Belinda Skelton

Can we talk Supply Procurement? As a Business Development Manager, part of my role involves obtaining information on when the next panel review will occur to be considered as a supplier. Aged Care providers commonly have a preferred panel that is reviewed periodically for quality and cost effectiveness. With numerous agencies, it's crucial to time our outreach effectively. Despite the challenges of multiple agency inquiries, it's surprising to encounter push back or lack of response when seeking review timing. Perhaps providing this information could streamline communication and save time for all involved. We have a fabulous offering and a large pool of candidates and having this submitted as an option for your business to access our network is our objective. We have the staff ready to go, I just want to know when is best for me to follow up. Reception or gatekeepers could play a vital role by being equipped with panel review schedules, benefiting both providers and agencies. What are your thoughts? #SupplyChain #Procurement #BusinessDevelopment #AgedCare #Efficiency

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YOU'RE INVITED Navigating people challenges and achieving Growth with the People Risk 2024 Report  Join experts for an informative session on how to use the People Risk 2024 Report and the locally developed New Zealand executive commentary to help support your people challenges and achieve growth. This report captures insights from professionals across 26 markets and outlines the key threats facing organisations and their workforces worldwide. The New Zealand executive commentary further examines the key themes for 2024 and how local business leaders can address them. In this session we will discuss: The People Risk Report and five pillars of people risk Local insights from the New Zealand executive commentary  Real world case study examples  A deep dive into employee financial wellbeing Thursday, 17 October 11 - 11.45am Register here: https://lnkd.in/g7y4Rkac #riskmanagement #people #resilience #workforce Marsh Australia and New Zealand

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One for HR folk - explore Australian HR Institute (AHRI)'s updated Australian HR Capability Framework in this national webinar on 18 July 👇

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This is a great article and read..."To level up your team’s ability to make data-driven HR decisions, start by finding your best analysts, decision enablers and strategic consultants"...However, it is not just the HR and People Analytics, one needs to be all over the Enterprise data and Financials; no point HR building strategies that are aligning with the commercial drives of the business. #leadership #humanresources #culture #recruiting #talent #business #consulting #innovation #strategy #planning #dataanalytics #finance #productivity #technology #inspiration #coaching #vision #peopleandculture #skills #resilience #changemanagement #mergersandacquisitions

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A great article and read... An effective HR business partner can boost performance by up to 22 per cent. How can HRBPs maximise their impact and bridge the gap between HR strategies and broader business goals?' #leadership #humanresources #culture #recruiting #talent #business #consulting #innovation #strategy #planning #transformation #peopleandculture #skills #resilience #emotionalintelligence #chro #organizationaldevelopment #learninganddevelopment #careeradvice

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Australian employers need to be proactive and take steps now to prepare for changes arising from the new Employee Right to Disconnect rule, coming into effect on 26 August 2024. This groundbreaking change will give employees the right to refuse work-related contact outside of paid hours - without fear of disciplinary action. #TeamSPB provides an update with actions to employers should be considering now. ➡️ https://ow.ly/APfT50STFXJ #RightToDisconnect | #AustralianEmployers

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Plumbers and electricians must respond to urgent domestic situations, mechanics are called out to get broken down vehicles and people out of danger, energy workers attend to power failures which can result in fatalities, medical staff save lives by remaining on call, police are relied upon to respond to urgent matters, almost every sector has some kind of risk that requires certain people to answer the call when needed. For these circumstances, Modern Awards or other industrial instruments already provide for payment terms and conditions – and no business can lawfully remunerate their people less than these minimum standards of pay. So, what then, is the Fair Work Commission going to possibly draft that won’t further encroach on workplace level job design when the Modern Award system already accounts for (anecdotally) 90% of the scenarios where after hours work or contact is required? #RighttoDisconnect

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This article is interesting, and I feel the key is keeping candidates updated along the way of each step and supporting the hiring managers to complete the process in a timely manner to keep the momentum going and the experience positive. It’s important for the candidate experience and for the brand of the company.

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🚨 Casual employees: Make sure you provide them with the CEIS! ⚖️ Following the Closing Loopholes reforms to the Fair Work Act, from 26 August 2024 employers will need to provide casual employees with a copy (or link) to the Casual Employment Information Statement (CEIS). Make sure you are using the updated version (I’ll put the link in the comments). ⏰ Employers must give casual employees the CEIS before or as soon as possible after they start employment, and also as follows: 🔸for small business employers (less than 15 employees) – after 12 months of employment; or 🔸 for other employers – after 6 and 12 months of employment, and then after every 12 months of employment. ❓What’s in the CEIS? The CEIS has information about: 🔹 the definition of a casual employee 🔹 how casual employment can be changed, including when an employee can notify their employer of their intention to change to permanent employment 🔹 the reasons why an employer may not accept an employee’s notice 🔹 the role of the Fair Work Commission to deal with disputes. If you would like more information on this, and the impact notification from casual employees that their employment should be changed to permanent contact Melisa Raven 🐦‍⬛ Raven HR #HR #IR #Consulting #FractionalHR/IR

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Why does a personality expert think bullying often goes under the radar? Dr Stewart Desson says: 1. Poor leadership role modelling. 2. 'Banter' centred organisational culture. 3. The 'lopsided focus' on outcomes over wellbeing. What are your thoughts? 🤔 Share below 👇 #WorkBetterTogether

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Important Update for Employers The Fair Work Act changes are coming into effect on 26 August 2024, redefining casual employment and the path to permanent roles. Ensure your business is ready and compliant with these new rules. Find out now ▶️ https://bit.ly/4cAZLUt Need guidance? We're here to help you navigate these changes smoothly. Reach out to us at [email protected] or call 02 8320 9320 for assistance. #FairWorkAct #CasualEmployment #HRCompliance #WorkplaceLaw #DreamStoneHR #EmploymentLaw #BusinessSupport #HRConsulting #EmployeeEngagement #SmallBusinessAustralia

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Opportunity

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From reframing performance management to co-designing roles with employees, here are five key lessons that the former DEI lead at Spotify has learned on her journey from HR practitioner to Chief People Officer.

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As an employer, managing a bullying claim effectively is essential to resolving the immediate issue but also strengthening the overall workplace culture. Find out some of the tips for managing bullying claims here - https://lnkd.in/gngydnSx Are you currently managing a bullying complaint, and not sure how to proceed? I am a registered investigator. Please reach out to me for support with taking the correct steps: 📱 021 932 332 📧 [email protected] 🌐 https://lnkd.in/gb59S36f   𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮  #humanresources #tovioconsulting #employmentrelations #hr #employmentlaw #employment

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