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Meet the Team: Dave Griffiths-Brown

Jan 10, 2024


  • 2min

Meet the Team: Dave Griffiths-Brown

Meet the Team
Total HRM team in August 2023. From L-R Amelie, Dave, Alison, Felicity, Kim, Linda, Rebecca, Sarah, Ashly and Caitlin.
In our workplace, there’s Dave, a versatile team member in Business Services with a rather unique journey. Originally an electrician from Western Australia, Dave moved to North East Victoria with Linda, and they bought Total HRM. His role evolved from a small business contributor to handling various tasks as the business grew, including payroll, invoicing, maintenance, IT support, building supervisor and gardening.

Growing up, Dave wanted to be a geologist, but now he finds joy in simple things like tending to his raspberries and taking care of chickens and enjoying a gin.

Dave has been in the region for about nine or ten years and has a strong connection to the community. He loves the mountains and feels a bit out of place without them. He used to live near the coast, but now he appreciates beach holidays.

David Griffiths-Brown
Having once had a dream of being a geologist, Dave now finds in life’s simple pleasures, like gardening and roasting his own coffee.
Dave enjoys reading, especially Jack Reacher books and sci-fi by authors like Peter F Hamilton and Andy Weir. He’s not great at golf, but he enjoys playing every chance he gets. Dave and Ash usually try and organise their work days in Mt Beaty to allow for a quick evening round of golf..

According to Dave, the best coffee is the one he roasts at home using a makeshift setup. He has been doing it for years and doesn’t see himself stopping anytime soon. He also thinks the best food in the region is at his house; Linda is an amazing cook, and Dave is a willing taste tester.

One of Dave’s memorable experiences was a U2 concert in Stuttgart in 1993. He and Linda were in Italy and saw someone wearing a U2 concert t-shirt with the tour dates on the back. They saw there was an upcoming concert in Stuttgart and decided then and there that they would go. They managed to get there and find some last-minute tickets and saw an incredible show. After the concert, they camped under an overhang at a caravan park due to a lack of a tent and the pouring rain. All in all, they called it a success.

Outside of work, Dave has various hobbies, including golfing and fishing. His reluctant answer to his go-to karaoke anthem is “Bow River” by Cold Chisel.

Dave’s travel plans include Japan next year, and he dreams of seeing the Earth from space. If he could instantly become an expert in something, he’d choose to be an astronaut. He’d like to be able to know that the flat earthers are wrong, for his own peace of mind.

If Dave had to spend a day in someone else’s shoes, it would be his wife’s, just to see what she deals with daily and understand her perspective better. His philosophy in life is straightforward: “I’m along for the ride.”

In our team, his unique background and perspective contribute to our collective success, making him an integral part of our professional family. We also enjoy all the fruits of Dave and Linda’s garden – and he makes a good gin too!

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Year in review – take a look at a few of our highlights of 2023

Dec 12, 2023


  • 2min

Year in review – take a look at a few of our highlights of 2023

Industry News
Total HRM team
If you’re a Spotify or Apple Music user, chances are you were eagerly awaiting your 2023 Wrapped or Replay 2023 year-in-review summary. It’s the chance to look back on what made the year memorable and maybe think about what you’d like to listen to more of next year.

For us at Total HRM, our year in review is about celebrating and reflecting on client and team milestones, additional ways we’ve supported our clients and broader business community and legal wins for our clients.

Here’s our 2023 year in review.

Total HRM team
2023 was a big year, and we’re looking forward to even more in 2024.

Team updates and milestones

There have been a few changes to the Total HRM team this year. We’ve welcomed Sarah and Rebecca to the team, each bringing a wealth of industry, HR and customer service experience. Kim celebrated five years with us, and we welcomed our youngest recruit, Amelia, to the Total HRM team, with doting dad Ash becoming a first-time parent.

As exciting as it is to welcome new faces to the team, we were just as excited to see our team members spread their wings. Tom, Felicity, and Caitlin have accepted new opportunities to further their careers. For us, it’s all about living our vision, enabling every person in every workplace to improve themselves, their team and their results.

Supporting our clients and the business community

Launch of the Training Space – our multi-purpose training, function and meeting room

The Training Space was designed to be a place for learning, connecting and sharing. It’s fully equipped with a projector, webcam and AV connectivity, so it has everything you need for a collaborative session. This year, we’ve hosted large 20 to 30-person training sessions, after-hours product launches, breakfasts, and events with in-person and virtual attendees.

Leading Others – a training series developed with the experience we’ve gained from our own leadership journeys

We’re excited to continue Leading Others in 2024. The feedback and response from this year’s session have been invaluable and overwhelmingly positive. The 10-week course helps participants develop the strong foundations to be influential leaders. Whether you’re new to a leadership role or looking to upskill, we share practical tips and best practice methods for getting the most out of your teams.

Some of the most valuable topics for participants include adding new tools to their leadership toolbox and learning to adapt their communication style based on the DiSC framework.

Onboarding new clients

In 2023, we’ve worked with around 40 new clients, from government agencies to small businesses. We’ve worked across a wide range of projects with new and existing clients, including board reviews, investigations, recruitment, process reviews, and legislation compliance. One of the largest projects we worked on involved an organisational restructuring, including executive and administrator consultation, employee structure creation, and union consultation.

Recruited over 100 new employees for our clients

Our clients trust us to find high-performing team members to fill their vacant roles. It’s no secret that 2023 was a challenging year for finding suitable candidates and achieving results like these is truly one of the best parts of what we do.

Client legal wins

A significant team milestone in 2023 was Ash’s first Fair Work case win. Ash worked on behalf of the client, guiding them throughout the entire process, including interviews, mediation and conversations with the other party.

“Because the client took our advice from the start, we were able to settle the matter with only an agreement of a statement of service to be provided by the employer. It meant that from the start, the client had a sound and defensible position in order to better defend their case and resulted in no monetary compensation being provided,” Ash said.

What’s coming up in 2024

We’re looking forward to working with our current clients and welcoming new businesses that need support across all HR functions, from strategic planning and recruitment to investigations and exit strategies.

Leading Others will continue in 2024, with the next 10-week course beginning on Thursday, 8 February. We’re running our Wraw – Workplace Resilience and Wellbeing workshops, helping you understand what resilience is, why it’s important and how to maximise your own.

Learn more about Leading Others and Wraw

Before we jump into the new year, remember to take some time to slow down so you can return to work refreshed and ready to help your team excel.

If you need help with recruitment or strategic planning in 2024, contact our team on 1800 868 254 or set up a meeting.

Want to hear more about our upcoming events?

Employment Innovations regularly runs webinars covering topics including HR, Payroll, Employment Law & Migration.

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Five benefits of an Employee Assistance Program (EAP)

Oct 17, 2023


  • 2min

Five benefits of an Employee Assistance Program (EAP)

Candidate Sourcing
Photography of four people sitting around a table laughing while having a business meeting.
In today’s fast-paced and competitive recruiting and work environment, employee wellbeing is becoming an important way to set your organisation apart from the rest. Forty-three per cent of Australians aged 16-85 years will experience some sort of mental health disorder in their lifetime, while one in five will experience a mental health disorder that lasts longer than 12 months.

Your employees are your organisation’s most important asset – without a healthy and productive team working alongside you, your organisation won’t get very far. If you have employees struggling with their mental health, even if it’s not workplace-related, the flow-on effects can be felt throughout the entire organisation.

Employee Assitance Programs (EAPs) are an effective way for organisations to support their employees’ mental and emotional health. These programs offer a wide range of benefits not only for employees but also for the organisations that provide them.


What is an Employee Assistance Program (EAP)?

An Employee Assistance Program (EAP) is a workplace benefit that offers confidential, short-term counselling and referral services to employees dealing with personal and professional challenges.

For employees, it means they can access a set number of free, professional mental health support to discuss issues that are affecting them at work or in their personal lives. For employers, EAPs are an important method for early intervention in reducing the impact of mental ill-health in the workplace.

EAPs have been shown to have a significant positive impact on employees’ mental health and wellbeing and can provide an effective avenue for employees to seek additional or more tailored support as needed.

EAPs are gaining in popularity as more organisation leaders begin to understand the value they bring to their employees and overall organisation success.

Here are five key benefits of Employee Assistance Programs (EAPs)

  1. Improved employee wellbeing

    One of the primary benefits of EAPs is the improvement in employee wellbeing. These programs offer employees access to professional counsellors and therapists who can help them navigate various personal and work-related challenges.

    Whether an employee is dealing with work-related stress, anxiety, depression, addiction, or family issues, EAPs provide a supportive space for individuals to seek help. Importantly, these sessions are confidential and impartial, which may make employees feel more comfortable addressing issues than if they were speaking to someone internally.

    By addressing these issues, employees can improve their overall wellbeing, leading to increased job satisfaction and productivity.

  2. Enhanced productivity

    Mental and emotional wellbeing are closely linked to productivity. When employees are mentally-well they are more likely to be able to focus on their work and perform at their best. Collectively, mental health issues cost Australian organisations billions of dollars every year in lost productivity.

    As remote and hybrid working becomes more common, employees are more likely to be isolated from their teams while working from home or other locations outside of the office. While remote and hybrid working does offer enormous benefits to organisations, leaders need to be aware of how reduced in-person interactions can affect their teams.

    EAPs can help employees address any personal or professional issues and get back on track. By providing employees with the tools and resources they need to navigate life’s challenges, leaders can ensure that their teams remain engaged and focused on their tasks.

  3. Reduced absenteeism

    Mental health issues are a leading cause of absenteeism in the workplace. When employees are feeling stressed or anxious in the workplace, they are more likely to request days off, which can have flow-on effects with other employees or organisation areas.

    When employees receive assistance and guidance to manage their challenges effectively, they are less likely to be absent for extended periods.

  4. Reduce employee turnover and be an employer of choice

    Recruitment and training of new employees is often a major cost for organisations. An EAP can help reduce turnover by creating a culture that supports mental health and wellbeing in the workplace. Not only are current employees more likely to stay with an employer that values their wellbeing, having an EAP in place can also help your organisation attract the right new employees as it grows.

  5. Cost savings for employers

    While implementing an EAP may involve a financial investment for employers, the long-term benefits can outweigh the initial costs. EAPs can lead to significant cost savings by reducing turnover, absenteeism, and employee healthcare expenses. When employees are mentally and emotionally healthy, they are less likely to require costly medical treatment or therapy outside of the workplace.

    EAPs are a valuable resource that benefits both employees and employers alike. They contribute to improved employee wellbeing, increased productivity, reduced absenteeism, decreased turnover, and cost savings for employers. By investing in the mental and emotional health of their workforce, organisations can create a more supportive, productive, and positive work environment. EAPs are a win-win solution for all involved, and they are a crucial part of a modern, employee-centric workplace.

    If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

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Top Five Mistakes in Recruitment and How to Avoid Them

Oct 02, 2023


  • 2min

Top Five Mistakes in Recruitment and How to Avoid Them

Candidate Sourcing
photograph of five people standing against a grey wall from their chest down. You cannot see their heads. They are all wearing business attire.
Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process. Here are the top five recruitment mistakes to avoid:
  1. Only focusing on technical skills:
    Technical skills are the tools of the trade and are often what most job descriptions focus on. Depending on your industry, these skills can range from programming and computer coding for building a website, using specific accounting or project management software, knowledge about specific legislation or other government regulations, or the ability and formal training required to use a particular type of heavy machinery.

    These skills are essential but are only part of the puzzle. It’s equally important that your new team member fits in with your organisation and has the soft skills required to succeed in the role.

    How to avoid it: Don’t forget the soft skills
    Yes, technical skills are important for any job but don’t forget to assess a candidate’s soft skills, such as communication, teamwork, and problem-solving. These skills can make a big difference in how well a candidate fits with the team and business and, ultimately, how successful they are in their role. 

    Soft skills are transferable from job to job, so consider what other roles the candidate has on their resume that would require similar soft skills and then discuss during the interview how they would apply them in a new context.
A simple five step infographic displaying the top five recruitment mistakes.
Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process.

  1. Rushing the hiring process
    Don’t get too caught up in trying to fill a position quickly. Rushing the hiring process can lead to missed opportunities to evaluate a candidate’s fit for the role and the business culture. Taking the time to reevaluate a recently vacated role also makes good business sense. When was the last time this role was available, and how has your business or team changed since then?

    How to avoid it: Have a strategic recruitment plan in place

    It’s important to take the time to plan out the recruitment process, from defining the job requirements to developing a thorough interview process. This also gives you time to properly evaluate the position to determine if any changes need to be made to your team’s structure or what the role will require.

    If there are tasks that can be delegated to give other team members stretch opportunities, you may find that the role you need to hire for is very different from what you thought it would be.

  2. Neglecting diversity and inclusion
    Diversity and inclusion are essential considerations when recruiting new team members. Neglecting this can lead to a smaller talent pool and a team that lacks different perspectives and experiences. Being an inclusive employer could mean you take a proactive role in developing a wheelchair-friendly workplace or being flexible with scheduling to accommodate staff with caring responsibilities who may need to work different hours.

    How to avoid it: Develop hiring practices that remove biases against certain groups of candidates
    It’s important to actively seek out diverse candidates and make sure your recruitment process is free of potential biases. This starts at the strategic level and can be built into your brand ethos. When it comes time to advertise a new role, think about where you are advertising it to attract a wider group of potential candidates and think about how you can remove bias from your resume screening process.

  3. Poor communication with candidates
    When you’re recruiting for multiple roles and have a stack of resumes on your desk, it can be easy to overlook the importance of good communication. A lack of communication can lead to a poor candidate experience and can damage the business’s reputation in the long run. If the candidate feels the experience was too poor, they may even decline your offer of employment.

    How to avoid it: Keep candidates in the loop throughout the recruitment process
    Provide regular updates on the status of their application and give feedback after interviews. Frequent communication can help ensure candidates don’t go to your competitor, especially in a market scarce in talent.

    Find ways to automate this process where possible while keeping in mind the importance of maintaining a personal touch – you don’t want to sound like a robot.

  4. Not checking references or performing background checks
    Checking references is a crucial step in the recruitment process. Don’t skip this step. References can provide valuable insight into a candidate’s work habits and performance, which can help you make a more informed hiring decision. Depending on your industry, it can be crucial to perform police or drug and alcohol checks to ensure your team member’s suitability for their position.

    How to avoid: Be upfront in the recruitment process about reference checks and how they will work

    If you require reference checks, then make this known early on in the recruitment process. This will give candidates the time they need to contact the appropriate people and get their information together. Conduct at least two reference checks, preferably from people the candidate has reported to. If the role requires police or working with children checks, let the candidate know that even if they don’t have those clearances currently, they can be obtained if needed.

Recruitment is an important process for any business, and avoiding these common mistakes can help make it more successful. Remember to assess a candidate’s soft skills in addition to their technical skills, take the time to plan out the recruitment process, prioritize diversity and inclusion, communicate effectively with candidates, and always check references. By doing so, you can increase your chances of finding the right fit for your business and building a strong, productive team.

If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

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7 key benefits of a great induction

Sep 15, 2023


  • 2min

7 key benefits of a great induction

Candidate Sourcing, Employer Brand, Recruiter Tips
Three people sitting around a table with laptops. There are colourful squares on the wall behind them.
A good new team member induction process can be hugely beneficial to any business. Here are seven key benefits of a great induction process:
  1. Faster integration: A good induction process can help new team members integrate more quickly into the business. They can learn about the business’s culture, values, and expectations, as well as the roles and responsibilities of their new position. This can help them feel more comfortable and confident in their new role, which in turn can lead to greater productivity sooner.
Three professional women sit around a cafe table with coffees, with one silver laptop between them. They are smiling and laughing looking at each other.
A good induction process can make a big difference to your team members.
  1. Improved retention:
    A good induction process can also help improve retention rates. When new team members feel welcome and supported, they are more likely to stay with the business for the long term. This can help reduce turnover, which can be costly and disruptive for businesses.

  2. Better understanding of business processes:
    A good induction process can help new team members understand the processes and procedures that are essential to the business’s success. They can learn about the business’s goals and objectives, as well as the steps that are necessary to achieve them as they relate to their job function.   

  3. Enhanced communication:
    A good induction process can also enhance communication between new team members and existing team members. By providing opportunities for new team members to ask questions and interact with others, the business can foster an environment of open communication and collaboration.

  4. Improved performance:
    A good induction process can also lead to improved performance from new team members. By providing them with the knowledge and tools they need to succeed, the business can set them up for success and help them reach their full potential.

  5. Greater engagement:
    A good induction process can also help new team members feel more engaged with the business. When they understand the business’s mission and values, and feel connected to their role and the broader team, they are more likely to be committed to their work and motivated to succeed.

  6. Positive brand image:
    A good induction process can help create a positive brand image for the business. When new team members feel supported and valued, they are more likely to share their positive experiences with others. This can help attract new talent to the business and enhance its reputation in the industry. This is especially important in the current market where great talent is scarce.

So, in essence, a good new team member induction process can bring numerous benefits to any business. From faster integration and improved retention to enhanced communication and engagement, it can set new team members up for success and help them feel welcomed and supported within the business. Additionally, it can improve overall performance and contribute to a positive brand image for the business.

If you need any HR advice or help with your HR documentation, please call us on 1800 868 254 or email your questions to info@totalhrm.com.au.

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The benefits of workplace flexibility

Sep 05, 2023


  • 2min

The benefits of workplace flexibility

Industry News, Recruiter Tips
Dave in the foreground on a duel screen computer set up in Total HRM office, with Caitlin and Felicity in the background working on the computers. Dave wears a red checkered shirt, Caitlin wears a black and white striped shirt. Workplace flexibility allows the team to work when they can.
In recent years, flexibility in the workplace has become increasingly important for both businesses and team members. Workplace flexibility refers to the ability of team members to work outside traditional hours and locations, such as working from home or adjusting their work hours to accommodate personal commitments. Below, we list the benefits of workplace flexibility and some options for you to incorporate flexibility into your workplace.

Here are some of the key reasons why offering team members flexibility in the workplace is beneficial:

  1. Improved work-life balance: 
    Offering flexibility in the workplace can help team members achieve a better work-life balance. It allows them to better manage their personal and professional commitments, which can help reduce stress and improve overall well-being.
A woman sits at home desk in front of a monitor with various windows open using the benefits of workplace flexibility.  The desk has a lamp, pot plant and a digital clock, with three photos of landscape and a white horse hung on the wall.
Working from home or WFH has remained popular since the pandemic.
  1. Increased productivity: 
    Research has shown that team members with flexibility in the workplace are often more productive. They are able to work within timeframes when they are most productive and can avoid distractions that may be present in a traditional office environment.

  2. Greater job satisfaction:
    Team members with workplace flexibility often have greater job satisfaction. When they feel trusted and valued by the business, they are more likely to be satisfied with their role and to stay with the business longer.

  3. Attract and retain top talent: 
    In today’s competitive job market, offering flexibility in the workplace is a ‘must’ to help businesses attract and retain top talent. Many team members place a high value on work-life balance and flexibility and may choose to work for a business that offers these benefits over one that does not.

  4. Cost savings: 
    Offering flexibility in the workplace can also lead to cost savings for businesses. By allowing team members to work from home, businesses can reduce the need for office space and associated costs, such as utilities and office supplies.
Offering team members flexibility in the workplace can bring numerous benefits to the team and the business. It can improve work-life balance, increase productivity, enhance job satisfaction, attract and retain top talent, and lead to cost savings. By prioritising flexibility, businesses can create a culture that values team members’ well-being and success, leading to long-term success for the business.

Now we understand the benefits of workplace flexibility, here are seven ways that you can offer workplace flexibility to your team:

  1. Flexible work hours: 
    Offering flexible work hours can be a great way to accommodate team members’ personal commitments. For example, allowing team members to start and finish work earlier or later than usual can help them manage childcare or other responsibilities.

  1. Remote work: 
    Allowing team members to work remotely, either full-time or part-time, can be a great way to provide flexibility in the workplace. It can be particularly useful for team members who live far away from the office or have other commitments that make it challenging to come into the office. It may also allow you to tap into a remote workforce, especially when good talent is scarce.

  2. Job sharing: 
    Job sharing involves splitting one full-time role between two or more team members. Job sharing can be a great way to provide flexibility while ensuring the work gets done.

  3. Reduced hours:
    Offering team members the option to work reduced hours can be a great way to provide flexibility. It could mean working part-time or reducing the hours worked per week.

  4. Compressed workweek: 
    A compressed workweek involves working longer hours over fewer days. For example, a team member could work four 10-hour days instead of five 8-hour days. You should check the appropriate Award to ensure you are not paying overtime rates.

  5. Flexibility around leave: 
    Offering flexibility around leave can be a great way to accommodate team members’ personal commitments. It could involve offering additional leave days or allowing team members to take leave at short notice.

    Workplace flexibility can take many different forms. By offering flexibility in the workplace, businesses can help their team members manage their personal and professional commitments, which can promote productivity, increase job satisfaction, and improve well-being.

    Contact our team to discover how you can incorporate workplace flexibility within your own business on 1800 868 254 or set up a meeting.

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Meet the Team: Rebecca O’Connell

Aug 22, 2023


  • 2min

Meet the Team: Rebecca O’Connell

Meet the Team
Total HRM team in August 2023. From L-R Amelie, Dave, Alison, Felicity, Kim, Linda, Rebecca, Sarah, Ashly and Caitlin.
We would like to introduce you to Rebecca O’Connell – our competitive and fun Operations Manager. Beck joined the team recently and has taken on various responsibilities, wearing many hats and getting straight down to business.

Beck’s HR journey started in a bit of a different way – as many of our careers tend to do. She worked as a People & Culture leader, managing people and making sure things ran smoothly, and as time went on, she found herself gravitating towards HR tasks more and more. She became an HR Business Partner at Albury City Council and was involved in the nitty-gritty of how HR works. She’s done everything from hiring the right people to keeping everything moving.

Rebecca O'Connell standing in front of the green trees outside Total HRM offices. Wearing a white coat and navy scarf.
Rebecca (Beck) O’Connell outside the Total HRM office.
Beck is now part of the Total HRM team bringing her A-grade game to the operations side. That means she’s juggling a lot of stuff, from managing schedules and setting up interviews, creating proposals, and hosting breakfasts to ensuring everything runs like clockwork. And she’s doing it all with a big smile and a can-do attitude.

Beyond the office, Beck’s passion for sports is hard to miss. You’ll find her on the netball court every weekend and watching more sports afterwards. Beck loves staying active and competitive – part of what makes her tick. Growing up, she would’ve loved to have played netball for Australia, but she is happy playing in Yackandandah.


Beck has been in the Albury/Wodonga region since she was a kid, with a short stint moving away to the city before returning in 2008. Beck loves everything about our region, especially as she raises her family here. Her favourite thing to do on the weekend is watching her kids play sports. She reasons that now that they’re older, watching and seeing them improve is what she loves. They’re not just a swarm of bees chasing a ball anymore!
You can usually find Beck around the weir with her family, at the local sports grounds, or at the pub watching the afternoon games with everyone. Did we mention she likes sport? Beck would love to get to Canada and explore the mountain regions, especially in the spring when you can hike and see the amazing views. She will also catch a couple of NBA and NHL games while she’s there.


Her willingness to tackle challenges head-on and make difficult decisions aligns with her philosophy of doing what’s right, not just what’s easy. It’s a philosophy that guides her, whether making tough decisions or facing hurdles head-on – which seamlessly fits in with our Total HRM approach.
Beck is a real asset to the team. Her diverse background, operational skills, and dedication to growth make her a standout in HR. We love having Beck’s energy in the office and her ability to keep us in line and move forward with a big smile.

You will see Beck around the office and at our events, so please introduce yourself if you bump into her. Beck is likely to be one of your first points of contact with Total HRM, so there’s no doubt all of you will speak to her soon!

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Meet the Team: Sarah Sharwood!

Jul 26, 2023


  • 2min

Meet the Team: Sarah Sharwood!

Meet the Team
Welcome to another edition of Meet the Team where we highlight our incredible individuals that make Total HRM a vibrant and dynamic workplace. Today, we are pleased to introduce you to the bubbly Sarah Sharwood, our newest HR Coordinator!

Sarah grew up on a property outside of Yackandandah and moved to Melbourne in 2016 to pursue her career in flying. Sarah’s journey to becoming a key player in our team began as a flight attendant in Melbourne, delivering exceptional customer service with a smile. Sarah was fascinated with leader crew development and her desire to work with people was ignited.

Sarah Sharwood outside the Total HRM office.
She moved back to the region and started as an EA in a real estate company. Her interest in HR had her taking on recruitment, inductions, and payroll responsibilities. Sarah’s interest in HR has led her to join us at Total HRM.

Sarah is already working in the recruitment space and is eager to learn more about our approach to HR and hopes to dive into Training & Facilitation in the future. With her positive outlook and can do attitude, she’s a natural fit for working with others on their professional journeys.

If it weren’t for the constant early mornings, Sarah would’ve loved to have become a famous swimmer and win a few gold medals at the Commonwealth Games. She still loves swimming but at a more reasonable hour of the day. Sarah loves taking her border collie Toby out and about the weir. She also enjoys spending time in our nearby towns of Bright and Harrietville, especially if she has her bike.

When Sarah is out walking or travelling the Hume, she enjoys listening to The Imperfects, The Fitness & Lifestyle Podcast with Danny Kennedy, and occasionally The KIC Pod (Keep It Cleaner).

Sarah Sharwood is a bundle of energy and passion, driving positive change within Total HRM and making every day brighter for her colleagues and clients. Sarah is always happy to help out and take on new challenges, and if she’s a bit hesitant, you can always bribe her with a Caramello Koala!

We’re excited for you all to meet Sarah and work with her, she is a joy to be around. If you see Sarah at any of our events or around town, please say hi and introduce yourself!

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Meet the Team: Kim

May 25, 2022


  • 2min

Meet the Team: Kim

Meet the Team
Meet the team Kim wearing a black and white polka dot blouse, smiling in front of the Total HRM office in Albury.

This week for Meet the team, we’d like to introduce you to Kim! Earlier in 2023, Kim celebrated her five-year work anniversary at Total HRM! Kim is one of our business partners and has an extensive HR background. She currently lives in North-East Victoria.

After studying at University and spending a brief amount of time in the humanities field, Kim worked in music retail in the music insurance division. She saw a man come in and started having meetings with staff members. Kim thought to herself, “that seems like a great job, being able to speak to people all day” – and so she went and studied HR at night and moved to an HR Consulting organisation.

Kim lived and worked in Melbourne for 15 years running two successful HR Consulting businesses. Then, Kim and her family moved to Bright for a tree change and to escape the hustle of Melbourne’s lifestyle. Kim had started doing HR Consulting on her own in Bright, but realised she wanted to be a part of a team and work with others. Then, Kim joined Total HRM. Kim’s ambition at Total HRM is to help the business grow its people, products and profit. She was a long way off from wanting to be a vet when she was a child.

Kim’s favourite thing to do in the region is walking and being amongst nature. When she’s not enjoying the mountain air and working hard putting together proposals for clients, Kim is taxiing her children around to their various after school commitments and weekend activities. When she gets some time to herself, Kim can be found having lunch and a couple of wines with her girlfriends as they solve the world’s problems. One thing Kim won’t be doing unless she has to is cooking! Ideally, if she’s out for dinner, she enjoys visiting Don Mungos in Bright for pizza. Her favourite coffee place is Sixpence Coffee in Bright.

Recently, Kim went to a comedy night at the Wangaratta Arts Centre, a great night out with a mix of comedic value but fun nonetheless. Kim’s favourite concert is P!NK about 3-4 years ago; she loves her acrobatics, singing, and incredible interaction with the crowd.

Kim’s philosophy for life in her early 20’s was “Act as if”. Now, in her mid 40’s and somewhat matured, it has evolved into “Act with authenticity”. Kim leads by example and is authentic with all her interactions. We love having Kim’s sunny disposition and extensive HR knowledge in the team.

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