Lisa Breen

Career chronology

• Current as at cutoff: Liontown Limited — Chief People Officer. Board and management (Lisa Breen biography)

• Prior to Liontown; exact full tenure and role dates may be incomplete: Austal; MMA Offshore — People and human resources executive. Executive Leadership Team Appointments (p.1, prior employers)

Litigation and enforcement

Austal union-entry dispute and case penalty

2021 event; 2023 appeal and 2024 case · documented · high materiality

The 2023 Full Federal Court judgment names Breen as a respondent and says it appeared she indicated that a union official’s proposed entry would be refused on the first of three occasions in 2021. The respondents disputed the union’s claim, and the union’s case was initially dismissed; the Full Court allowed its appeal and remitted it. A later Federal Court judgment reports an A$80,000 total penalty in the 2024 Austal case. The 2024 reasons and orders could not be opened; the precise payer and any personal order were not independently confirmed.

Attribution: Individual involvement documented. The appeal court states that it appeared Breen communicated the refusal. The later source confirms only a case-level penalty; the precise orders and payer are not independently established.

Relevance: Relevant to employee-relations leadership and legal-risk assessment.

CEPU v Austal Ships [2023] FCAFC 180 (paras.1–5 and orders: parties, refusal and appeal); TWU v Qantas penalty [2025] FCA 971 (para.282(12): 2024 Austal penalty amount)

Suitability for the current role

Relevant disclosed professional background

Career through October 2026 · analyst inference · medium materiality

Liontown’s appointment release describes Austal people leadership from 2015–24 and later MMA Offshore executive HR management; the 2025 enterprise agreement bears her signature in that role. Analyst inference: the experience is relevant to the current role, subject to independent verification.

Attribution: Responsibility not applicable. Role fit is inferred from issuer-described experience, not proof of individual performance or credentials.

Relevance: Assess skills relevant to the role.

Board and management (Lisa Breen biography); Executive Leadership Team Appointments (p.1: 2025 appointment and past role); MMA Offshore Vessel Operations and Officers enterprise agreement (signed agreement p.68: MMA executive human resources role)

Evidence gaps

• Prior-employer role dates, personal contribution and independently verified qualifications are incomplete.

• Targeted web searches are screening-level; complete regulator, court, sanctions and criminal records were not independently obtained.

• The original full 2024 penalty judgment timed out; precise personal orders and any further appeal were not independently confirmed. A later court judgment confirms the total case penalty.

• Topic searches reused a broad person/employer query; dedicated independent searches across all topics and material employers were not completed. Search log records source-specific findings and unsearched topics as gaps.

• The later judgment does not identify the penalty payer; no personal penalty is asserted. Original 2024 reasons and orders remain inaccessible.