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Stephanie Manning

General Manager People and Culture

Alliance Group

Stephanie Manning was appointed general manager people and culture in June 2023 after 18 months as group manager human resources for Alliance. Stephanie has held public and private leadership roles across complex stakeholder environments, including manufacturing, health, financial services and the legal sector. She has significant experience delivering people and workforce strategies, operating model transformations and service redesigns. An employment lawyer by training, her career over the last decade has been spent delivering people strategy, finding and nurturing great talent, connecting people with purpose, enhancing culture with values-based leadership, and reimagining the experience we give people at work. With a bachelor of laws with first class honours law Stephanie was admitted as a barrister and Solicitor of the High Court of New Zealand in the early 2000’s.

SESSIONS
Day 2

2:20

Interactive Risk Scenarios 

Attendees will break into three groups to discuss practical approaches to one risk scenario. Each group will be led by an HR leader who will encourage participation as you work through the risk.


Scenario 1: Impact of budget constraints on DEI initiatives

Due to recent budget cuts, the organisation has reduced spending on Diversity, Equity, and Inclusion (DEI) programs. These initiatives were an important component of the company’s strategic goals, aimed at fostering an inclusive workplace and addressing systemic biases.


Scenario 2: Company restructure amid decline in expected growth

The business is facing a significant decline in expected growth due to a downturn in the market and shifting industry trends. To address the financial challenges and align operations with new revenue projections, the organisation has decided to undertake a major restructuring involving workforce reductions, realignment of roles, and changes to departmental structures.

Stephanie Manning, General Manager, People and Culture, Alliance Group


Scenario 3: Multigenerational workforce and different styles to working

The business values continuous improvement and provides feedback to employees through performance reviews, team meetings, and informal discussions. However, the leadership team has noticed that feedback, especially criticism, is being received differently across generational lines, leading to unintended consequences.

Hennie Peters, Chief People Officer, Open Country Dairy

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