Miranda is a psychologist with more than twenty years experience in organisational practice within the Australian Public Service. Her principle expertise is in organisational psychology, organisational development and strategic human resource management. She has a track record of implementing practical interventions and sustainable solutions to deliver employee and business outcomes in the areas of organisational culture, recruitment and selection, employee engagement, change management, training and facilitation, job analysis and design, restructures, leadership and team development, succession and career planning, performance management, values, evaluation, assessment, research design and analysis. With over 12 years experience in executive leadership roles, Miranda has held a range of executive positions in the Australian Public Sector including Director Organisational Development, Director Culture, Director Workforce Design and Strategy, Director Corporate Research and Director Workforce Planning. She has successfully led, and advised executive groups on, high priority people focused strategies and initiatives. She has a unique ability to understand the clients’ needs and to drive improvement and deliver business outcomes. Following many of years supervising provisional psychologists and holding sessional academic teaching positions across Commerce and Behavioural Science faculties at Griffith University, Miranda also supervises and facilitates provisional psychologists in the Master of Organisational Psychology program at Griffith University and is a guest lecturer at University of Queensland. She is well positioned at the cutting edge of contemporary research and practice. Miranda joined Merit Solutions in 2016.
Recruitment and Selection
Miranda has deep experience as a panel and committee member for cross agency selection and review panels, and is a seasoned interviewer and selection panel chair. With practical experience as a senior leader within government, she combines an appreciation of the realities of organisational needs with a robust understanding of effective assessment tools. She is proficient in recruitment and selection across all levels and work types, including experience across Senior Executive Service (SES) positions. She has designed and conducted both specialist and large scale nation-wide recruitment campaigns and graduate recruitment and development programs. Requiring complex stakeholder management across internal and external business partners, Miranda led one of the largest workforce refreshment selection exercises in the ATO, which assessed over 12000 candidates and recruited 850 individuals across organisational levels. Miranda also has extensive experience with psychometric, ability and behavioural assessment, delivering demonstrable improvement in selection outcomes. In addition to her government experience, Miranda’s early career included work as a Test Administrator and assessor for Saville and Holdsworth (SHL) and psychological assessment for executive candidates with Price Waterhouse Urwick. Managing the OD and HR functions in the Personal Tax business segment with the ATO, Miranda led the design and implementation of people and business practices / strategies to improve performance and build capability. In this role, she introduced psychometric, ability and behavioural assessment to the methodology for the recruitment and selection of over 1500 front line call centre staff nationally, with national longitudinal data demonstrating a 36% improvement in QA results and 23% increase in ‘progression ready’ within 12 months in comparison to previous approaches.
Organisational Development and Culture Change
As National Director, Miranda successfully led the ATO’s Organisational Development function nationally to improve performance, engagement and capability across an organisation of over 23000 employees. Leading a national team, she delivered tailored solutions to achieve sustainable business outcomes. Spanning the entire organisational development field, Miranda’s experience includes designing employee engagement programs, culture change approaches, performance management systems, leadership and succession planning strategies and organisational restructures. She has also been instrumental in guiding and supporting workforces through organisational change, drawing upon her expertise in facilitation and communication, and using psychological approaches to implement change programs including transition planning, job analysis and redesign and manager/employee support processes. Recently, Miranda drove the design of the ATO’s Culture Strategy that was the foundation for cultural transformation in the ‘Reinventing the ATO’ (2013-2020) strategic change agenda, positioning its ongoing implementation to 2020. Miranda designed the ATO Employee engagement strategy, overseeing targeted interventions to systemically improve engagement, which resulted in year on year improvement in key measures. Miranda also led a National Site Leadership function where she designed an innovative leadership approach that connected 23 geographically dispersed workplaces to build social cohesion, business connection and drive cultural change
Research and Analysis
Miranda’s expertise in qualitative and quantitative research methodologies, research design, datagathering approaches (e.g. surveys, structured and convergent interviewing and focus groups, and data analysis) has been used with clients to guide decision making, evaluate interventions and practices, establish KPIs, measure performance and identify priorities for change. She has led an evidence-based client-focused research program to inform the ATO’s strategic intent, improve business and service delivery and support measurement and evaluation of performance. Miranda advised executive committees on client and community perceptions/trends/behaviour and interventions to mitigate risk areas and drive improvement in business and service delivery.
Miranda has been recognised with various group and organisational level awards for outstanding practice and business achievement for “innovative practices in recruitment and selection”, the design and implementation of National Site Leadership strategy, and the development and implementation of an Employee engagement program.