POSITION DESCRIPTION

Human Resources Advisor

People & Culture

Employee Name (print)

Employee Signature

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Manager Name (print)

Manager Signature

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RetireAustralia Position Description – Human Resources Advisor – revised 26022016

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Part A: Position Description – Human Resources Advisor Position Objectives

 Provision of advice and support to managers in relation to various stages of the employee lifecycle from recruitment through employee changes to termination of employment.  Liaise and provide advice to managers about company policies and procedures, information on HR practices, and support with performance and disciplinary matters.  Support the continuous improvement of HR practices and processes across the business.  Lead and/or support special projects and initiatives to drive improvements in HR tools, plus service delivery by the People & Culture team.

Reporting and Team Relationships

Major Challenges

Position Location

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This position reports directly to the General Manager – People & Culture.

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This position requires close working relationships with the Human Resources Officer, Payroll Officer, Health, Safety and Environment Advisor, and Learning & Development Specialist, plus all staff and management.

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Build credibility through a pragmatic approach, thereby creating a high level of management and staff ownership of the organisation’s human resource practices and gaining their commitment to assist in the implementation of these.

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Coaching line managers in adopting and applying best practice processes to enhance the performance of their teams.

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Educating and developing skills in managers to enable them to more effective manage their people and people-related matters.

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The position is based at the RetireAustralia Head Office, Brisbane.

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The position requires flexibility to travel to villages on a regular basis.

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Part B: Position Description – Human Resources Advisor Position Accountabilities & Performance Standards 1. HR Systems and Processes Develop and implement appropriate human resource systems and processes including:    

Assist with the development and implementation of human resources policies and procedures Assist with the design, production and implementation of staff handbook. Provide assistance with job design and position description development. Ensure systems and processes comply with quality assurance, legislative and best practice requirements

2. Recruitment and Selection Support managers in recruitment, selection and placement for all Corporate and Village Manager positions including:      

Preparation of job advertisement copy for suitable and cost-effective job advertisement placement Liaison with external recruitment agencies and labour contract organisations Ensure recruitment and selection processes are conducted following EEO principles Assist with the shortlisting of applicants, and participate in interviews as required Conduct reference checks for hiring managers as required Ensure commencement and induction processes are effectively planned

3. Learning & Development Assist with the establishment, facilitation and execution of a Learning & Development framework including:    

People Management skills training 1:1 Coaching for Managers General staff training and development HR Compliance training - policies and processes, selected HSE topics, etc

4. Employee Management Advisory Provide advice on a range of People Management issues, whilst ensuring that managers retain ownership. Ensure management and employees understand their responsibilities and comply with all employment legislation. Ensure best practice Human Resource management practices are in place and followed by:      

Providing advice to managers and staff on industrial relations and employee relation issues Providing advice on implementing and managing employment agreements Providing interpretation on applicable awards to enable managers to best manage their people Coaching and assisting managers to deal with performance management issues Ensuring management practices comply with legislative requirements Provide advice regarding termination and redundancy issues

5. Remuneration Support the General Manager – People & Culture through:  The planning and review of remuneration for employees  Source market remuneration data for specific roles as required

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6. Performance Management Manage the company’s performance management annual cycle with a strong growth and development focus, including:  Communication of various stages of the cycle providing Managers and employees with understanding of what’s required  Educate Managers on best practice performance management methodology  Coach Managers to have honest and robust performance reviews with their team members  Support Managers with identifying development needs for team members  Provide support and advice to Managers where there is consistent underperformance, through the development and implementation of a Performance Improvement Plan (PIP) 7. HR Administration Perform limited tasks related to HR administration in a timely and accurate manner.  Work in conjunction with the business to effectively administer HR policies and procedures  Ensure all HR documentation is promptly provided to the HR Officer for effective personnel file management  Draft non-standard letters and HR related documents, as required.  Assist and guide managers in updating and maintaining position descriptions as changes occur 8. Health, Safety and Environment  Demonstrate a responsible approach and attitude to the company’s HSE activities  Participate in all HSE activities as required.  Actively participate in the HSE Committee

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Part C: Personal Specification – Human Resources Advisor Qualifications

 Tertiary qualifications in Human Resources or related discipline essential

Knowledge and/or Experience

 5+ years experience in a generalist Human Resources advisory role essential, preferably in a geographically diverse business  Specific experience needs to include, recruitment and selection, performance management, employee learning and development, award interpretation, and industrial relations  Demonstrated experience in managing risk relevant to employment legislative requirements is required, advising and influencing management to adhere to the necessary policies and procedures  Considerable knowledge of Best Practice in Human Resources is required  Experience in supporting organisational change through effective communication, organisation design, development and review will be most beneficial.

Business Skills and Competencies

 Highly developed communication skills, clearly expressing ideas, concepts or tasks orally and in writing.  Solid presentation skills, demonstrating effective expression of ideas or tasks in individual or group situations  Sound negotiation skills to communicate data or arguments in a manner that gains acceptance or agreement  Demonstrated pragmatism and sound judgement, making rational and realistic decisions based on logical assumptions and factual information  Appreciation for HR strategy would be highly beneficial

Behavioural Competencies

 Demonstrated initiative, actively attempting to influence events or achieve goals and taking action  Demonstrated ability to have professional impact.  Demonstrated ability and skills to build rapport, through proactive development of working relationships with employees at all levels, particularly with management.  Seeking and embracing challenge and change, demonstrating flexibility and adapting behaviour to reach goals  Confidentiality, professionalism, and honesty are essential.  Ability to work under pressure to meet deadlines, including comfort working reasonable additional hours to do so  Passionate and committed to creating value-added HR by setting high goals and standards  Commitment to being part of a high performance team focussed on delivering excellent client service  Understands and recognises that being a part of the People & Culture team necessitates being a role model in all aspects of work

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