Tim Hessell

PhD (Uni of Newcastle)
MBA (Macquarie Uni)
BComm (Ind.Rel.) (UNSW)

Tim has a unique blend of commercial experience and academic knowledge that in combination provide original thinking in leading business growth and change through creating great work environments. For over 30 years Tim operated as a senior Human Resources Executive and professional Change Manager with a focus on successfully designing and implementing new business models that worked for both companies and employees alike.

Tim has held senior HR leadership roles in blue chip multinationals including EXXON, Kelloggs and PepsiCo. Working with IBM, Tim has also consulted with clients including Telstra, Macquarie Bank, News Ltd, Westpac and McDonalds.

Tim has most recently redirected his change focus to establishing the business benefits of age inclusive workplaces through completing a PhD at the University of Newcastle in 2021. He is passionate about helping senior leaders understand the older worker as a source of competitive advantage, as a catalyst for establishing inclusive age-neutral workplaces.

His combination of deep HR expertise, extensive practical business change knowledge and contemporary research into organisation behaviours influencing attitudes to age, gives Tim the advantage of being able to bring new thinking and perspectives to companies that will help them understand the business growth opportunities age-neutral workforces present.

Government officials, business support groups and academics through their independent analysis all come to the same conclusion that having more older workers in workforces will have a major national economic benefit.

Additional academic research also demonstrates that stronger age diversity within teams associated with professional and managerial work increases both team productivity and performance.

Improving work force age diversity represents a compelling business opportunity and not a threat to the competitiveness of companies or our country.

Tim helps leaders understand the value of the older worker to business improvement and the advantages of establishing age-friendly and age-neutral workplaces.

Common problems he addresses include correcting business misconceptions surrounding older worker value, helping companies identify the major organisation policies and practices contributing to ageist thinking amongst management and recruitment teams and finally providing practical change methods that allow HR professionals to successfully embed age-neutral people management policies and practices within the business.

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