Position Description

Human Resources Manager Full time Based in Wollongong Purpose of position  Develop and implement HR policies, procedures and practices that promote and sustain a culture of high performance, innovation, flexibility and teamwork, as well as ensuring compliance with relevant legislative obligations 

Provide guidance and advice to the management team across a range of HR issues, including the provision of day to day support

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Carry out a range of HR operational functions in areas including recruitment, orientation, continuing employment, performance management, work health and safety

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Provide HR services as required under the Shared Services agreement with COORDINARE – South Eastern NSW Primary Health Network

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Provide oversight of administration services supporting Corporate Services team to ensure effective operation of the Wollongong office

Scope of Responsibility The HR Manager reports to the Chief Executive and has line management responsibility for the Human Resources Officers, the Administration Officer, Corporate Services and the Receptionist. The HR Manager: 

Consults with the CEO in performing key responsibilities and makes recommendations to achieve the goals and plans of the organisation.

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Identifies areas for improvement in relation to their role, the team and at an organisational level and collates information to develop appropriate responses, including the implementation of solutions through delegation.

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Makes recommendations to the CEO regarding decisions outside delegated authority.

General Accountabilities The Human Resource Manager is accountable for:  demonstrating leadership in the workplace by ensuring the organisation’s standards and values are maintained, providing a clear sense of purpose and direction and fostering a positive and high performing culture;  building and maintaining positive internal and external relationships with key stakeholders;  establishing efficient and effective systems for collecting, analysing and reporting information that contributes to informed decision making;  facilitating and capitalising on change and innovation;  performing line management responsibilities and managing employees to function as an effective team including clearly defining roles and responsibilities, open communication processes and ongoing performance monitoring;  identifying and appropriately managing strategic and operational risks within in the organisational risk management framework and reporting system;  implementing and monitoring continuous improvement systems and processes and ensuring accreditation requirements are achieved;  Develop a culturally safe workplace for Aboriginal employees and clients;  ensuring a safe and healthy workplace is maintained by implementing organisational policies and procedures, consulting workers and addressing identified risks;  ensuring compliance with relevant regulatory and legal issues (including any HR related accreditation requirements) relevant to the organisation; and Date Reviewed: March 2014

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operating within the formal delegations framework of the organisation and in accordance with organisational policies and procedures.

Date Reviewed: August 2015

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Key Activities Human Resources Planning and Consultancy 

Lead HR and workforce planning and contribute to business planning as member of management team

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Provide guidance and support to the management team on the full scope of HR issues

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Provide change management and HR advice and support for organisational change

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Manage Industrial Relations issues including conducting investigations with managers and obtaining appropriate legal advice and counsel where required

Recruitment, Selection, Appointment and Continuing Employment 

Manage all aspects of recruitment, selection, appointment and continuing employment across the organisation including: o

Providing support, guidance and advice to selection committees, the CEO, Executive Managers and Managers in recruitment

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Supporting all managers in the development of position descriptions, applicant screening tools, interview questions etc as required

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Supporting managers in coordinating the induction of new workers

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Employment contract development, negotiation and renewal

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Conducting employee exit interviews and analysing results of exit questionnaires.

o

Ensuring accurate record keeping and reporting as required

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Guide the ongoing evaluation and improvement of the orientation program

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Ensure all employment policies, systems and practices comply with relevant legislation (eg, National Employment Standards, Workplace Gender Equity, WHS, Working with Children etc)

Remuneration 

Conduct bi-annual benchmarking of staff classifications and recommend revised salary ranges if appropriate

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Establish processes to monitor and ensure salary payments of all staff are consistent with the relevant Modern Award

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Support managers to monitor, analyse and recommend individual/group salary reviews based on performance (as identified via an annual performance review), equity, benchmarking or CPI consistent with approved salary ranges.

Performance Management and Development 

Co-ordinate the Performance Management System and support manager and staff participation

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Guide the ongoing evaluation and improvement of performance management and development systems and tools

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Develop, implement and evaluate systems and tools to support a culture of learning and development

Organisational Development 

Identify, in collaboration with, Executive team and managers the training and development requirements of the organisation and coordinate (mandatory) training

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Support managers to identify and source appropriate training and development opportunities

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Develop long term strategic organisational development plan

Date Reviewed: August 2015

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Work Health and Safety 

Develop, implement and review WHS policies and procedures ensuring consultation and communication with staff and compliance with WHS legislation.

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Oversee the establishment and operation of an Health and Safety Committee and provide support to site based health and safety representatives as required

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Manage processes for WHS induction for new employees and ongoing WHS training for all employees.

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Oversee the WHS risk register, supporting managers and staff with the reporting, and resolution, of risks and incidents

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Manage all aspects of workers compensation and injury management programs.

Other HR responsibilities Develop, implement and review HR policies and procedures. 

Maintain knowledge of workplace relations and other relevant legislation and key issues and identify issues and make recommendations accordingly

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Work with finance team to support the ongoing effectiveness and accuracy of the electronic Human Resource Information System (HRIS) and payroll function

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Provide reports to the CEO, Board and relevant sub committees as required against agreed HR Key Performance Indicators.

Administration Services 

Provide day to day supervision to Administration Officer, Corporate Services and Receptionist to ensure high quality and responsive administration services are provided to the Corporate Services team and the organisation

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Oversee implementation of appropriate administration systems to support the day to day operations of the Wollongong office

General 

Contribute to developing a culturally safe workplace for Aboriginal employees and clients.

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Participate in organisation-wide team meetings, collaborative planning activities and quality assurance activities.

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Contribute to the continuous improvement of systems and processes ensuring services meet professional and industry standards

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Work Health and Safety responsibilities as identified in organisational policies and procedures

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Equity and diversity responsibilities as identified in organisational policies and procedures

Selection Criteria The essential experience, knowledge, skills, competencies and qualifications a person requires in order to successfully fulfil the responsibilities of the position are: 1. Relevant tertiary qualifications or combination of relevant training and experience deemed appropriate. 2. Experience in a generalist HR Management role or with significant experience in an HR consultancy role including ability to provide leadership and manage a team effectively 3. Ability to focus and contribute strategically as well as a willingness and ability to carry out day to day aspects of HR operations

Date Reviewed: August 2015

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4. Experience in the development and implementation of employment-related policies, systems and resources and demonstrated capacity to identify areas for improvement and recommend/implement enhancements to existing practices 5. Demonstrated knowledge of relevant legislation including equal opportunity, employee relations and work health and safety 6. Demonstrated knowledge and understanding of contemporary HR issues and practice, including performance management, employee engagement and recruitment 7. Highly organised with strong written and verbal communication, influencing, negotiation and coaching skills and the ability to build strong long-term relationships with key stakeholders 8. Current NSW Driver’s licence and willingness to travel as part of this role Additional Information Conditions of employment:

National Employment Standards Employment Contract GPH policies and procedures

As the incumbent of this position, I confirm I have read the Position Description, understand its content and agree to work in accordance with the requirements of the position. Employee Name: _______________________________ Employee Signature _______________________________ Date: ________________ Manager's Name: _______________________________ Manager's Signature _______________________________ Date: ________________

Date Reviewed: August 2015

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