HR leaders have reached the precipice of change. Consequential technological discoveries, structural and cyber threats, talent scarcity, and acclaimed employee experiences have lead them to this point. How HR leaders choose to wield their newfound influence will determine if the function can continue to rise and become a critical market differentiator.
Celebrating its 7th year, the HR Leaders Forum is the most senior gathering of HR professionals in Australia. Gathering the nation’s leading workforce decision makers from both private and public sectors, it is the ideal platform from which to formulate strategies to successfully overcome the challenges of the future and enhance business performance today.
This event features an ambitious, case-study driven agenda with over 40 frontline perspectives from the highest levels of people management in Australia. In a closed, invitation-only format, delegates will benefit by interacting and learning directly from some of the world’s foremost companies.
// 10+ Keynotes
// 2 Powerful days
// Executive learning agenda
// 35+ industry speakers
// 200+ executives
// 5 Star networking environment
Group Human Resources Director
Helmut Schuster became group human resources (HR) director in March 2011. In this role he is accountable for the BP human resources function. He completed his post graduate diploma in international relations and his PhD in economics at the University of Vienna and then began his career working for Henkel in a marketing capacity. Since joining BP in 1989 Helmut has held a number of leadership roles. He has worked in BP in the US, UK and continental Europe and within most parts of refining, marketing, trading and gas and power. Before taking on his current role, his portfolio of responsibilities as vice president, HR included the refining and marketing segment of BP and corporate and functions. That role saw him leading the people agenda for roughly 60,000 people across the globe that included businesses such as petrochemicals, fuels value chains, lubricants and functional experts across the group. Outside of his role, he is a non-executive director of Ivoclar Vivadent. Additionally, he is an alumni and advocate of AFS, which is an international exchange organization designed to help youth develop understanding, knowledge and skills that contribute to a more just and peaceful world.
Head of Human Resources
Lyra Schramm has a wealth of global experience at various senior leadership levels in corporate and nonprofit organizations in human capital management, organizational effectiveness, change management, executive coaching, leadership development and talent acquisition. Her experience ranges from managing integrated HR strategies across Africa, Europe, China, India and the Middle East for the Bill & Melinda Gates Foundation to a global leadership role within People Operations at Google. She is passionate about transforming organizations by aligning people strategies with business objectives. Lyra lives in Palo Alto California with her husband and daughter and is actively involved in community organizations supporting women and girls. She enjoys running in her free time.
Chief People Officer
National Australia Bank
Lorraine Murphy has global experience in Human Resources (HR) and brings deep expertise across all HR dimensions including CEO and Executive Team Coaching; Organization Effectiveness, Culture & Engagement; Leadership Development; Talent & Succession Management; Mergers & Acquisitions; Change Management; Global Comp & Benefits Strategies; Diversity & Inclusion and Business Partnering. Lorraine joined National Australia Bank (NAB) as Group Executive, People in March 2016 and is responsible for end-to-end HR solutions for the 35,000 global workforce across Australia, New Zealand, Asia, US and the UK. NAB is one of the four pillars of Australia’s financial system, the big four, and is one of the world’s safest banks, and one of only 11 banks globally to hold a AA credit rating post the GFC. NAB is an ASX top 100 listed company, with a strong capital position (Group Common Tier Equity Tier 1 is 10.1% versus a target of 8.75%-9.25%) and $3.29bn Cash Earnings for HY2017. In her previous role, Lorraine was Chief People Officer at Air New Zealand for three years. Prior to this she was Vice President of Human Resources – International for Campbell Soup Company in the USA. Her extensive international career in human resource leadership also includes senior human resources roles with Lion Nathan Australia, the Australian Gas Light Company, and global chemical company ICI. Lorraine holds a Bachelor of Education degree from LaTrobe University in Melbourne and an MBA from Monash University in Melbourne. Lorraine is passionate about supporting and developing women in business and is member of the International Women’s Foundation.
Head of People Data, Analytics and Planning
Head of Human Resources
EV Company (USA)
Executive Director – Human Resources
Winner of the LinkedIn Conscious Business Leadership Award 2016 – Management Maestro category – Ashley Winnett is not your typical HR Director. Ashley has had three equally rewarding careers – stacking shelves in numerous departments at Coles but never made it to a register, realising he didn’t enjoy law but became a partner anyway because that’s what you’re supposed to do when your parents decide you should study law whilst you are overseas enjoying your schoolies break and finally rebuilding an iconic Australian business whilst simultaneously dismantling it so as to ensure that his peers, friends and team mates have all the support necessary to help them forge careers both within and beyond Holden. Having joined Holden in 2005, initially as part of the legal team it wasn’t long before he was enticed to get his hands dirty. In 2007 Ashley joined the HR team as HR Manager Assembly Operations based in Adelaide. In 2009 at the height of the Global Financial Crisis Ashley was appointed to the role of Director – Manufacturing & Labour Relations where he negotiated the One Shift Two Crew Half pay arrangement which sustained the operations at a time when export production was cancelled overnight. In 2012 Ashley returned to Melbourne to the position of Executive Director Human Resources. In 2013 Ashley led a small team who successfully negotiated the landmark variation to the Holden Enterprise Agreement before having to inform the same workforce that their efforts had been unsuccessful. In 2014 Ashley was appointed to the Holden Board. Ashley is now Executive Director – People, Performance and Culture where he has been an active and vocal positive disruptor across the business and believes that supporting flexibility increases inclusion, supports diversity and improves overall engagement and teamwork whilst empowers people to be their best. Prior to joining Holden Ashley was a Partner at Norton Rose Fulbright in their Workplace Relations Practice. Ashley holds a Bachelor of Law and Arts (Hons).
Chief Human Resources Officer
Super Retail Group
Jane Kelly joined Super Retail Group in July 2016 as Chief Human Resources Officer (CHRO) from BT Financial Group, where she served as Human Resources and Corporate Affairs Director. Previously, she served in a number of senior roles in large, complex organisations, including Head of Reward for St. George Bank and Head of HR Australian Financial Services at Westpac. Jane holds a Masters of Commerce and Employee Relations with honours from the University of Melbourne, and a Bachelor of Commerce from the University of New South Wales. As CHRO, Jane is responsible for advancing Super Retail Group’s strong focus on team engagement, culture and capability development.
Chief Operating Officer
Australian Taxation Office
Chief Operating Officer leads the ATO Corporate and Enabling Services functions. These functions include Strategic Planning, Governance, Finance, Corporate, Risk Management, People, Integrity, Change Management and Design for the organisation. In this role, Jacqui is a member of the ATO Executive of seven (7) members, responsible for shaping and setting strategic direction and oversight implementation.
The COO position gives greater strength and integration to our corporate positioning, and ensures we are well positioned for Australian Public Service (APS)-wide reforms of corporate and shared services, and that our planning, governance and risk management is strategic and sensible. The COO brings together an integrated picture of our people and resource management and ensure we have the right capability and culture to meet our strategic intent.
This position has a role in managing the relationship with key stakeholders like our scrutineers.
All of these underpin our ability to deliver on a better client and staff experience.
Prior to the COO role, Jacqui joined the ATO in September 2013 as Deputy Commissioner ATO People and was responsible for delivering an enterprise-wide human resource management service which supports ATO employees in providing a sustainable, open and accountable workplace. Jacqui was also responsible for leading the Reinvention Program Management Office and the change management driving this key reform.
Before joining the ATO, Jacqui was General Manager of the People Capability Division with the Department of Human Services, where she led the department’s leadership and change, people development, workforce planning and research functions. Jacqui has also worked for the Australian Public Service Commission, where she was responsible for delivering integrated people development, SES and APS-wide leadership and talent, change management, strategic recruitment, communications, and learning and development. She also has extensive international experience.
Jacqui holds an Executive Masters in Public Administration from the Australian National University and is a Fellow of Australian Human Resource Institute.
Chief People Officer
Merryl commenced with Tabcorp in October 1990 and has held numerous positions across a range of discipline areas including human resources, training and development, communications and sales.
She became Executive General Manager – Human Resources in June 2011 following the implementation of the Tabcorp demerger, and then Executive General Manager – People, Culture & Communications in March 2016, prior to becoming Chief People Officer in December 2017 following the Tabcorp-Tatts combination.
Merryl holds a Masters of Business Administration (Executive) and a Bachelor of Arts, and has attended the Senior Executive Program at the London Business School. She is a Member of AICD.
Head of Human Resources Oceania
Cedric Brossette has been involved in the Retail industry for the last 20 years as an HRIS and HR professional. In France where he started his career in HRIS Consulting, he worked with various multinationals implementing payroll, Time Management, and Talent Management ERPs. He has also worked with some of the biggest retailers there, such as the Casino Group to redesign sales incentives for the franchisee network, and implemented the HR centre of expertise for the supermarkets. He then joined Nestle Nespresso headquarters in 2012 in Lausanne, Switzerland, and launched global initiatives around sales incentives for the customer-facing staff and workforce planning management. In Australia since 2014, Cedric is now the Nespresso Head of HR & Training for Oceania (Australia and New Zealand) In a very competitive coffee market, he aims at providing the company with the vision and tools to support the human aspects of the customer experience transformation, linking Nespresso ‘s People and customer strategies. Last year for instance, Virtual Reality was used as a part of the training mix to educate retail staff on one of Nespresso’s most innovative machines launches, Vertuo. Google DayDream technology was used to create a 360 learning environment that brought to life the product story, everything from coffee bean to cup. Using Virtual Reality in the training mix has completely changed the way Nespresso look at learning and development programs. The experience has given its employees the tools to deepen product and brand knowledge and convey emotion in a completely immersive way.
Chief People Officer
David Jones and Country Road Group
Chief Human Resources Officer
Sally Kincaid is the Global Head of HR Performance and Delivery at QBE. QBE is transforming its Human Resources purpose and function to contribute to the future success of QBE. In this role, Sally is responsible for the design and delivery of global programs and their ongoing evaluation to help the function create value, change and future improvements. Previously Sally was the CHRO for the Australia and New Zealand operations where she led the culture change to equip QBE to have a modern and diverse workforce and workplace. During this time, QBE was recognised as an Employer of Choice at the Australian HR Awards and set new industry benchmarks for Diversity & Inclusion through increasing female representation and addressing pay equity.
Human Resources Director, Oceania
The Estee Lauder Companies Australia
Chief Diversity and People Officer
Anna Livingston is the Chief Diversity and People Officer at Tennis Australia, where Anna is responsible for ensuring the sport of Tennis, Tennis Australia and the Australian Open reflect the diverse country we live in. With over 65% of Australians identifying from ‘under represented’ population groups, Anna’s challenge is to ensure the sport of Tennis, the Event and its Business is welcoming and inclusive to all. Before joining the sporting sector, Anna refined her strategic human resource skills with experience across automotive manufacturing, property development and FMCG industries. With qualifications in HRM and Industrial Law, coupled with her passion for community welfare and health, Anna has enjoyed implementing a range of creative and inclusive human resource initiatives during her time at Tennis.
Vice President Human Resources
Unilever Australia & New Zealand
Head of People and Culture
National Rugby League
Group Executive, People
Lucinda Gemmell joined Virgin Australia in October 2017 as Group Executive People for the Virgin Australia Group. In this role, Lucinda is responsible for the Group’s people and culture strategy, talent, leadership development, organisational effectiveness, group remuneration and benefits and staff travel. Lucinda has more than 20 years of progressive HR and commercial leadership experience in Australia and Asia Pacific. Her experience includes HR leadership (Australia and Asia Pacific), Strategy Management and Business Management.
Prior to this, Lucinda Gemmell was the General Manager People with Endeavour Drinks Group, Woolworths Ltd managing brands including Dan Murphy’s, BWS, Pinnacle Drinks, Cellarmasters, Langtons and Summergate in China. She provided leadership for Talent and Organisational Development, Leadership and Culture, Organisational Effectiveness, Learning and Development and Employment Relations.
Lucinda previously held the roles of HR Director, Australia and Asia Pacific Supply based in Singapore with Diageo. In her role as HR Director in Australia, she led Diageo’s HR function to deliver the Australian business strategy. This role delivered significant growth in the business with a focus on talent, engagement and organisational effectiveness. Prior she held HR leadership, strategy and business management roles in Fairfax.
Lucinda was a finalist Young Australian of the Year (1998) in the Career Achievement category recognising achievements in executing complex change in organisations. Lucinda was awarded 2014 Australian HR Director of the Year at the Australian HR Awards.
She holds a Master of Business Administration and a Bachelor of Arts degree in Psychology.
Vice President, Human Resources
As Vice President HR, Corry is currently responsible for defining HR strategy initiatives that drive and support the success of Thales, a global technology leader employing over 3,500 people in 35 sites across ANZ. An experienced human resources professional, Corry has a successful track record in driving cultural and organisational change and developing leadership and people programmes for a wide range of global companies. Prior to Thales, Corry was Senior HR Manager for Microsoft in Australia, developing and implementing people strategies and programs to support business initiatives and build capability across APAC and an active member of the Institute for Sustainable Leadership in Sydney.
Vice President Human Resources
Group Head of Human Resources and Industrial Relations
Steve joined Downer in March 2012 as the Executive General Manager, Human Resources for the
Rail division. In September 2013, Steve’s role was broadened and he was appointed Group General
Manager People, Safety, and Culture for Downer’s Rail division, a role which incorporated all Zero
Harm responsibilities for the Rail business.
In December 2014, Steve was appointed Group Head of Human Resources and Industrial Relations,
leading the HR and IR function for the Downer Group. With the recent acquisition of the Spotless
business, annual revenues exceed $12B and we engage in excess of 56,000 employees.
His former roles include GGM Human Resources for Komatsu Australia Pty Ltd; HR Director with
Goodman Fielder; HR Director, Schindler Australia; and he previously held the role of General
Manager, Industrial Relations at Qantas.
Prior to Qantas, Steve was the Assistant Director Resource Planning for the Royal Australian Navy and
prior to this worked in NSW abattoirs resolving industrial disputes for AQIS.
Steve is married with 5 sons.
Steve has an MBA from MGSM, has been a Board Director with Foodbank NSW since 2011 and is also
a Justice of the Peace in NSW.
Stream Lead, Business Engagement and Change
Chief People Officer
Gilbert + Tobin
Head of People Services
Consequential technological discoveries, structural and cyber threats, and shifting workforce demographics have lead HR leaders to the precipice of change. To soar not fall, HR leaders must flex with the forces shaping industry the world over. As the structures around the gig economy become more rigid, how are HR leaders curating a flexible, rather than fractured workforce? How can HR leaders become the arbiters of meaningful change in response to social and cultural movements? What trends threaten to make traditional HR functions obsolete, and where are the opportunities for creation?
As organisations adjust to heightened technical demands and bid for increasingly exclusive talent, HR has the opportunity to reposition itself as a critical market differentiator. Now, having been brought in from the fray, it is imperative that HR executives fulfil their new mandate as strategic agents and demonstrate the value they impart on the organisation. How much influence can HR leaders expect to wield across an organisation? Which capacities should HR leaders emphasise when proposing strategic value to the C-Suite? How are metrics advancing to measure previous intangibles in HR and communicate value to the organisation?
Growing calls for transparency are transforming modern corporations into glass boxes, their scripted communications interrogated by empowered and connected stakeholders. Never before has an organisation’s culture so visibly borne relation to business outcomes. How are executives responding to gathering momentum behind the consumerisation of HR? What responsibility do HR leaders have to instil roles with meaning, and how best can employees be offered opportunities to create impact? How are HR leaders defining, and measuring, the employee experience? What does it take to build an organisation that people are inherently attracted to?
While crises today are disparate in nature and seldom anticipated, people are always at the core. From security breaches, cyber or otherwise, to stakeholder mismanagement or employee transgressions, HR leaders are a core tenant of any wholistic and coordinated crisis response. How are HR leaders equipping employees with the requisite knowledge to navigate crises? What role do HR leaders play in protecting, or salvaging, one of an organisation’s central survival assets, its reputation? How best can HR leaders prepare for responding to rapid, unprecedented, and extensive change?
The case for advanced analytics is made often, but rarely overstated. While the ability to distil insights from data is a core credibility driver and empowers HR leaders to create employee focused solutions, the immense potential of advanced analytics remains untapped. What are the business impediments to fully pursuing analytics in HR and how can they be overcome? What technologies with data at the core are prime for experimentation in HR? How are HR leaders producing real-time human performance insights?
The war for talent is a constant state for HR leaders. Given the demand for analytical capabilities is thoroughly entrenched in knowledge-intensive industries, severe skill shortages are forcing HR leaders to creatively source human capital through unique avenues. How precisely are HR leaders defining, identifying, measuring, and therefore managing talent in the digital age? Can organisations arrange internal and outsourced labour to meet current demands while securing a future pipeline of talent? Given exponential digital advances are behind the revaluation of human capital in the workforce, how can HR leaders continuously upskill their workforces?
It is no longer enough for HR leaders to see the world through the eyes of their workforce – they must entrust employees with a more comprehensive vision of their place in the organisation. By providing employees with visibility over their career tracks and arming them with data assets, employees are better positioned to align their personal aspirations with business outcomes. How are HR leaders moving beyond a binary mindset to align business and people strategy? How best can HR functions provide tangible paths for employee development? In what ways can providing opportunities for initiative and innovation within teams drive engagement and outcomes? How are HR leaders determining how much scope any employee should be given to influence strategy?
Celebrating its 7th year, the HR Leaders Forum is unparalleled in the level of delegates and speakers it attracts.
From knowledge sharing, to brand exposure and lead generation, sponsors have an effective platform to engage this decision making audience, before, during and after the event.
As a marketing platform to demonstrate expertise, credibility and grow your business with senior HR professionals, the HR Leaders Forum offers unrivalled cut-through.
Jack Martin – Commercial Manager
Tel: 02 8090 4363
|Packages||Early Bird Price Per Delegate (ends 30 Nov)||Standard Price Per Delegate|
|HR Professional: 1-2 Delegates||$1800 + GST||$2200 + GST|
|HR Professional: 3-5 Delegates||$1620 + GST||$1980 + GST|
|HR Professional: 6-9 Delegates||$1440 + GST||$1760 + GST|
|HR Professional: 10+ Delegates||$1260 + GST||$1540 + GST|
Please note if you are a Service Provider to human resource professionals, email email@example.com to register.
Connect Events is part of Connect Media Group Pty Ltd
Delegate Pass includes access to all sessions, refreshment breaks, networking lunches, networking drinks reception, and access to speaker presentations. Please note: not all speakers choose to provide presentation papers. One delegate pass is entry for one person only, passes cannot be shared. Organiser’s reserve the right to deny entry to anyone not registered.
Payment & Discounts:
All prices quoted are in AUD. Payment of invoice is due within 7 days of registration. A 3% surcharge is payable for all credit card transactions. Only one promotional discount code can be applied per registrant. Group discounts will only be applied on the original order – added delegates will not receive a discount once registration in processed. All prices quoted are exclusive of GST. Payment in full is required by the first day of the event. Please note: Registrations made within 7 days of the event can only be paid via credit card.
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A substitute delegate is welcome at any time provided the request is made in writing. A full refund less a $250 (GST Inclusive) processing fee is applicable on cancellation requests made in writing within 10 days of registration. No refunds are available for cancellations made more than 10 days after registration.
Full payment is required within 7 days of registration – if payment is not received in this time and cancellation is requested more than 10 days after registration – payment is to be honoured.
What’s included in my delegate pass? A Delegate Pass includes access to all sessions, refreshment breaks, networking lunches, networking drinks reception, and access to provided speaker presentations.
Is there a group booking discount? Yes – groups of 3 people or more are entitled to a discount. Full discount information is available on our registration page. If you have any questions about how group bookings work, please contact email@example.com
Can I transfer my pass? A delegate pass is entry for one person only, passes cannot be shared. A substitute delegate is welcome at any time prior to the event, provided the request is made in writing to firstname.lastname@example.org
How do I receive my delegate pass? Following the completion of your registration and payment, you will receive an email confirmation. We will contact you via email one week before the event to provide final information regarding your participation. Delegate badges and all event material will be provided upon arrival at the event – nothing will be sent in the post.
What is a Service Provider? A service provider refers to an individual or organisation who supplies products and/or services to the primary audience of HR Professionals. Service providers may only have one representative at the event. A delegate pass is entry for one person only, passes cannot be shared. All service providers who apply for a pass will be reviewed internally before a registration is completed.
Is media registration available? No, this is a closed and confidential event. Media registrations are not available.
Cancellation Policy A full refund less a $250 (GST Inclusive) processing fee is applicable on cancellation requests made in writing within 10 days of registration. No refunds are available for cancellations made more than 10 days after registration.
Will there be a delegate list available? No, Connect Events does not provide delegate lists to attendees.