MARK MORAN GROUP

Mark Moran

Co-Chief Executive Officer and Co-Founder

Evette Moran

Co-Chief Executive Officer and Co-Founder

Amit Patel

General Manager

Leadership

Mark Moran has dedicated over 40 years to the health and aged care sector, continuing the pioneering legacy of his parents, Doug and Greta Moran, who began their work in 1956. His career spans influential roles, including electoral officer and speechwriter to the Shadow Federal Health Minister and Director of the Prince of Wales Hospital Foundation for 18 years. He rescued the Moran Health Care Group from administration and co-founded the Mark Moran Group with his wife, Evette. Under their leadership, it has become Australia’s most awarded retirement and aged care organisation, recognised for innovation, excellence and outstanding workplace culture.

Co-Chief Executive Officer and Co-Founder

Mark Moran

As Co-CEO of the Mark Moran Group, Evette Moran oversees all aspects of the group’s day-to-day management and strategic direction. She is committed to creating enriching, compassionate and high-quality living environments for older people. Her visionary leadership has been recognised globally, including with the World’s Global Influencer Award at the Ageing Asia Singapore Awards. She has received multiple international honours for interior and landscape design and has been named HRD HR-CEO of the Year. Moran’s holistic approach, spanning design, wellness and community, is reshaping retirement and aged care and setting new benchmarks for compassionate, sustainable and inspiring environments.

Co-Chief Executive Officer and Co-Founder

Evette Moran

Amit Patel is passionate about the Mark Moran Group’s vision to be a world leader and innovator in retirement and aged care. A key member of the executive team, he brings over 15 years of experience in aged care and multiple qualifications in finance, business and front-line management. This combination makes him uniquely suited to oversee group operations. Patel’s strength lies in his hands-on leadership style, strategic team appointments and close oversight of day-to-day activities across the organisation. He is deeply committed to operational excellence, resident experience and supporting staff to deliver high-quality, person-centred care in every service area.

General Manager

Amit Patel

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Michelle Umali

Residential Aged Care Manager

Michelle Umali holds a Bachelor of Nursing from the University of South Australia and has worked as a registered nurse in Adelaide and Queensland. She progressed rapidly into leadership roles, including care coordinator and acting care manager, before joining Mark Moran Vaucluse’s clinical management team. Over three years, she has advanced from clinical care coordinator to residential aged care manager. Umali is dedicated to fostering positive, respectful relationships with residents, families and staff. She finds the most rewarding aspect of her role is making a meaningful difference in residents’ lives while nurturing a supportive, collaborative and high-quality care environment.

Residential Aged Care Manager

Michelle Umali

Max Moran

Sales and Development Executive

As a third-generation member of the Moran family, Max Moran continues the Mark Moran Group’s legacy of leadership in seniors’ planning. Having worked in the business from the ground up, he has gained deep insight into its multidisciplinary services alongside Mark, Evette, the board and executive team. In 2018, he joined full-time and led the development of an enhanced lifestyle and activations program at the flagship Vaucluse residence. Moran later moved into residential sales, where his understanding of the group’s philosophy and strong commercial acumen underpin exceptional engagement with new and prospective members, reflecting a genuine commitment to seniors’ wellbeing.

Sales and Development Executive

Max Moran

Care at Mark Moran Group is delivered with the expectation that every employee understands the individual behind the resident, shaping support around personal needs rather than routine. That approach underpins its recognition as one of Human Resources Director’s 5-Star Employers of Choice 2026, where the quality of care depends on the consistency of its people. A person-centred philosophy guides how employees work each day. Staff are encouraged to build relationships, understand emotional, physical and social needs and deliver care with compassion, respect and dignity. The organisation describes its environment as warm, supportive and progressive, with an emphasis on continuous learning and development so employees can grow while contributing to residents’ wellbeing. That culture is reflected in workforce outcomes, with high retention and satisfaction levels above industry benchmarks, supported by competitive benefits, career development and an open-door approach across departments. Founders Mark and Evette Moran take a hands-on approach, selecting department heads and reinforcing expectations around care standards and employee wellbeing. Their regular presence in recognition events and team activities strengthens a culture built on transparency, accountability and empathy while supporting employees in roles that can be emotionally and physically demanding. A more holistic model of care has shaped recent strategy, linking employee actions more directly to resident outcomes. Initiatives such as customer-focused workshops encourage staff to remain attentive and responsive, while new roles and systems allow more time to be spent with residents and families. “Another strategy we have implemented is a new software called Brenna, which has increased personal time with residents due to a reduction in time spent behind the computer typing notes,” explains spokesperson name and title.

“One of the most impactful programs running across the organisation is the employee recognition program, an initiative where the regular acknowledgement of staff is celebrated, highlighting the employees’ hard work, dedication and achievements”

Michelle Umali , Residential Aged Care Manager

Rella Dong

People and Payroll Manager

Jonathan Lockyer

General Counsel and Company Secretary

Christopher Welty

Chief Human Resources Officer

Simon Williams

Chief Strategy & Distribution Officer, Arch Insurance International and Active Underwriter, Syndicate 1955

Rella Dong is a people and payroll manager with a strong background in payroll operations. She began her career as a payroll specialist, building solid expertise in compliance, accuracy and process efficiency. Over time, her role expanded into broader HR responsibilities, where she now supports both people and business outcomes. Dong combines technical precision with a genuine care for employees, ensuring payroll and people processes run smoothly and reliably. She is passionate about creating a positive workplace experience and fostering a friendly, supportive and inclusive culture where individuals feel valued and heard. Known for her approachable manner and strong attention to detail, she plays a key role in building trust, strengthening team connections and supporting day-to-day people operations across the organisation.

People and Payroll Manager

Rella Dong

Jonathan Lockyer is general counsel and company secretary at Oyster, with over 25 years of experience in corporate, legal, and investment sectors in New Zealand and the UK. His expertise in investment transactions and robust understanding of the operational, regulatory and legal environment in the New Zealand property sector supports Oyster’s operations and leadership team.

General Counsel and Company Secretary

Jonathan Lockyer

Christopher Welty is dedicated to aligning employees with Brown & Riding (B&R)’s vision and values, fostering mutual growth for all. During his tenure, B&R has more than quadrupled in size. He has helped successfully integrate the company through two mergers and has been a strong advocate for many of the company’s important benefit plan enhancements and development programs. He excels at collaboration and has been a key contributor in establishing and promoting the company’s culture and offering programs and opportunities to help employees build a rewarding career. Welty joined B&R in 2007 as an HR assistant. His dedication and talent earned swift advancement, culminating in his appointment as the firm’s chief human resources officer in 2019.

Chief Human Resources Officer

Christopher Welty

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

Partner

Kimi Shah

Partner

Kimi Shah

maintaining an in-house team of more than 20 programmers to facilitate fast improvements direct bill options to streamline the payment process for the agent and the insured providing IVANS policy downloads that enable up to 30 percent labor savings to independent agencies delivering online capabilities including rating, policy documents, payments, and claims reporting

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“We will continue to strengthen our service proposition and customer experience as a key differentiator, as we build on the momentum we have achieved to date across multiple business lines and territories,” says McLean. “Our im is to continue to grow our market relevance and strengthen our partnerships with our strategic brokers as we expand our leadership position in key sectors. “We will also continue to invest in talent. We are committed to drawing from the broadest pools of talent, and to creating an environment that attracts and retains stellar employees. We recognise the importance of building teams that are diverse, collaborative, and innovative and are dedicated to cultivating a supportive and inclusive workplace culture in which all our employees can thrive.”

Technology is used to support that shift, reducing administrative workload and improving communication with families through real-time updates. Roles such as hospitality and wellbeing curator reinforce expectations around personalisation, ensuring that care is delivered with attention to clinical and social needs. Recruitment is managed internally, with a strong reliance on referral programs that account for the majority of hires, including leadership positions. A structured onboarding process introduces new employees to the organisation’s values and expectations, supported by a 12-week program that includes training, mentoring and regular check-ins. Dedicated educators, drawn from experienced clinical staff, deliver programs that combine compliance requirements with specialised training across departments. Flexible learning formats support different styles, allowing employees to build capability while maintaining focus on care. Recognition and wellbeing initiatives play a central role in employee experience. Regular awards programs acknowledge contributions, while mental health resources, wellness initiatives and flexible benefits support employees in demanding roles. Social and cultural events throughout the year strengthen connections and reflect a diverse workforce. “One of the most impactful programs running across the organisation is the employee recognition program, an initiative where the regular acknowledgement of staff is celebrated, highlighting the employees’ hard work, dedication and achievements,” says spokesperson. Diversity and inclusion are supported through structured onboarding, ongoing education and open communication channels, with practical guidance to help employees apply inclusive practices in their work. Continued investment in development, wellbeing and workplace systems reflects a focus on supporting employees to deliver consistent, high-quality care across the organisation.

relationships and teamwork embracing and driving change holding teammates accountable pursuing excellence with humility giving back to the community

Furthermore, talent acquisition and retention pose a significant challenge and are at the forefront of most business leaders’ minds during this unique time. The insurance industry has been aware for years of a looming talent shortage caused by the Baby Boomer generation’s retirement and is now experiencing a war for talent. “Monarch has been able to overcome this talent acquisition challenge by staying true to who we are, a family environment with national resources, which is something we will continue to encourage and promote,” says Stavrakis. “When working for a team like ours, you are not another cog in the wheel but have the opportunity to make your mark and grow with us as we build out Monarch 2.0.” Monarch E&S Insurance Services is licensed in every state and is continuously finding ways to enhance its team, client, and carrier partner experiences. Get ready for the royal treatment as Monarch 2.0 expands digitally.

“Another strategy we have implemented is a new software called Brenna, which has increased personal time with residents due to a reduction in time spent behind the computer typing notes”

Michelle Umali , Residential Aged Care Manager

Yiana Stavrakis, Monarch E&S Insurance Services