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With a staff turnover rate of 10.73% YTD, Kraft Heinz’s approach seems to be working. Through a framework of active listening and reaction, Kraft Heinz’s ongoing twice-yearly Employee Engagement Survey helps guide development of benefits, programs and initiatives to increase engagement and reduce turnover. From a robust, meritocratic and transparent compensation philosophy to the recent development of a three-year benefits strategy under the pillars of wellbeing, balance and care, Kraft Heinz focuses on the physical, social, financial and emotional wellbeing of its employees.
With a team of 39,000+ food lovers, creative thinkers, and high performers worldwide, Kraft Heinz is one of the largest food and beverage companies in the world. Six core values – we are consumer obsessed, we dare to do better every day, we champion great people, we demand diversity, we do the right thing and we own it – drive business actions and are at the heart of everything Kraft Heinz does to create a productive, inclusive and diverse environment for employees.
With a staff turnover rate of 10.73% YTD, Kraft Heinz’s approach seems to be working. Through a framework of active listening and reaction, Kraft Heinz’s ongoing twice-yearly Employee Engagement Survey helps guide development of benefits, programs and initiatives to increase engagement and reduce turnover. From a robust, meritocratic and transparent compensation philosophy to the recent development of a three-year benefits strategy under the pillars of wellbeing, balance and care, Kraft Heinz focuses on the physical, social, financial and emotional wellbeing of its employees.
Andrea is an Employee Learning and Development professional with two years of experience who is passionate about using her skills to implement innovative and pioneering HR initiatives to drive a culture of professional development. Her strengths lay in people and relationship management, critical thinking and delivering behaviour change projects with an innovative twist. She has been responsible for introducing compliance learning tailored to our significantly diverse employee base of over 12,000 and using her skills to create engagement for and roll out of 'Altogether Autism & Neurodiversity awareness programme at The Warehouse Group. She has shifted the way our team engages with learning, cultivating a continuous learning and development culture specific to their journey.
With a staff turnover rate of 10.73% YTD, Kraft Heinz’s approach seems to be working. Through a framework of active listening and reaction, Kraft Heinz’s ongoing twice-yearly Employee Engagement Survey helps guide development of benefits, programs and initiatives to increase engagement and reduce turnover. From a robust, meritocratic and transparent compensation philosophy to the recent development of a three-year benefits strategy under the pillars of wellbeing, balance and care, Kraft Heinz focuses on the physical, social, financial and emotional wellbeing of its employees.
Andrea is an Employee Learning and Development professional with two years of experience who is passionate about using her skills to implement innovative and pioneering HR initiatives to drive a culture of professional development. Her strengths lay in people and relationship management, critical thinking and delivering behaviour change projects with an innovative twist. She has been responsible for introducing compliance learning tailored to our significantly diverse employee base of over 12,000 and using her skills to create engagement for and roll out of 'Altogether Autism & Neurodiversity awareness programme at The Warehouse Group. She has shifted the way our team engages with learning, cultivating a continuous learning and development culture specific to their journey.
www.watties.co.nz
nz.linkedin.com/company/heinz-wattie
evelien.johnston@kraftheinz.com
+642102653771
PO Box 349 Hastings New Zealand
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2017 - Present
Tenure at
current position
22
Years in the industry
EXCELLENCE AWARDEE:
Kraft Heinz - Wattie's
EMPLOYER OF CHOICE
>200 STAFF
Read on
EXCELLENCE AWARDEE:
Kraft Heinz - Wattie's
EMPLOYER OF CHOICE
>200 STAFF
Read on
EMPLOYER OF CHOICE
>200 STAFF
Kraft Heinz - Wattie's
EXCELLENCE AWARDEE:
www.watties.co.nz
nz.linkedin.com/company/heinz-wattie
evelien.johnston@kraftheinz.com
+642102653771
PO Box 439 Hastings New Zealand
Kraft Heinz is united under one vision – to sustainably grow by delighting more consumers globally – and its employees bring that vision to life. Kraft Heinz is building a legacy by making life more delicious, for both customers and employees around the world.
We are currently going through a very inflationary cycle. There's this sudden boom in the demand for construction post-pandemic, and stimulus and demand for growth everywhere, but you've also got materials, equipment, and people in the wrong place, so that has caused a bit of a bottleneck. While that will improve, and the supply of materials, equipment, and items for incorporation will become more available as the system gets back to normal, there will still be pressure on supply chains because underlying demand for construction will be high.
It learned quickly because it had to. Sites shut down, projects were delayed, contractors' pipelines were delayed, and that all feeds into challenges around liquidity and free cash flow – so it was quite tough for contractors, particularly those that weren't in the strongest position going into a completely unexpected event. But the business learned to adapt quickly, which is a real testament to it. And it looks now, with this next 10 years of apparent confidence and prosperity, to be in pretty good health.
“I’d say the key to success this past year has been sharing our vision and plans with the team. We are on this journey together, and together we will celebrate our successes.” Managing the workload amid impressive growth has been Shielded’s biggest challenge in both 2020 and 2021. “It’s been another huge growth year, and workload has remained a constant battle, but I feel this year we have grown smarter,” Brady says. To address this, Shielded created new manager roles across broking, claims, compliance and administration. The brokerage has also continued to streamline processes and leverage technology to help reduce workloads and improve customer service.
When data during the lockdown showed employees were spending more time in meetings than ever, the company implemented a “no meeting policy” outside of usual working hours and designated Friday afternoon a “no meeting zone,” protecting this time to allow employees to have a better balance. This aligned with Kraft Heinz’s commitment to creating a work environment that drives effectiveness but also allows for employees to enjoy themselves outside of the workplace.
We are currently going through a very inflationary cycle. There's this sudden boom in the demand for construction post-pandemic, and stimulus and demand for growth everywhere, but you've also got materials, equipment, and people in the wrong place, so that has caused a bit of a bottleneck. While that will improve, and the supply of materials, equipment, and items for incorporation will become more available as the system gets back to normal, there will still be pressure on supply chains because underlying demand for construction will be high.
It learned quickly because it had to. Sites shut down, projects were delayed, contractors' pipelines were delayed, and that all feeds into challenges around liquidity and free cash flow – so it was quite tough for contractors, particularly those that weren't in the strongest position going into a completely unexpected event. But the business learned to adapt quickly, which is a real testament to it. And it looks now, with this next 10 years of apparent confidence and prosperity, to be in pretty good health.
“I’d say the key to success this past year has been sharing our vision and plans with the team. We are on this journey together, and together we will celebrate our successes.” Managing the workload amid impressive growth has been Shielded’s biggest challenge in both 2020 and 2021. “It’s been another huge growth year, and workload has remained a constant battle, but I feel this year we have grown smarter,” Brady says. To address this, Shielded created new manager roles across broking, claims, compliance and administration. The brokerage has also continued to streamline processes and leverage technology to help reduce workloads and improve customer service.
www.watties.co.nz
nz.linkedin.com/company/heinz-wattie
evelien.johnston@kraftheinz.com
+642102653771
PO Box 439 Hastings New Zealand
The company provides employees with the opportunity to develop skills, with an in-depth and tailored learning and development calendar built around business fundamentals, functional academies, leadership and culture, graduates, LiveWell and Ownerversity. From technical upskilling to interpersonal and development training, Kraft Heinz takes a well-rounded approach to further employee career paths. Part of the Grad Connection Top 100 Graduate Employers for three consecutive years, Kraft Heinz boasts an award-winning graduate program. In 2021, Kraft Heinz blazed up the Grad Connection Top 100 list by 83 spots in Australia and ranked on New Zealand’s Top 100 list.
Diversity, inclusion, and belonging are a key part of Kraft Heinz’s belief system, and its people plan includes gender equality, wellbeing, Indigenous / Maori/ Pacifica outreach, LGBTQIA+ and accessibility. Each of these five pillars of focus has rigorous plans, strategies and projects to ensure the workplace is a safe space where employees can bring their whole selves to work and all voices can be heard.
Throughout 2020 and the uncertainty of COVID-19, Kraft Heinz remained agile to help employees work around difficult circumstances and remain engaged, including through the implementation of a wellbeing and reward survey created in response to the pandemic. Rolling out the hybrid working model across Australia and New Zealand incorporated flexibility while still providing the social, face-to-face benefits of being with colleagues in person.
When data during the lockdown showed employees were spending more time in meetings than ever, the company implemented a “no meeting policy” outside of usual working hours and designated Friday afternoon a “no meeting zone,” protecting this time to allow employees to have a better balance. This aligned with Kraft Heinz’s commitment to creating a work environment that drives effectiveness but also allows for employees to enjoy themselves outside of the workplace.
Kraft Heinz is united under one vision – to sustainably grow by delighting more consumers globally – and its employees bring that vision to life. Kraft Heinz is building a legacy by making life more delicious, for both customers and employees around the world.
Kraft Heinz is united under one vision – to sustainably grow by delighting more consumers globally – and its employees bring that vision to life. Kraft Heinz is building a legacy by making life more delicious, for both customers and employees around the world.
When data during the lockdown showed employees were spending more time in meetings than ever, the company implemented a “no meeting policy” outside of usual working hours and designated Friday afternoon a “no meeting zone,” protecting this time to allow employees to have a better balance. This aligned with Kraft Heinz’s commitment to creating a work environment that drives effectiveness but also allows for employees to enjoy themselves outside of the workplace.
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