# Kellie Randell General Manager People and Culture ## Career chronology - **Current in 22 September 2026 annual report; exact commencement date not established: Bellevue Gold Limited** — General Manager People and Culture. [FY2026 Annual Report]() (PDF p20, printed pp36–37 executive management biographies) - **Reported by Genesis in FY2024; exact departure date unconfirmed: Genesis Minerals** — General Manager People and Culture. [FY2024 Annual Report]() (p12 executive management biography); [Genesis Minerals streamlines HR operations]() (3 April 2025 Genesis HR system selection) ## Education and qualifications ### Reported qualifications [randell_education] Reported in issuer records through 2026 · issuer reported · low materiality Postgraduate Diploma of Business in Human Resource Management from Edith Cowan University, as stated by Bellevue and Genesis. **Attribution:** Responsibility not applicable. The issuing institution or professional body was not independently asked to verify the credential. **Relevance:** Background for the current role. [FY2024 Annual Report]() (p12 executive biography) ## Contributions and company outcomes ### Genesis HR system selection [hr_change] April 2025 · documented · medium materiality An April 2025 report identifies Randell as Genesis general manager of people and culture when the company selected Workday for its HR systems; its anticipated efficiency benefits were forward-looking. **Attribution:** Role overlaps event; causation unproven. She was quoted as Genesis HR leader about the company’s selection; personal decision authority and later results were not established. **Relevance:** Prior human resources leadership relevance. [Genesis Minerals streamlines HR operations]() (3 April 2025 HR selection report) ## Suitability for the current role ### Experience relevant to role [randell_fit] Career to 2026 · analyst inference · medium materiality Analyst inference: the issuer-reported career and current role provide experience relevant to General Manager People and Culture; performance in that role cannot be established from biography alone. **Attribution:** Responsibility not applicable. Role fit is an analytical judgment based on cited career evidence. **Relevance:** Role relevance, with attribution limits. [FY2026 Annual Report]() (PDF p20, printed pp36–37 executive management biographies) ## Evidence gaps - Independent verification of educational and professional credentials was not obtained. - Detailed dates and responsibilities across earlier employers and any direct contribution to aggregate outcomes remain incomplete. - Open-web searches are limited and do not establish an exhaustive legal, criminal, sanctions or regulatory record.