Veronica Sargeant commenced employment with GHD and joined the Sydney People Team in September 2014. Her role as the People Consultant/Business Partner is to work alongside the Service Group Managers to meet the short term and long term needs of the service group in line with the company’s strategic objectives. Veronica’s responsibilities as a People Business Partner is to coach and advise Service Group Managers on people management and HR related matters. She is also responsible for recruitment, retention, employee relations, performance management, succession planning and the first point of contact for all employee queries within her allocated Service Groups. Veronica is currently the People Business Partner for the following groups; • Civil and Water Resources • Infrastructure Advisory • Power and Automation • Waste Management • Water Systems and Planning • Environmental Assessment and Planning • Stakeholder Management • Structures and Materials

People Business Partner @ • Partnering with the Senior Leadership Team, Service Group Managers and employees to champion best practice people management. • First point of contact for all appointed stakeholders providing advice and support to develop both workforce capability and capacity, and drive a high performing culture. • Coordinating the recruitment of professional, technical and support staff for the Sydney Operating Centre as required. • Support the Sydney Operating Centre by providing people services to complement operational and project needs and requirements. From September 2014 to Present (1 year 4 months) Sydney, AustraliaSenior HR Business Partner @ • Works with functional managers and superintendents to meet the short term and long term needs of the department in line with the company’s strategic objectives. • Responsible for legally and policy compliant recruitment of positions including local and global vacancies. • Ensures the interest of the company and employees by complying with all existing governmental and labor laws when dealing with employee issues and coaching managers and superintendents. • Investigates policy and procedure violations and makes recommendation on appropriate course of action. Monitors implementation of performance improvement process with non-performing employees. • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. • Providing coverage and delegate for the HRBP Manager – APAC during periods of absence for payroll and other key process sign offs, act as a representative at site management meetings and global conference calls as well as supervision and coaching of HRBP and Shared Services team as required. • Community Relations and Media representative of the company. Performs a variety of other HR Duties as assigned. From June 2013 to August 2014 (1 year 3 months) HR Business Partner @ • Maintain and foster collaborative effort with all site business functions and human resources team to identify, establish and share best practices. • Provide support, coaching and be a business partner to line managers to assist in people management and HR related matters. • Responsible for undertaking the recruitment process and associated activities including but not limited to; preparing position descriptions, advertising, screening candidates, Targeted Selection interviewing, interpretations of psychometric test results and reference checking. Completing Hay Job Evaluations as required. • Assist in facilitating Quarterly HR Reviews and coach department managers and superintendents through Mid-Year and Annual Performance Reviews. • Develop, interpret and communicate HR policies and procedures and keep up to date on State, Federal and Overseas legislation. • Liaise with employees, management, corporate and external providers as required on HR services in relation to recruitment, legislative requirements and employee relation matters. • Reports on human resource matters and KPI’s, with emphasis on those items that influence and impact business strategy. • Work with regional expertise leads in the areas of Reward, Recruitment, Training and Talent Management to implement policy and procedural changes to align to global standards. • Ensure confidentiality of all personnel information is maintained. • First point of contact for any community relations and media inquiries. • Perform a variety of other HR duties as assigned including assisting and leading HR initiatives and projects to be rolled out to the business. • Completed a 2 week secondment as HRBP at the Cristal Mining – East sites. From January 2012 to June 2013 (1 year 6 months) Human Resources Officer @ • Provide guidance and support to supervisors and managers on performance management and appraisals as well as assisting supervisors and managers with coaching, counselling and disciplinary issues including employee termination process. • Respond to general HR inquiries from staff and managers and coordinating arrival and induction of new employees and provide guidance in line with the conditions set out in the company’s industrial agreements. • Assist the Director of Human Resources and Training and Development Coordinator in the delivery of HR and Training services. Conduct resort orientation and other training as required. • Compile monthly HR statistics and reports including end of month report, recruitment reports, exit interviews and employee satisfaction surveys in a timely and accurate manner. • Manage the recruitment aspect of the company’s website, review incoming resumes, conduct phone or face to face interviews with internal and external applicants, distribute pre-employment information, place recruitment advertising and invoice reconciliation for advertising. • Distribute short listed resumes to Department Heads for interviewing and reference checking, liaise with Department Heads in regards to recruitment needs and applicants as well as assist in guiding and coaching Department Heads in recruitment related issues. • Establish start dates and travel arrangements with successful applicants and compose any regret correspondence with unsuccessful applicants. • Liaise with agencies in regard to positions vacant and candidates they have referred, maintain networks of hospitality related schools/colleges for graduate recruitment and assist in organising and participate in Recruitment Drives and Career Expos. • Complete Human Resources projects as set by the Director of Human Resources and any additional projects and duties required to meet the operational needs of the department. From March 2010 to October 2011 (1 year 8 months) Human Resources Administrator @ From December 2008 to March 2010 (1 year 4 months)

Business, Human Resources and Marketing @ University of Newcastle From 2004 to 2008 Veronica Sargeant is skilled in: HRIS, HR Policies, Employee Relations, Performance Management, Employee Engagement, Talent Management, Human Resources, Recruiting, Succession Planning, Personnel Management, Interviews, Training, Job Descriptions, Employer Branding, Conflict Resolution