Meet our People & Culture team
Our People & Culture team includes:
- Emma Trehy, General Manager People & Culture
- Lottie Shepherd, People & Culture Consultant
- Lisa Elias, Capability/Learning & Development Consultant
Emma joined Wavelength in July 2009 has over 8 years' HR generalist experience and 8 years of agency recruitment experience gained within Australia and the UK.
Lottie joined the team in June 2014 bringing 1 year of HR generalist experience and 4 years of broader HR, recruitment and compensation & benefits experience gained in the UK and Australia.
Lisa joined Wavelength in February 2017 and has over 17 years’ experience in L&D, preceded by a further 8 years in recruitment. Lisa holds an MBA and an MEd and is a Fellow of the Australian Institute of Training and Development
Emma, Lottie and Lisa have provided some helpful tips for new applicants...
Emma Trehy - General Manager People & Culture
What advice would you give to new applicants?
Deciding on your next career move is a big decision and at Wavelength we expect individuals to have thought about the reasons why a role at Wavelength is the right one for them, and why they are the right person for Wavelength.
Our recruitment strategy focusses on identifying talent who will contribute to the success of our business. To achieve this we have implemented a structured recruitment process that includes not only a series of formal interviews, but also opportunities to meet with team leaders, business managers and at least one of the Directors throughout the process. We believe this helps us ensure that an individual is right for the role and also helps the individual to assess if we are the right career opportunity for them.
Another vital ingredient to a successful recruitment process & on-going working relationship is making sure that the Culture here at Wavelength is right for you, and our interview process helps both us & you make that important decision.
We typically look for applicants who demonstrate drive, the ability to achieve outstanding results and the willingness to make a difference.
Lottie Shepherd - People & Culture Consultant
How can someone best prepare for the recruitment process?
The aim of our recruitment process is to identify high performers who demonstrate our core values and can bring that little something extra to Wavelength. A well-constructed resume and cover letter which highlight your experience to date and express your interest in the role for which you are applying are crucial. Coming to interview with a strong understanding of our organisation, our values and how you meet the requirements of the role you’re applying for are also essential. Show us why you’re unique and can add value at Wavelength.
Lisa Elias, Capability/Learning & Development Consultant
What is Wavelength’s approach to building capability?
Wavelength has always taken a generous approach to staff development, with numerous opportunities for staff to learn and grow with the business. More recently, we have developed a staff capability framework which covers all the roles in our organisation. All positions are mapped to this framework - this means that staff have a very clear picture of what is required of them, how they will be developed, and how they can progress internally. This could be down a recruitment pathway or into other opportunities.
Similarly, all learning initiatives are linked to this framework, and a clear learning strategy means we are focused on building sustainable people capability from the induction of new staff all the way through to ongoing professional development for our most experienced staff. We constantly review our content and approach to ensure you have what you need, when you need it, making sure we leverage only the most relevant resources and experiences to maximise your potential.