Sultan Mahmud

Key Business Impact: Leading the Office of the Director-General’s People and Culture services, fostering an inclusive and engaged culture while overseeing a small team to ensure efficient service delivery.  Specialist HR Support & Advisory: Providing expert advice across a broad spectrum of HR disciplines, including business partnering, executive employment, workplace relations, recruitment, performance planning, diversity, inclusion, wellbeing, and HR systems management (VicGov People).  HR Program Oversight: Managing key activities including performance and progression, flexible working arrangements, cultural awareness events, training and induction, and workforce reporting to support organizational objectives. Workforce Metrics & Data-Driven Insights: Analysing workforce metrics to drive data-informed decisions and recommendations that align with VIDA’s strategic direction and P&C initiatives.  Relationship Management & Stakeholder Engagement: Building and maintaining strong relationships with directors, managers, and stakeholders across ODG, VIDA Project Offices, and the broader transport portfolio, while representing ODG/VIDA on relevant committees.  Strategic Advisory & Governance: Providing high-level strategic advice to the Director of People and Culture, delivering briefings, recommendations, and governance frameworks to ensure transparency and integrity in decision-making processes.  Decision-Making Support & Planning: Contributing advanced knowledge to complex decision-making processes, offering strategic insights and preparing recommendations for senior leadership on sensitive and complex matters.  Stakeholder Negotiation & Influence: Influencing and negotiating with a wide range of stakeholders, balancing competing priorities and ensuring alignment with organizational goals.  Service Delivery & Performance Targets: Ensuring the achievement of service objectives, including financial, quality, and time- related targets, for VIDA-wide initiatives and strategies within the Office of the Director-General and VIDA project offices.

Key Business Impact: Drove the development of a high-performance culture by providing strategic HR guidance, policy interpretation, and workforce planning solutions, spanning:  Leadership Resources Implementation: Developed and launched leadership tools within an online management portal to enhance accessibility and effectiveness.  Strategic Workforce Development Planning: Led the planning of a large-scale Learning Needs Analysis to inform the 2025 workforce development strategy.  Leadership Capability Development: Designed and implemented an integrated Leadership Capability Development Framework, equipping employees with self-development tools and structured programs.  Performance Management Enhancement: Revamped performance management framework to ensure alignment with business planning objectives and strategic goals.  People Strategy & Capability Development: Developed a Capability & Organisational Development Roadmap to drive the execution of the People Strategy.  Talent Management & Succession Planning: Implemented a robust Talent Management and Succession Planning framework with supporting tools to ensure future leadership readiness.  Employee Engagement & Culture Transformation: Led and promoted culture transformation initiatives, leveraging data analytics to drive employee engagement and organisational change.

Key Business Impact: Led strategic HR alignment by reviewing and updating policies, procedures, and systems to support organisational objectives and compliance. Improved HR service delivery by identifying process enhancements, implementing solutions, and upskilling managers to drive performance and retention.  Organisational Development Strategy Execution: Designed and implemented OD programs aligned with the "Valuing Our People" strategy to enhance workforce engagement & capability.  Sustainable Learning & Development Planning: Developed and executed a long-term Learning & Development plan (2019–2022) to build organisational skills and drive continuous growth.  Change Management & Organisational Restructuring: Designed a tailored change management framework for restructuring and job redesign, contributing to the development of a target operating model for BHI’s Tier 1 Executive Leadership Team.  Leadership & Capability Growth: Drove capability development, improved employee engagement, and strengthened leadership effectiveness through a structured performance planning framework and change management initiatives.

Key Business Impact: Leveraged experience in developing and implementing a responsive Human Resources Management Strategy, aligned with corporate goals and tailored to remote workforce needs. Led the review and update of HR policies & procedures, ensuring compliance with strategic objectives. Managed the Enterprise Bargaining Agreement process, providing ongoing support for industrial relations, staff disputes, and conflict resolution.  Learning & Development Integration: Successfully merged two Learning & Development functions post-merger, creating a unified workforce development service, alongside developing and implementing innovative policies and strategies.  Training Needs Analysis & Cultural Transformation: Facilitated a comprehensive training needs analysis and initiated a transformative roadmap for cultural change, acting as a proactive Change Agent to ensure seamless integration and support NDIS implementation.  Mental Health Resource Development: Authored and launched the "Building Thriving Workplaces" resource, a comprehensive 40-page guide for leaders, HR, and Health & Safety teams on fostering mentally healthy workplaces.  Workplace Mental Health Initiatives: Facilitated workshops to support clients in building mentally healthy workplaces and developed a self-service mental health diagnostic tool for organisational health assessment.  Onsite Mental Health Assessments: Conducted 30+ onsite workplace mental health assessments, providing actionable recommendations to enhance mental wellbeing.

Key Business Impact: Liaised with multiple internal teams to ensure the effective delivery of HR services, including recruitment, performance management, and employee relations. Built strong relationships with Service Managers to align HR solutions with business needs. Coordinated HR functions to support People & Culture Advisors in areas such as recruitment, onboarding, talent retention, and health and safety.  Leadership Framework Alignment: Led the review and enhancement of the leadership framework and capabilities to align with the 2024 organisational strategy, ensuring leadership effectiveness.  Leadership Health Assessment: Completed a comprehensive leadership capability health assessment, providing Senior Leadership Team (SLT) with valuable insights and recommendations for targeted investment in leadership development.  Performance Cycle Modernisation: Modernised and managed the performance cycle, integrating business objectives, 1:1s, and Territory Family || Aug 2019 – Sept 2019 || Northern Territory Government Recruitment Officer Larrakia Nation Aboriginal Corporation || Aug 2018 – Jun 2019 || Human Resource Manager John Holland Pty Ltd., Brisbane || 2014 – 2018 || Office Manager / Junior Contract Administrator feedback culture with the introduction of effective tools for continuous improvement.  Leadership Development: Built leader capability in coaching, feedback, and managing difficult conversations, fostering a culture of continuous improvement.  Development Planning Strategy: Designed and implemented strategic messaging and initiatives to enhance the employee growth and development experience, addressing gaps identified in culture surveys.  Wellbeing Initiatives: Successfully delivered wellbeing and RUOK events, promoting mental health awareness and employee support across the organisation.

Key Business Impact: Contributed to the development of recruitment policies, procedures, and guidelines, and supported workforce development projects, including market allowances and overseas employee sponsorships.  Recruitment Advisory and Support: Provided expert advice to managers and selection panels on legislation, merit selection, and recruitment processes, ensuring compliance and effective hiring practices.  Bulk Recruitment Coordination: Assisted with bulk recruitment efforts and supported selection panels, streamlining the recruitment process.  Recruitment Campaigns & Expos: Coordinated successful recruitment campaigns and career expos, attracting high-quality candidates to the organisation.

Key Business Impact: Directed the development of HR strategies, policies, and performance management systems, ensuring alignment with organizational objectives. Advised managers on recruitment, training, and development, while supporting negotiations on employee remuneration and conditions. Assisted the CEO with new staff appointments. i.e. Contracts, organisational charts documentation, and orientation.  C-suite Support: Represented the organisation in negotiations with unions and employees, to determine remuneration and other conditions of employment in conjunction with CEO.  Recruitment Process Optimisation: Conducted a gap analysis of the recruitment adjustments process for the disability pathway, implementing a workflow that enhanced communication, reduced errors, and increased staff productivity.  Assessment Centre Process Improvement: Identified inefficiencies in the assessment centre process and introduced a revised approach for bulk recruitment, resulting in significant time savings for the team.  Grant Submission & Program Development: Successfully submitted a tender for the Aboriginal Workforce Grants (Dept. Business) for the Cert 3 Patrol Pilot program, securing $80K in funding to support 13 participants.  Advocacy & Representation: Advocated for and represented the interests of the Larrakia Nation, ensuring adherence to organisational protocols.  Stakeholder Engagement: Represented the Larrakia Nation at various meetings, seminars, conferences, and functions, strengthening its presence and partnerships.

Key Business Impact: Assisted in the tender process for supply and construction works, ensuring efficient execution of project logistics, staffing, and resources. Ensured compliance with Indigenous regulations, Health, Safety, and Environmental standards (HSSE), and managed supplier payments and invoicing.  Financial Management: Successfully managed project budgets, developed and implemented project payment and reporting systems, and achieved financial objectives through accurate budgeting and variance analysis.  Operational Efficiency: Developed and streamlined organizational procedures for both office personnel and site subcontractors, improving systems for filing, billing, payroll, and accounts management.  Business Rule Implementation: Co-created and implemented business rules that led to a 35% increase in team output per month.  Program Completion & Impact: Led the team to successfully finalise the program, increasing the completion rate of assessment reports from 34% in August 2022 to 100% by June 2023.  Stakeholder Resource Development: Created and published accessible resource materials to help stakeholders understand and act on their results from the People Matter Survey 2018.  People Strategy Dashboard: Conceptualised and delivered a dashboard of metrics, showcasing the year-one annual review of the People Strategy 2020.  Data Analysis & Reporting: Collected, analysed, and presented high-level data for the People Strategy 2020 Annual Report, delivering key insights to the Executive Board and People and Culture Committee.