Headquarters:
2 Laguna Street, Vaucluse, NSW 2030
Year founded:
2010
Number of employees:
500
Phone:
02 9366 7000
Email:
slewington@markmoran.com.au
Website:
markmoran.com.au
LinkedIn:
linkedin.com/company/mark-moran-group
“We drive an inclusive, diverse and collaborative culture that empowers our people to get things done and to deliver results”
Anjanette Murfet,
Accolade Wines
MARK MORAN GROUP
Mark and Evette Moran
Co-CEOs and Co-Founders
Sally Cox
Clinical Operations Executive
Mitchell Mackay
Director of Nursing, Vaucluse
Leadership
Mark and Evette Moran bought their first aged-care facility in 2010 in Little Bay with the dream of creating gold standard excellence in aged care. Mark has decades of experience in health and aged care, and Evette has decades of experience in design and wellness. Their combined expertise and passion truly make Mark Moran Group’s facilities world leading and cutting edge in lifestyle. Testimony to this is that Mark Moran Group continues to be Australia’s most awarded aged-care group.
Co-CEOs and Co-Founders
Mark and Evette Moran
Sally Cox brings over 26 years of extensive experience to her role at the Mark Moran Group. She has a background in registered nursing and has held several directorship roles. Sally is a member of the Australian Gerontological Association and is passionate about treating all older people with dignity and respect while promoting independence and choice. Her role is to oversee the governance and performance of the Group’s three aged-care facilities.
Clinical Operations Executive
Sally Cox
Mitchell Mackay brings over 20 years of experience and knowledge in the Aged Care industry to the role of Director of Nursing at Mark Moran Vaucluse. An experienced Registered Nurse that has held several Clinical Management roles, he has a transformational approach to Nursing Management with a clear resident focus. He leads the clinical and care teams with dedication, drive and desire to achieve resident satisfaction, quality care delivery and a culture built upon valuing individuals.
Director of Nursing, Vaucluse
Mitchell Mackay
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Madhab Raj Paudel
Director of Nursing, Little Bay
Madhab Raj Paudel’s passion has always been caring for the elderly. He joined the Mark Moran Group in 2011 as a registered nurse. He has since progressed within the company, first as care manager (2012–15), education and quality manager (2016) and deputy director of nursing (2016–19). He was appointed director of nursing in March 2019. Paudel relocated to Australia in 2007 and decided to dedicate his career to aged care after working in palliative care in Brisbane hospitals.
Director of Nursing, Little Bay
Madhab Raj Paudel
Ravi Prasad
Director of Nursing, Warrawee
Ravi Prasad has been a long-term clinician working with the Mark Moran Group in the Little Bay facility since 2015. He has performed various management roles at the Little Bay facility, including as deputy director of nursing, where he worked tirelessly in developing his teams and promoting a positive and healthy culture for both residents and employees. Prasad’s strengths are his leadership style, business acumen, and well-developed emotional intelligence.
Director of Nursing, Warrawee
Ravi Prasad
As the most awarded aged-care group in Australia, Mark Moran Group is renowned not only for its upstanding service to residents but also for its exemplary employee care.
“We have had registered nurses 24/7 for many years and encourage our leadership teams to be on the floor and taking an active role in employee morale. Our values are promoted, and we look to engaging employees whose value ethos align with ours,” says Malcolm Day, senior people and culture leader.
As a top employer, the company maintains amenity rooms for employees across its facilities in Vaucluse, Little Bay and Warrawee and provides fresh snacks to staff every day.
To maintain an engaged workforce, Mark Moran also provides employees with incentives through referral fees, awarding $500 to any team member who refers a permanent employee who stays past probation.
Awards are also given to employees who promote roles on their own social media sites.
Day says, “This initiative not only provided more candidates than [traditional job postings], but also contributed to a better workplace culture – working on the premise that employees would only recommend those candidates with whom they would want to work and who would fit into the culture.”
To further bolster engagement and combat turnover rates, in April 2022, the organisation undertook a review of employee wages and subsequently increased all frontline hourly rates by 10%.
“This was a very powerful message about the dedication of the leadership team to [employees] and led to a decrease in attrition and an increase in applications for vacant roles. In an industry where statistically 39% of aged-care workers intend to leave the industry in the next three years, Mark Moran saw stability comparable to pre-Covid conditions and a decline in attrition,” Day explains.
Crucial to the firm’s success and ongoing performance is the enthusiastic involvement and presence of co-CEOs and co-founders Mark and Evette Moran.
“Their leadership style is consultative and humble. They take an outstanding interest in both the residents and the workforce alike and are always approachable and keen to talk to all levels,” says Day.
Additionally, Mark Moran conducts engagement surveys and runs focus groups with employees to understand how to increase employee satisfaction. As a result of focus groups, initiatives have been launched, such as a monthly staff newsletter, and opportunities for staff to select preferred shift times to promote greater work-life balance.
Employee training and education is also a central value at Mark Moran. The firm seeks to promote from within and supports staff who seek out additional training.
“At Mark Moran, we are proud of the length of tenure of our leadership cadre – not only the length of time leaders have worked at Mark Moran, but the fact that many have risen through the ranks of the Group,” adds Day.
Mark Moran is diverse in the composition of its workforce. Like many aged-care facilities in Australia, the organisation has a 70% female population, as well as a high percentage of employees from the Indian subcontinent, especially Nepal. Its co-CEO is of First Nations heritage and the Group has a majority female board. As a top employer, the firm ensures that diversity, equity and inclusion are actively promoted throughout its code of conduct and its day-to-day culture.
“We have zero tolerance for rudeness or cruelty. At all facilities, there is a sense of family within the employee groups and a sense of pride in their roles,” says Day.
“From our wineries and operational sites to our corporate offices and beyond, we want everyone at Accolade, regardless of their gender, to have equal opportunity to realise their potential”
Anjanette Murfet,
Accolade Wines
Max Moran
Sales and Development Executive
James Moore
Chief Financial Officer
Polo Guilbert-Wright
Director, Government Affairs
Simon Williams
Chief Strategy & Distribution Officer, Arch Insurance International
and Active Underwriter, Syndicate 1955
Max Moran is responsible for property development at MMG, and oversees a team that maintains, manages and sells the industry-leading apartments in the Group’s portfolio. Passionate about development and design, he leads the acquisition and review function for the Group, always with an eye for world-class and leading trends, both Australian and internationally, to inform the Group’s strategic positioning and client-centric ethos.
Sales and Development Executive
Max Moran
Serving as the CFO at Shamrock Equipment & Shamrock Site Services for the last three years, James Moore has recently taken on the role of CFO for Shamrock Civil. He plays a major role in providing direction and developing strategies for business growth. He comes from a finance and IT background with over 20 years’ experience working within the mining sector. Moore’s goal is to improve the financial forecasts and budgets, and to streamline business processes. Before joining the Shamrock team, he was an accounts manager at Hancock Coal from 2011.
Chief Financial Officer
James Moore
Polo Guilbert-Wright has over 17 years of experience working in government relations, public policy and communications in Australia, New Zealand, and the United Kingdom. He has worked for and with state and federal governments throughout his career across a range of sectors, including within the medical technology sector, which has been involved in some of the most challenging reforms in the past decade.
Prior to Edwards Lifesciences, Guilbert-Wright worked for MTAA, and the UK government and Home Office. He holds a Master’s in Public Policy and Administration from the London School of Economics and degrees in Arts/Law from the University of New South Wales.
Director, Government Affairs
Polo Guilbert-Wright
Kimi leads the Estate Planning and Wealth Protection team and is a member of the Society of Trust and Estate Practitioners. She understands the complex and delicate nature of family estate planning, the technical requirements around probate and estate administration, and the importance of preserving wealth for future generations. Her advice is accurate, commercial, strategic and tailored to each situation.
Partner
Kimi Shah
Kimi leads the Estate Planning and Wealth Protection team and is a member of the Society of Trust and Estate Practitioners. She understands the complex and delicate nature of family estate planning, the technical requirements around probate and estate administration, and the importance of preserving wealth for future generations. Her advice is accurate, commercial, strategic and tailored to each situation.
Partner
Kimi Shah
Kimi leads the Estate Planning and Wealth Protection team and is a member of the Society of Trust and Estate Practitioners. She understands the complex and delicate nature of family estate planning, the technical requirements around probate and estate administration, and the importance of preserving wealth for future generations. Her advice is accurate, commercial, strategic and tailored to each situation.
Partner
Kimi Shah
Straying away from traditional approaches to performance management, Accolade Wines seeks to enable employee performance through continuous, meaningful conversations and clear sprint objectives.
“These help to keep our people focused on the work that matters most in a fast-paced, ever-changing industry. Accolade Wines offers continuous development projects so our people can continue to grow,” says Murfet.
In a standout feat, Accolade has drastically reduced its gender pay gap to just 0.9 per cent. Through rigorous benchmarking and data-backed decision-making, the firm has plans of hitting zero.
Murfet explains, “From our wineries and operational sites to our corporate offices and beyond, we want everyone at Accolade, regardless of their gender, to have equal opportunity to realise their potential.”
To promote employee engagement, Accolade’s leadership team recognides the hard work its people put in through peer-to-peer recognition programs, wellbeing subsidies, exclusive discounts and savings, bonus incentives for high performance and monetary rewards.
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ACCOLADE WINES
Through maintaining an employee engagement score of 80 per cent, Accolade strives to create a welcoming and diverse environment where talent is excited to come to work every day.
“At Accolade Wines, we create an organisation where employees will realise their potential, helping us to realise ours. We are a global company that thinks, acts and moves at the speed of a start-up. Our focus is on fostering a dynamic, performance-driven, celebratory culture,” says Murfet.
· Global Office – work up to two weeks from anywhere in the world
· Loyalty Leave – earn an additional leave day for every year of employment
· Go Beyond Day – a day for employees to donate time to a charity of their choice
· Enhanced Parental Leave – updated parental leave policy including six weeks of secondary carers’ leave
· Accolade Birthday – a day off to celebrate each year an employee spends with Accolade
· Day-to-day shout-outs – to award outstanding work, employees can exchange earned points for gift vouchers of up to $150
· Quarterly Stars Award – employees demonstrating core values have the chance to win $500
· Annual Hero’s Celebration – manager-nominated and peer-voted awards where outstanding employees earn a $5,000 bonus
MARK MORAN GROUP