, aligned staff with the company’s strategic direction and has improved skills and capabilities aligned to
business needs and enabled the company to more effectively identify, develop and retain talent.
 By developing tools that streamlined and organized HR paper work. Additionally, led major overhaul of HR filing
system that improve record organization and restored legal compliance
 Successfully renegotiated enterprise bargaining with union delegate to achieved better outcome for all parties
involves resulting increase employee confidence, retention, and optimize productivity
 Outsourcing company payroll
 Commended by supervisor/management for the quality and consistently of my performance
 Reduced workers compensation costs by 20% by implementing new induction manuals and returned to work
program
 Manage investigations, disciplinary and grievance matters
 Developing and implementing the Integricare WH&S management system
 Initiated, developed, and won approval for new induction manuals
 Introduction of EAP program accessible to staff members. There was 15% used the program resulting high
productivity, improve self esteem, job satisfaction and retention
 Introducing new employee orientation and training individuals resulting 97% satisfaction record
 Develop in-house craft worker training program resulting in saving approximately $16K per annum. This includes
conflict management, team work, communication, office politics, bullying & harassment work shop, performance
evaluation improvement, created, instructed all training program
 Launched recruitment function includes interview procedures, policies development , forms, behavior base
interviewing and skill matching procedure design, which resulted in a decrease employee turnover 23% throughout
the organisation
 Developed and implement series of innovative HR program, service and leadership initiatives including
supervision training, performance based incentive compensation and succession planning
 Introduced corporate diversity training as mandatory for all supervisor, managers, executives, an initiative still
current in use
 Redesign job description with KRA (KPI)
 Redesign probationary review form and introduced probationary policy aligned with fair work Australia legislation
 Redesign reward and recognition program that meets the employee expectation and desire to be feel appreciated
and recognized
Human Resource Manager
Aboriginal Legal Service (NSW/ACT) Ltd Redfern (temporary position)
May 2010 - Nov 2010
Achievements:
 First to pioneer and set up HR functions from the ground level
 Successfully completed draft HR policies and Procedures
 Developing employee handbooks, policy manuals, job descriptions, benefit research, workers compensation,
recruiting, wage & salary administration, handling employee relations’ problems, and training, etc.
 I have partnered with management at all levels providing consultative services and participating in strategic
business planning and implementation.
State Human Resource Consultant
Life Without Barriers (NSW) Rockdale

4. Page 4 of 6 Hendrick Lay CV
Jan 2008- May 2010
Achievements:
 First to pioneer and set up HR functions resulting more structure and cohesive HR initiative
 Improved and implemented a performance measurement and development program for supervisors focused on
enhancing management performance, team building and management
 Effectively prioritised and organised work loads in constantly changing environment to meet daily and weekly
schedules
 Designed and implemented a region wide recruitment, behavior‐based interviewing and skill matching
procedure designed to reduce new employee turnover, which resulted in a decrease in turnover of 27%
throughout the organization
 Negotiated contract language and benefits adjustments at 13% under the amount authorized
 Resolved IR and ER in a timely manner that contribute better outcome for all parties involved
 Acting as HR Manager for 8 months delivered HR program to meet the need of regional operational requirement
 Resolving HR problems successfully including: supervisor training, performance management, talent
assessment, succession planning, employee relations, communication of corporate initiatives, and confidential
investigations.
 Successfully Implemented in-house training initiatives includes running work shop on the subject of
communication, team work, conflict resolution, bully &harassment, office politics, social media, and leadership
 Provide HR support and advice to regional Offices management and employees
 Travel to regions to support and advice managers, supervisors in complex issues in regards to HR policies and
procedures as required. I.e. termination, performance management, performance appraisal, disciplinary, award
interpretation etc;
 Work with the national HR team on national HR strategies and initiatives to roll out new salary structure to the
regional office across Sydney;
 Develop and promote effective and credible working relationships with senior managers, employees, the Trade
Unions and external agencies to ensure positive employee relations. Act as mentor for identified staff within the
H.R community both inside and outside of the organisation;
 Coordinate recruitment of staff, contractors, carers and volunteers within the area;
 Managing the recruitment & selection process including advertising, short listing candidates, interviewing,
contracts administration and interpretation and new starter inductions;
 Manage the information held on the HR database and personnel files to ensure it is updated in a timely and
accurate manner and complies with any legal or data protection policies;
 Ensure probation period obligations including supervision, mid and end of probation period review,
confirmation/termination of employment letter are completed within allocated timeframes;
 Monitor and review the system of performance appraisal and continually develop as necessary, ensuring that
annual appraisals are carried out in a timely manner and followed up;
 Designed, coordinated and delivered in house staff training course such as communication, conflict resolution,
team dynamic, recruitment & selection, anti- discrimination, grievance handling to line manager, supervisor and
staffs across Southern NSW. In consultation with line managers, follow up individual development needs and
source external training provision as and when required, monitoring training costs against budget;
 Ensure areas complied with workplace health and safety requirements;
 Coordinate and facilitate workers compensation and injury management;
 Provide monthly AHRO report to national HR office as well as various ad hoc reports as required;
 Ensure HR policies, procedures and processes are in place and compliant with both company and legislative
requirement
 Acting HR Manager for 8 months lead a team of three HR team
Human Resource Officer/Administrator
Fresh Food Australia - Robert Timms Coffee Concord (NSW)
Feb 2007- Dec 2007
The House of Robert of Timms has been roasting fine coffee in Australia since 1951 with 250 employees. This is done at
manufacture plant at Concord in Sydney's Inner Western suburbs. Today, Robert of Timms remain the only company in
Australia providing coffee in all its forms, from coffee beans through roasted and ground coffee to our unique coffee bags,
and soluble coffee.
Achievements:
 Provide coaching / mentoring to manager on employee relation matters i.e. disciplinary, unsatisfactory
performance and grievance management;

5. Page 5 of 6 Hendrick Lay CV
 Successfully led the organization’s union negotiations, coordinated labor relations at the plant, created and
implemented results based competencies, training and development and managed policy and procedure for
the company;
 Standardized benchmarks in an effort to measure attendance, training, cost per hire and labor cost/product
improvements; attesting to the human resource department’s role as an integral and valuable component in
the organization;
 Ensure that contracts of employment, letters of appointment, role descriptions, leave records, payroll
records and other employment related documentation meets legislative standards and reflects good
management practices;
 Develop strategies and plans that maximize and monitor employee performance, including processes to
identify develop and retain staff;
 Educate managers and employees in their obligations under relevant workers compensation legislation.
 Develop policies and procedures in relation to return to work, injury management and workers
compensation claims management;
 Ensure that effective Risk Management/Occupational Health & Safety systems are in place and maintained
to protect the health, safety and welfare of people at work;
 Develop human resource management policies and procedures, especially in the areas recruitment and
selection, performance management, training and development and managing diversity;
 Provision of advice and guidance to management and staff on HR policies, procedures, and Award / EBA
interpretation;
 Provide leadership through the strategic management of human resource programs and processes that
support organizational objectives and employees;
 Maintain HRIS system administration and data integrity;
 Backup payroll (ADP) in processing weekly, monthly, production employee causal, leave, overtime, shift
penalty and sick leaves etc.
Employee Service Officer
Power House Museum NSW Ultimo (Fixed terms)
Sept 2006- Jan 2007
The Powerhouse Museum is located in Ultimo near Darling Harbour, Sydney. It is a public museum operated by the State
Government for the people of New South Wales. Its unique and diverse collection spans history, science, technology,
design, industry, decorative arts, music, transport and space exploration. It is also home to the material heritage and
stories of Australian culture, history and lifestyle, providing a comprehensive insight into this rich and diverse country.
 Maintain and administer the museum’s establishment in the museum’s computerised HR system. The
staffing establishment is a master file of positions in the museum, the personnel allocated to them, budget
status of positions and the manner in which positions are occupied;
 Provide regular reports to management on the status of the establishment and associated matters such as
changes in positions/staffing and performance against salary budget;
 Manage the recruitment role for the Museum, including ensuring that position descriptions and
advertisements are appropriate; placing advertisements; monitoring the selection/interview process to
ensure consistency with policy and that fairness and equity have been applied; ensuring that documentation
is appropriate and preparation of selection recommendations to management;
 Provide advice and information to the Human Resources Manager, other managers and staff in relation to
establishment and recruitment matters;
 Co-ordinate the job evaluation process for the museum;
 Produce reports, analyse and manipulate data and be pro-active in determining ways to ensure optimal use
of the Ellipse report writer (CorVu) in response to regular and ad-hoc reporting requirements;
 Review and develop policies as required within the Human Resources context;
 Backup payroll in processing causal, leave, overtime, shift penalty and sick leaves.
HR Service Agent
RailCorp NSW CBD(Temporary Position)
July 2006- Aug 2006
Rail Corporation New South Wales (RailCorp) aims to deliver safe, clean and reliable passenger services. RailCorp
provides metropolitan passenger rail services via CityRail and long distance services via CountryLink.
 Maintaining employee details and
movements;
 Arranging administrative health service;
 Processing exists of employees;
 Arranging and administrative service awards;
 End to end recruitment

6. Page 6 of 6 Hendrick Lay CV
Assistant Payroll Officer
NSW Department of Environment and Conservation Hurstville (Fixed Temp)
Jan 2006 - Jul 2006
The Office of Environment Department of Environment and Conservation are located in Hurstville, to protect and conserve
the NSW environment, including the natural environment, Aboriginal country, culture and heritage and our built heritage,
and manages NSW national parks and reserves.
 Accurate and timely processing of routine conditions of employment, payroll and related data. This involves
receiving and processing all straightforward payroll variations and leave applications via the department’s
human resource management system (Aurion);
 Assisting with the provision of information to staff relating to routine enquiries about working conditions/
employment entitlements and pay in a prompt and confidential manner;
 Applying relevant awards, agreements, and determinations in line with government and DEC policies and
procedures;
 Processing high volumes of work, adhering to a number of strict deadlines and maintaining a high level of
accuracy and customer service.
HR Facilitator
Buffet World, Brisbane Wellington (Short-term Assignment) (QLD)
Jan 2005– Dec 2005
It is Brisbane’s most award-winning Bayside club and boasts a friendly atmosphere, great value catering and that
professional “wow” service everyone looks for. Great function facilities including poker machines, free entertainment
Functions menu caters for all tastes and budgets and ranges from delicious finger food packages through to hot and cold
buffets. It hosts trade and conferences, product launches, cocktail parties, weddings and christenings.
Achievements:
First to pioneer and set up HR functions to ensure compliance with ever-changing rules and regulations
 Responsible for strategic and tactical planning and directing operation of the business and overseeing all HR
Administrative functions pertaining to operations including setting up recruiting, health & safety, developing
staff to high performance levels, design performance appraisal system, setting up payroll function,
 Prepare and conduct new hire orientation and other training programs as required;
 Training staff members on interviewing, hiring, appraising performance; rewarding and disciplining employees
matter; addressing complaints and resolving problems; customer service
 Identify legal requirements and government reporting regulations such as WH&S, health and hygiene
regulation, award legislation affecting human resources functions and ensures policies, procedures, and
reporting are in compliance;