26-27 SEPTEMBER, 2022
BRISBANE, AUSTRALIA
Rio Tinto is once again calling all of its Super People to come forward to unlock their true superpowers, and help save the company from the evil forces of slow bureaucracy. This time in Brisbane, Australia!
Be the hero that stands up and makes a change!
What’s our plan?
We’re back and eager to announce our second Super People Hackathon is arriving in Australia!! After an amazing success in Montreal earlier this year, it’s now time to give our Super People Down Under the chance to do the same! All Rio Tinto employees based in Australia are invited to submit your ideas by the 26th of August — your favourites will be voted for and developed during a unique team building event in Brisbane, Australia, over the 26th and 27th of September 2022!
Through workshops, design thinking, and all kinds of fun activities, you’ll have the chance to develop new ideas to help simplify internal people processes, reduce tedious bureaucracy, and therefore improve the workflow, and your day to day at the company.
At the beginning of April 2022, and after you voted for your favourite projects from the whopping 40+ projects that were submitted to the Super People platform, ten finalists were chosen. They met in Centre Phi in Montréal, Canada for a 2 day event where they'd have the chance to sit down as a team and work towards making their ideas into reality.
After 48 hours of hard work, it was time to pick the winning teams and with such amazing ideas, picking the winners was definitely an arduous task! The winning projects received up to $30,000 and a 3-month incubation period to develop their solutions.
Check out the video below to get the full recap of the Super weekend!
3rd Place
Global Calculator for STIP
3rd Place
Simplification of remuneration details
2nd Place
Interview Scheduling Tool
1st Place
Swift Access to IT Systems
It’s time to put your cape on, your superhero boots and gloves, and get down to the Super People Hack to release your superpowers, and use them to help fight the incessant evil force of bureaucracy and slow internal processes.
Suggest ideas to simplify and speed up internal processes — you take the lead!
Check in with your amazing mentors for support
Take part in the hackathon with a chance to win funding to make your idea come to life, fit only for the most heroic
Partake in design thinking workshops to help discover the best solutions and learn new fun ways of working
Incubate your idea with the help of agile and UX coaches
Dear employees of Rio Tinto, you are the Super People! Whether you work in the people team or not, everyone has their special ability and super skill that sets them apart. That’s why we need all of you to come and change the world — or at least our way of working. Your abilities and skills are what makes us proud of what we do. Now we need you more than ever! Have fun team building, and flex your superhero skills in activities and games.
Like the Alfred to your Batman, you’ll have a helping hand from the Super Mentors.
The 3 best solutions will receive up to
to develop their ideas!
$30,000
4TH SEPTEMBER 2022
The 10 finalists announcement
BEFORE 26TH AUGUST 2022
Submit your idea on the hackathon platform
29TH AUGUST 2022
Rio Tinto employees, vote for your favorite ideas
26 - 27 SEPTEMBER 2022
Hackathon in Brisbane, Australia — develop your solution!
OCTOBER 2022
3 month incubation phase to implement your solutions!
Being a Super Person isn’t always easy.
With the help of the Super Mentors, you won’t have any difficulty fighting the evil forces of slow bureaucracy.
Meet your mentors - basically your very own Professor X.
(Be ready, more Super Mentors will be joining!)
Yolanda Babnik
GM Products & Software
Rio Tinto
Bevan White
Senior Manager — Talent Acquisition
Rio Tinto
Sarah Pearce
People Experience, Digital
Rio Tinto
Leo Logan-Nelson
Manager Remuneration APAC
Rio Tinto
Scott Brown
Deputy Chief Information Security Officer
Rio Tinto
Chelsey Rowe
General Manager Finance
Rio Tinto
Russ Eley
Head of Exploration Data Science
Rio Tinto
Meet the Super Jury that will help you pick the hardest battle to tackle.
James Martin
Chief People Officer
Rio Tinto
Ulric Adom
Chief Financial Officer, Bus & Tech Supp
Rio Tinto
Monique Bensted
Head of Employee Communications and Business Partnering
Rio Tinto
Dan Evans
Chief Information Officer
Rio Tinto
Binyan Ren
CEO China
Rio Tinto
These Super Organisers are the reason this event is possible! They're here to help!
Priscila Gomes
Business Executive to the Chief People Officer
Rio Tinto
Duane Jensen
Manager – Partnership & Business Support, Human Resources
Rio Tinto
Melissa Pace
HR Business Partner – People function
Rio Tinto
Li Ping Kwong
Manager - Executive Reward Operations
Rio Tinto
Leo Bowers
Principal Advisor Org Effectiveness
Rio Tinto
Mélissa Bessa
Project Manager
BeMyApp
Leila Abedrabou
Project Manager
BeMyApp
Super People Headquarters
Brisbane, Australia
Any questions? Contact us at superpeoplehack@bemyapp.com
Privacy Notice: Participation in the People Hackathon is entirely voluntary. If you choose to participate, you will need to register using your first and last name, Rio Tinto email address and work location. You can also choose to share your job title and a telephone number (so that other Rio Tinto participants know what you do, and can contact you using that number).
In addition to this personal data being shared with other Rio Tinto participants, it will also be shared with Bemyapp, the company that is hosting and presenting the People Hackathon on behalf of Rio Tinto. Bemyapp is required to process your personal data for the purpose of our hackathon only, and to comply with strict contractual data privacy terms.
Currently 9+ months is dedicated to data cleansing, auditing, and processing corrections by multiple teams (ESPS, People Analytics/Systems, HRO, Rewards). IT9070 data is not static and errors are caused by employee movements (promotions, local to global band, fixed-term extensions, exceptions, etc.). Risks are overpayment and underpayment, additional ticket request, incorrect rem statements, etc.
Simplify IT9070 by making it static & maintained only if required (for changes to: STIP eligible salary, STIP BU ID, STIP target override). Eliminate changes during employee movements, contract extensions, etc. Add '"STIP start date" to Date Specs (IT0041), separate STIP information from Base Salary eligibility / LTIP.
Calculation for unpaid leave/FTE changes are done manually & bulk loaded. This global process takes a large amount of HR, ESPS, IBM hours to produce each year. This task is repeated 2X with tight turnaround times. Many areas for potential risk as it requires manual data entry. Some calcs are done by Spinifex but is not available for all scenarios & HR must validate & recalculate certain cases.
Having a global tool/calculator to calculate STIP eligible salary to capture every scenario (for unpaid leave, FTE changes, earnings vs actual, etc.) Documenting eligible and non-eligible periods of leave per country/location as per local policies.
Today the Talent Acquisition team spends a lot of time juggling the availability of the interviewers and interviewees An automated solution is key to enable self scheduling
To implement a cloud based solution in order to automate the interview process a. Hiring lead and the pannel can select their time slots and date automatically b. candidates can schedule themselves based on the next available dates c. Integration of interview rating/ scoring and interview outcome can be routed to Talent Acquisition Team automatically to processes next steps.
The unfamiliarity of our ticketing systems is the biggest hurdle for new employees when comes to asking for IT accesses. Right now they need to submit a specific form to get access to specific software, which often they are clueless about. As a result, they play ping-pong with the service desk and it takes months for them to get what they need to do their job efficiently.
As rightly said these days "DATA IS THE NEW GOLD", then why are we not using it to automate this process. Our goal is to use the data we have to find which role needs what kind of access and develop a tool to automatically create RTTMS requests. By the time new employees will start their job after the training period, they would have all the required software/folder access.