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We have recently created a brand new Mission Statement to reflect our commitment to ushering in a transformative era of work.
In today's dynamic landscape, characterised by rapid technological advancements and evolving workplace dynamics, we recognise the paramount importance of prioritising people. With the firm belief that organisations thrive when they place their people at the forefront, we aim to be the catalyst for this paradigm shift.
By fostering environments where individuals are valued, supported, and empowered to reach their full potential both inside and outside of the workplace. We envisions a future where businesses not only succeed but also contribute positively to society. Our new Mission Statement reaffirms our dedication to driving meaningful change and shaping a workplace culture that places human well-being and growth above all else.
Our client, a leading industrial manufacturer in the APAC region, is undergoing a significant transformation as they consolidate their operations from two smaller sites into one large, state-of-the-art super site in Melbourne's northern suburbs. This strategic move is aimed at accommodating the remarkable growth the company has experienced and ensuring future scalability through the implementation of best-in-class manufacturing and supply chain solutions. Role Overview: As the Project Manager for the industrial site relocation project, you will be responsible for overseeing the seamless transition of manufacturing facilities and office spaces from multiple locations into the new super site. Your role will involve managing various stakeholders, preparing detailed timelines and budgets, coordinating the dismantling and installation of equipment, and ensuring the smooth functioning of all services and IT infrastructure in the new facility. Key Responsibilities: Factory Relocation: Coordinate the dismantling of racking, plant, and equipment from the existing factories. Oversee the installation of new equipment and services in the new building, including power, air, IT infrastructure, and security systems. Manage all key stakeholders involved in the relocation process, including suppliers, contractors, and internal teams. Prepare comprehensive timeline Gantt charts and budgets to track progress and expenses. Develop and implement a factory floor layout plan to optimize operational efficiency and workflow. Office Consolidation: Manage the relocation of office spaces from three separate locations into one central office within the new super site. Plan and oversee the layout design of the new office space to maximize productivity and collaboration. Coordinate the dismantling and reinstallation of office desks, equipment, and IT infrastructure. Ensure the seamless transition of servers and IT equipment to the new location, including the commissioning of new hardware and software. Implement security measures such as key fobs and CCTV cameras to safeguard the premises. Make Good of Existing Factory: Manage the make-good process for one of the existing factories to ensure compliance with lease agreements and regulatory requirements. Coordinate the restoration of the facility to its original condition, including repairs, maintenance, and cleaning. Qualifications and Skills: Bachelor's degree in engineering, project management, or related field. Proven experience in project management, preferably within the manufacturing or industrial sector. Strong organizational and communication skills, with the ability to effectively coordinate multiple stakeholders and teams. Proficiency in project management tools and software, including Gantt charts and budgeting software. Knowledge of manufacturing processes, equipment, and facility layouts. Ability to problem-solve and make decisions in a fast-paced environment. Attention to detail and a commitment to delivering high-quality results on time and within budget. If you are immediately available to embark upon a new opportunity with an attractive day rate, please click on the apply function. Alternatively, for a confidential discussion, please contact Lewis Ironside on 0435824108 or lironside@sharpandcarter.com.au
Company Overview: I am representing a dynamic company known for its innovative approach and industry-leading solutions. With a strong focus on technology and efficiency, these guys deliver tailored services to clients across various sectors. Leveraging cutting-edge tools and expertise, they help businesses optimise their operations and achieve their goals. Trusted by industry leaders across the globe and a commitment to driving excellence and innovation in everything they do. Role description: This role will perfect for a proactive individual to take ownership of tickets and SLAs in my client’s software support team. This role involves following up on tickets and ensuring timely resolution, as well as delegating tasks within the team. Reporting to The Software Development Manager and working alongside a team of four, you'll lead the ticket management process, utilising the team's expertise to address issues efficiently. With a focus on process leadership rather than team management, this role offers the opportunity to drive efficiency and excellence in their support operations without traditional hierarchical structures. Responsibilities: Take ownership of tickets and SLAs in the software support team. Follow up on tickets to ensure timely resolution. Delegate tasks within the team for efficient handling of issues. Report to the Software Development Manager and lead the ticket management process. Utilise team expertise to address issues effectively. Focus on process leadership to drive efficiency and excellence in support operations. Essential skills: Data fixers. Can you configure applications and handle SQL with ease? Fluency in coding languages like Python, Powershell etc is essential, and exposure to Azure is a plus. Excellent troubleshooting skills are crucial. Customer focused delivery is key for this role. Flexibility and adaptability are a must. Benefits: Career progression opportunities after three years, with potential for new positions. Open-door policy supports upfront planning for career growth. Opportunity to become a Subject Matter Expert and explore further possibilities based on aspirations.
If you are commercial lawyer and are looking for a new and challenging environment then this is an opportunity you will need to consider.In this role you will advise across: Business Sale & Purchase Business Structure Corporate Insolvency Shareholder Agreements Contract Advice Franchisors and Franchisees Commercial Leasing Off the plan contracts Some property Litigation In order to be considered for this role you will have at least 5 years PQE. You will have a broad exposure to commercial law. You will also have good drafting, negotiating, analytical and client facing skills. How to applyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Adam Kumaraswamy on 0414223338.
Organisational Profile Our client is one of Australia's largest in their industry and located in the CBD. With a global presence, this business has a long established reputation for integrity and professionalism. They boast a high performance culture which rewards success with excellent career opportunities and a supportive environment. Position Description Reporting to the Credit Manager and working within a team of 3, your role will include but not be limited to the following duties: Looking after a ledger of key, high value accounts Following up on outstanding accounts Issuing credits, recharges & journals Account reconciliations Monthly reporting as well as; Other ad hoc duties assigned by your Manager Ideal Candidate Previous experience in a similar Credit Officer role within a medium/large organisation Strong interpersonal skills and an ability to discuss problems with clients and determine solutions Highly developed analytical and problem solving skills An ability to work under pressure and prioritise urgent work Ability to work cooperatively within a team environment How to Apply To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Chris Belegrinos on 0422 162 015, quoting Ref No 617226
The CompanyOperating within the logistics & distribution space, our client has a strong Asia-Pacific presence. It is a fast-growing organization that has experienced sizeable growth locally & globally, having acquired and maintained large reputable customers. It is an outstanding opportunity to get a chance to develop within a business that will offer career progression opportunities. The ResponsibilitiesReporting to the Senior Financial Accountant, your responsibilities will include (but are not limited to): Preparation of Income tax including FBT and BAS Involvement with Payroll Tax Prepare and review month end processing including reconciliations and journal entries. Consolidate monthly, half-year and year end accounts and report packs cashflow forecasting Identifying and implementing process improvements Maintain control analysis and provide commentary and insights on consolidated P&L Assist with budgeting and forecasting Review and maintain internal controls Assist with External Auditors Review and assist with process improvements Skills and Experience Strong technical acumen - owning month end, preparation and lodgment of BAS, GST, payroll tax CA/CPA qualified or working towards Excellent communication and interpersonal skills Ambitious and eager to learn - our client is big on mentorship & coaching with career progression opportunities waiting for you! Additional Benefits Value add role with high level of exposure to senior management Parking on-site Friendly and collaborative team environment How to ApplyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Anchal Sachdeva at asachdeva@sharpandcarter.com.au, quoting AS113355.
About the role This is an exciting opportunity for a positive and eager Accounts Payable Officer to join a meaningful business on a temporary basis. The role will involve Accounts Payable duties including entering invoices, matching to PO's, processing invoices, reconciling accounts, reporting and assisting with system integrity. The company is based in Western Sydney, and would love someone to join the team as soon as possible.ResponsibilitiesPlaying a key support role within the business, you will be responsible for: Entering invoices into the system Entering purchase orders into the system Processing invoices Liaising with key internal and external stakeholders Responding to queries from fellow employees Assisting with payment runs Reconciling accounts Master data and assisting with system integrity Ad hoc duties as required Skills / Experience: Prior experience within an accounts payable role Strong attention to detail Good accuracy Excellent written and verbal communication skills Proactive, flexible approach to completion of work Strong organisational and administrative skills Great Communication Skill
What is workplace diversity? Diversity in the workplace is about hiring employees who bring diverse identities to an organisation, reflecting an intersection of ethnicities, religions, physical abilities, races, sexual orientations, educations, life experiences and more. Workplace diversity isn’t merely a trendy term or optional feature within your organisation; it is an essential priority that influences the way your business operates, the community it fosters, and what your brand image looks like. Why is it important? Having a diverse workplace should be a core value ingrained in your organisation, as it allows employees to feel comfortable to share ideas, collaborate and feel respected at work. There are many benefits that result from workplace diversity: Enhanced creativity:By hiring diverse employees, you will gain fresh perspectives and unique ideas that set you apart from other organisations. Better customer understanding: A diverse workplace can more effectively engage with and understand a varied customer base, boosting customer satisfaction. Improved brand reputation:Being recognised as an employer that prioritises diversity will enhance your brand reputation and foster an inclusive reputation. Expanded talent pool: Hiring staff from differing cultures and backgrounds will naturally create a larger talent pool and extend attraction to a diverse range of talent. How to improve diversity in your workplaceThere is no quick fix that will single handedly elevate your diversity and inclusion efforts, but taking stock of your current staff demographics and prioritising a broad range of employees is a great start. Ensure that you connect your employees with personalised opportunities to increase job satisfaction and promote a diverse range of development options.Focus on creating a diverse leadership team to ensure that you lead from the top, and make sure to celebrate differences within your organisation. This will increase employee retention and promote an inclusive and comfortable workplace environment.
To attract top-tier talent for your company, a thoughtfully crafted job advertisement is essential. 90% of employers struggle to identify qualified candidates (Flynn 2023), which unfortunately stems from weak ads deterring strong applicants. It is important to understand why a job ad might not be grabbing the attention of strong candidates. Here are some reasons for the problem: Vagueness in job descriptions and necessary skills Creating an intimidating prospect by overemphasising job requirementsNeglecting career growth opportunities Lack of visual appeal To combat these issues, it is essential to know how to craft an ad that will appeal to your target candidates. Here are some strategies: 1. Create a compelling job titleTo capture a candidate's attention, avoid using generic titles and instead use descriptive words that highlight the unique selling points of the job. 2. Write an engaging job descriptionNot only must the title be captivating, but so must the introduction for the role. Start by highlighting the main aspects of the position and follow with the benefits and opportunities available. This will set an optimistic precedent for the candidate, indicating that the job is not just a tick-box role, but rather a developmental position. 3. Use key words effectivelyEnsure that you strategically include words that are industry specific, and intertwine these within the title, description, and qualifications sections.4. Showcase company values and culture In today’s landscape, candidates not only look for the perfect job, but also an aligning culture. Devote a section to highlight the company’s mission and values to help candidates understand the organisations culture and whether it is the right fit for them. 5. Format for visual appeal Ensure that you lay out the content in digestible sections, using bullet points, subheadings, and bolded words. This will draw attention to key details and visually entice candidates.6. Enhance with visualsIt can be overwhelming to look at a job ad that is purely word-based, so be sure to include relevant images that represent the role and company to increase visual appeal.Dedicating time and energy in crafting engaging job ads with these tips will make the advertised role stand out and and ensure recruitment success. Reference:Flynn, J. (2023) 20+ essential hiring statistics [2023]: Everything you need to know about hiring, Zippia. Available at: https://www.zippia.com/advice/hiring-statistics/#:~:text=90%25%20of%20employers%20struggle%20to%20find%20skilled%20candidates (Accessed: 04 March 2024).
Our recent 15-year milestone served as a celebration of our people and the business we have built together. Everyone has played a crucial part in creating this special organisation - from our Partners, Consultants and Graduates to our ESAs, Marketing Team, Finance Team, IT Support, and Commercial and Wellbeing Teams. We have all contributed to living and championing our culture and values, leading us to where we are today. Our CEO and Managing Partner, Stephen Carter, believes that “we are a group of people who are doing things differently. We are proving that care, trust, generosity, humility, and excellence lead to an incredibly successful place” as evidenced by our annual growth of 40%. To acknowledge this commitment and our purpose, we feel it is important to encapsulate our organisation's ‘Why?’ into a new Mission Statement. A statement that answers the questions, ‘Why do we exist?’ and ‘What do we hope to add to the world beyond the traditional foundations of recruitment?’.After much consideration and refinement, we present Sharp & Carter’s new Mission Statement: ‘To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.’We aim to set an example for the world by demonstrating that a culture of uncommon care is the key to unlocking the potential of both organisations and people. Not only are we passionate about our own team, but also about everyone that is involved with our company, making us an organisation that brings humanity and understanding to recruitment. We are immensely proud of our people for their efforts in creating this catalyst for a new era of work and recruitment.
Get ready to celebrate International Women’s Day (IWD) on March 8th! It’s that time of the year when we come together to honour the incredible achievements of women within S&C and reaffirm our commitment to diversity, equity, and inclusion within our business.This year’s theme is ‘Inspiring Inclusion’. Inclusion is how well and easily people can fully connect and engage with people across all types of differences. Practically, it is how businesses, leaders, and individuals provide ways that allow everyone across multiple types of differences, to participate, contribute, have a voice, and feel that they are connected and belong, all without losing individual uniqueness or having to give up valuable identities or aspects of themselves.Inspiring action is not just a statement—it's a call to action that aligns with our values. It reminds us that gender equality is a journey, not a destination, and each one of us plays a vital role in creating a more inclusive workplace. Let’s use this day to amplify the voices of women, challenge stereotypes, and advocate for equal opportunities in every sphere of life. We want YOU to be a part of the action. Here’s how:Make sure you attend your in office IWD celebration. By coming together, you not only show your support for gender equality but also acknowledge the unique talents, perspectives, and leadership that women bring to S&C. This sends a powerful message of appreciation and encouragement to the women who inspire us all. It is an opportunity to talk about their experience of workplace equality, breaking down barriers, and the importance of male allies.Making commitments to ‘inspiring inclusion’ is just the beginning; it's our actions that truly make a difference. We are asking teams to think of one practical action they can take to foster a more inclusive environment. Whether it is being aware of and managing our unconscious biases, ensuring all voices are heard when making critical decisions, or organising a community outreach event, every effort counts! You may want to on the commitments made during IWS 2023.We want someone passionate within teams to lead and keep the focus on this throughout the year. That person maybe a partner, director, manager or consultant – we all have a part to play. Email your team’s goals to HR by March 18th, 2024. Let’s make this International Women’s Day one to remember!We will share a resource to help you to create those commitments and action on our journey towards greater inclusivity and equality.How aware are you of your own unconscious bias?Unconscious bias refers to attitudes or stereotypes that influence our understanding, actions, and decisions in an unconscious manner. Being aware of it is crucial because it helps us reduce its impact on our decisions and behaviours. By acknowledging our biases, we can make more fair and objective judgments, leading to better outcomes in areas such as hiring, promotion, and overall interactions with others. Check out the Ted Talk of Gail Tolstoi Miller, an American recruiter and career coach with over 20 years industry experience and over 15,000 job placements. She shares her own personal story of unconscious bias in her recruitment decisions and how she now practically challenges. Cheers to the incredible women, at work, home and in our community who inspire us every day!
When presented with this question, the interviewer is seeking insights into your professional goals, and envisioning your future, dreams, and ambitions. They are interested in understanding whether your career aspirations align with the company's vision and structure. Ensure that your answers are meaningful, sincere, concise, and both aspirational and realistic. Demonstrate how your professional goals are interconnected with the value you can contribute to the company. The importance of career aspirations:Companies value your aspirations and motivations. Clearly expressing your career goals and commitment to improvement showcases your enthusiasm and direction in your professional journey. This not only strengthens your candidacy but also underscores your readiness to work diligently and enhance your skills—a quality highly prized by employers. Identifying your career aspirations:Discovering your true career aspirations involves a journey of self-reflection and growth, requiring an understanding of your interests, strengths, and values.Here are 3 tips on how to discover and pursue your career aspirations:Self-Reflection: Identify and acknowledge where your strengths, skills, and talents lie to align your aspirations with areas in which you excel.Exploration and Research: Explore various industries, job roles, and professions through resources like career websites and informational interviews.Goal Setting and Guidance: Establish short and long-term career goals, outlining the skills and experiences needed to fulfil these. So… the most important stage; how you answer the question, "What are your career aspirations?" When asked about your career aspirations in an interview: 1. Express Enthusiasm: Begin with enthusiasm and gratitude for the opportunity.Short-Term and Long-Term Goals: Share immediate career goals aligned with the position and briefly discuss long-term vision.Align with Company:Connect your aspirations to the company's goals and values.Emphasise Learning: Express eagerness to learn and grow professionally.Commitment: Conclude by highlighting your commitment to contributing meaningfully. Remember to keep your responses concise and tailored to the specific job and company. Personalising your answer demonstrates your genuine interest in the job.
As Sharp & Carter celebrates its 15-year anniversary this month, founder Stephen Carter shares 15 insights that have been instrumental in shaping the company's success. From the foundational importance of culture to the transformative power of trust, Stephen delves into the core principles that have guided Sharp & Carter's journey. Through anecdotes, reflections, and wisdom gleaned from years of experience, he offers a compelling narrative on topics ranging from leadership and employee engagement to the deeper purpose of business in today's world. Join Stephen as he explores 15 things he has learnt in 15 years that have contributed to Sharp & Carter’s success. 1. It all starts and ends with culture.The success we have enjoyed at Sharp & Carter has been primarily due to our culture of: Trust; Care; Generosity; Humility and Excellence. We have all heard the expression “Culture eats strategy for breakfast” and this has been very true for us. Over the past 15 years our culture has been a starting point in how we interact with our most important asset – our people, and it provides guidance when it comes to making decisions within the business. 2. What is and isn’t commercial?One of my favourite interview questions for C-level staff is “Tell me what the word commercial means to you?”. 99% of people talk about profitability, most talk about cost management, the better ones talk about value, but it always surprises me how few of them talk about sustainability. Over the past 15 years, we have found that the more decisions you can make that benefit the long-term sustainability of the business even if there is a short-term cost or downside, the commercially better off you are. 3. How do you ensure that your customer experience is excellent?Most senior executives are not front-line staff in dealing with customers. So how do you ensure that the people who are dealing with your customers are providing an outstanding experience? I like what Simon Senik and Richard Branson say on this and their approach has been the reason why we have won industry awards for our customer experience: “Customers do not come first. Employees come first. If you take care of your employees, they will take care of your customers”. Like it or not, no matter how much training you do, your customer experience is directly linked to your employee experience. 4. The importance of trust.In trying to run and control your business you will need to decide whether you prioritise policies and procedures or whether you prioritise trusting your people. At Sharp & Carter, we have policies and procedures, but we prioritise trust. We have found it a much more effective way to control the business and whilst it has similar downsides to policies and procedures it has delivered way more upside. 5. I am not the Oracle. "Psychological safety is the shared belief that it is safe to speak up in the workplace and take risks without fear of being blamed or criticised. Employees who feel psychologically safe are more likely to test the status quo, admit mistakes, view failure as a growth opportunity, and be their authentic selves". Your business will be so much more successful if you as a CEO or leader are not the sole source of ideas. More often than not the best ideas are going to come from your people and for them to share those ideas you need an environment where people feel valued, trusted, and secure. 6. Generosity.Lots of owners, entrepreneurs and leaders often criticise staff for being takers. “They just come in, do as little as possible and take their paycheck – their attitude is unbelievable!!” In fact, in most cases these people are “matchers” – they just match the generosity that they have received from the employer. If you want your people to “give” – “give extra effort”, “give extra time”, “give extra care” then it starts with the leaders and the business to be generous and be “givers” first. Lots of companies proudly proclaim that they need their people to do more with less. It is hardly surprising when this proves to be either unsustainable or a mirage. 7. You are leadership.As a leader, it is really helpful if you live your life in a way that other people are comfortable emulating. If you work 100 hours a week, and never see your children or your partner, then for lots of people that is not a price for leadership they will be willing to pay. Consequently, people will leave you because they don’t want that future. Additionally, if you are rude to the waiter, and talk about people behind their backs, then people won't respect what you do outside of work and will leave you because they don’t respect you. Who you are is a huge part of the effectiveness of your leadership. 8. Employee cost.Almost every organisation in the world says a version of “Our people are our most important asset”. But 95% of these organisations will also analyse their employee costs. Which is it? A cost or an asset/investment? Many fail to understand that when they reduce their employee costs they are reducing the investment in the most important part of their business. Any reduction in investment should be done very very carefully. 9. Talent acquisition.Your ability to attract quality people into your organisation will be the fuel for your future growth. Yet so many organisations do not spend nearly enough time on differentiating themselves as employers. When taking job briefs, we ask about the culture of the organisation and an unhealthy number of organisations say a version of “We have a supportive and caring culture where everyone works as a team”. It might be true, but it does not differentiate that organisation when talent is deciding who they are going to join. 10. Strategy is not a growth plan.Too often organisations confuse their growth plans as strategy. “We have a strategy to double our turnover to be $100 mill in the next 5 years”. This is not strategy. Strategy is better defined as “the continuous improvement of your competitive advantage”. The Sharp & Carter strategy is that we continually improve how we retain and support our people. From that strategy, we have grown at 40% p.a. for 10 years. 11. Feeling overwhelmed?Calmness is a word we use a lot at Sharp & Carter when talking about leadership. But in order to be calm you need to know where you are, whilst you try to undertake the confusing task of setting the direction of where you want to go. Tell the truth, be yourself, and at least you will always know your starting point even if the future direction is uncertain. 12. Embrace ownership.Stop blaming and deflecting. Everything that happens in your team or your business is your fault. The problem exists because you didn’t train correctly, you didn’t communicate clearly, you didn’t set the right culture etc. etc. If you take accountability for everything it empowers you to fix it. If it is someone else’s fault, then you are powerless. 13. Why does your business exist?If your business exists to make returns for shareholders it is unlikely to be enough for Gen Y onwards who want to contribute more to the world than making rich shareholders richer. You need to exist for bigger things that your people can get behind. At Sharp & Carter, we exist “To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.” 14. Greed kills businesses.Along with our culture, the other most significant factor in our success has been our Partnership structure. Essentially, we are an employee-owned business - there are 35 equity owners (all of whom work within the business) in Sharp & Carter. As an example of the power of not being greedy - in 2022 I owned 100% of a Supply Chain, Engineering and Operations recruitment business....... that didn't exist. I now own 17% of an incredibly successful one that does. Too often businesses try to take as much as possible in the deal and our experience underscores that having an ‘abundance mindset’ is incredibly powerful. 15. Businesses' responsibility goes beyond work hours.The predominant force of our time is business. It is no longer the church, the crown, or the government. Every business has a responsibility to their people, their customers, and their society. We have been able to drive a competitive advantage with our people by trying to help them navigate the inevitable challenges that happen outside of work. It has resulted in better engagement, lower turnover levels, and much higher productivity in our people. Our appointment of a qualified psychologist as our Head of Wellbeing and High Performance is tangible evidence of this approach. If anyone is reading this and wants to discuss culture and leadership, please do not hesitate to give me a call on 0411 543 833.
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