1. ®
Kenneth John Mitchell Hunt CAHRI
LABOUR/INDUSTRIAL/EMPLOYEE RELATIONS PROFESSIONAL PROFILE OVERVIEW
1. Labour Relations/IR/ER ROLES
ROLE INDUSTRY SUMMARY ACTIVITIES OUTCOME ENVIRONMENT
IR/ER
Consulting
Specialist
-Australian
Federal and
Queensland
Jurisdictions –
Oceania – New
Zealand - 10
years
• Local Gov
Queensland - 72
Councils
(including Island
Councils)
covering general
local authority
services (total of
44,000
employees)
• Local Gov in
NSW, WA and NT
• Private Sector -
FWA Jurisdiction
• Enterprise Bargaining
• Award/Agreement
Interpretations and
Industry Help Desk
• IR/ER Problem Solving -
Tribunal Hearings/Dispute
Conferences; Performance
Management/Mediation/
• Workplace Investigations
• Specific Industry and Public
Sector Legislation operating with
general Employment Law;
Communication and relationships
with Central Agencies
• Unions - CFMEU-
ETU/PGEU/Construction/FEDFA
, AMWU, AWU, A/QSU-Public
Sector Union, APESMA
• Tribunal Proceedings –
Conferences, Hearings;
Award/Agreement
Interpretations; research;
Reports Prep; Board/CEO
Papers; IR/ER strategy
• Enterprise bargaining based on
“productivity based” bargaining
ROLE INDUSTRY ACTIVITIES OUTCOME ENVIRONMENT
National
HRM/IR - based
in Darwin N.T.-
2 Years
• Federal Gov GOC
- Replacing Food
Stores on
Indigenous
Communities -
Australia - Wide
coverage
• 30 worksites -
From 4 to 300+
employees
(eventual
expansion to 180
worksites and
1000+)
• Establishing from “de
novo” a complete HRM/IR
Strategy for a “start-up”
GOC funded through
Indigenous Business
Australia;
• IR/ER across 4 states and
the N.T.
• Recruitment - Safety
-Training and Development
-Performance
Management across 4
states and the N.T.- REM
Policy
• Accommodation/Asset
Management - Remote
Communities - Fleet
Management
• Establishing formal ER/IR
Policies Framework where none
existed; Award/Agreement
Interpretations; research;
Reports Prep; Board/CEO
Submissions; IR/ER strategy
development within HRM
Strategy; significant “lean”
efficiencies
• Individual and Collective
Agreements - Clerical and Shop
Assistant Unions
• Significant IR/ER /Agreement
requirements across state and
federal jurisdictions; Tribunal
Conferences regarding
termination and redundancies;
grievances - performance
management - workplace
investigations
January 2016 KJMH

2. ROLE INDUSTRY ACTIVITIES OUTCOME ENVIRONMENT
Regional
HRM/IR - QLD –
2 years
Plus Change
manager –
IR/HRMIS – 3
years
Total 5 years
Public Health -
• HRM/IR - 72
work locations;
11,000
employees; 11
direct HRM
reports
• IR/change -
HRMIS
Implementation -
8500 employee
worksite; Whole
of Gov Shared
Services
HRMIS/Training;
Departmental; IR
Central Unit
• Strategic and operational
management of 200+ staff
across 11 Districts
• Introduction Shared
Services Concepts
• State-wide EBA
negotiations-employee
presentations
• Restructuring and
Significant Change due
regionalisation of HRMIS
Functions
• Very Unionised and change
resistant culture - particularly
from middle management;
Award/Agreement
Interpretations; research;
Reports Prep; Board/CEO
Submissions; IR/ER strategy
development within HRM
Strategy; Productivity
improvements
• Unions - AMA, ANF/QNU,
A/QSU - Allied Health – Admin,
AMWU, CFMEU - ETU/PGU/BTU
• Outmoded operational IR
practices review; Monthly
Unions Consultative Committee
Forum; Termination and
Dismissals;
• Industrial Commission
Proceedings- Compulsory
Conferences; Public Sector
Appeals Proceedings; Office of
the Public Sector Commission
re Performance Management -
Grievances - Workplace
Investigations
ROLE INDUSTRY ACTIVITIES OUTCOME ENVIRONMENT
IR/HRM
Specialist -
Retained
Consultant over
a further 10
Year Period
whilst working
with Other
Clients
• GOC - Research
and
Development -
Austral
• Wage Hearings including
State Wage Cases
• Enterprise Bargaining
Agreements
• Termination, Change and
Redundancy issues various
Research Station locations
Queensland and NSW
• Introduction of formal
IR/HRM Framework –
workforce development
strategy
• Dealing with general
Employment Law legislation in
consort with required
consultation with Gov Central
IR Agency; Sharing Policy
responsibilities; Improved
business efficiency model
• Unions -CFMEU-
ETU/PGEU/Construction/Buildi
ng Trades; AMWU, AWU,
A/QSU-Public Sector Union,
APESMA
• Restructuring and redundancies
- Terminations and Dismissals
• Macro and Micro
Award/Agreement
Interpretations; research;
Reports Prep; Board/CEO
Submissions; IR/ER strategy
January 2016 KJMH

3. ROLE INDUSTRY ACTIVITIES OUTCOME ENVIRONMENT
IR/Change
Specialist -
Retained
Consultant over
a 2-Year Period
whilst working
with other
Clients
Very significant
Project
GOC - Electricity
Distribution and
some generation -
NSW - 5000+
employees
• Merger Project - 7
Electricity Authorities
• Development and
Establishing
Implementation IR/Change
Strategy
• Redundancy/Retrenchmen
t selection strategies plus
retraining and re-
orientation of retained
employees
• Assisting with the merging
of 7 Enterprise Bargaining
Agreements and
application of Parent
Awards and New
Agreement to new
“merged” environment
• Government sponsored Project
requiring significant
consultation and interactions
with Gov Central Agency, State
District and local Union
Officials; refreshed Business
model leading to significant
business efficiencies
• Significant activity working
directly as a Team with new
HRM Role created as part of the
merger
• 2500 employees made
redundant
• Unions - Unions - CFMEU-
ETU/PGEU/Construction/FEDFA
, AMWU, AWU, A/QSU-Public
Sector Union, APESMA
ROLE INDUSTRY ACTIVITIES OUTCOME ENVIRONMENT
Chief Industrial
Relations
Officer;
IR Specialist -
Regional Officer
to Chief; 10 +
Years
Manufacturing
(Sugar) -
Agriculture, Milling
and Bulk Export-
Australia - across
1800Kms of
Australian Coastline
• Complete Industry
responsibilities for
strategic IR Policies and
reflective Industry Awards
and Wage campaigns,
National and State Wage
Cases Submissions;
Preparation of 3 successful
“Economic Incapacity” to
pay State Wage Cases;
New Awards/Award
Clauses, Industry and
Enterprise Agreements;
Classification Reviews;
New Classification creation
and Relativities
• As originally as part of a
Team – then leading that
Team - Consultation with
and handling relationships
with originally 33
Factories, 10,000+ farmers,
2000 Harvesting
Contractors, 10,000
employees, 11 regional
Districts, including Bulk
Shipping
• Whilst ostensibly in the Private
Sector, Industry politics
required extensive
communication with
Government Agencies given the
industrial relations influencing
nature of the Industry;
Significant consultation and
interactions with Gov Central
Agency, State District and local
Union Officials; extensive inter-
Industry communication and
collaboration; Business Efficient
Production
• Significant activity working
directly as a Team then leading
the Team – significant research
Projects; Preparation extensive
economic and employment law
submissions
• 100% Unionised environment;
Unions - Unions – AWU,
CFMEU-
ETU/PGEU/Construction/FEDFA
, AMWU, ASU-Private Sector
Union, APESMA;
Waterfront/Maritime Unions
January 2016 KJMH

4. 2. PROFESSIONAL DEVELOPMENT:
1) Masters of Employment Relations – University of Queensland – Current; (former studies (Part)
Law/Business – University of Queensland);
2) Graduate Certificate Mt Eliza Enterprise Bargaining Program;
3) Graduate Certificate Redundancy and Retrenchments - University of Sydney Business College;
and
4) AHRI – Current Certified Professional Level being reviewed for Fellow Membership.
January 2016 KJMH