Organisational Vision: An inclusive world in which all persons with disabilities enjoy their human rights and achieve their full potential.

Transcription

1 POSITION TITLE: People and Culture Advisor DEPARTMENT: Business Operations People and Culture DATE: September 2018 REPORTS TO: People and Culture Director Organisational Vision: An inclusive world in which all persons with disabilities enjoy their human rights and achieve their full potential. Organisational Mission: CBM is an international Christian development organisation, committed to improving the quality of life of persons with disabilities in the poorest countries of the world. Purpose of Role: Reporting to the Director, People and Culture, the People and Culture Advisor is responsible for managing employee lifecycle activities including: end to end recruitment; induction and orientation; supporting performance management in coordination with people managers; supporting the implementation of organisational development initiatives; developing and maintaining effective administrative systems, processes and workflows that are aligned with strategic objectives; and ensuring compliance with all legislative, sector and organisational requirements. Level of Direction or Supervision: Whilst operating under the direction of the People and Culture Director, and in a consultative manner with Directors and Managers, this role requires minimal supervision and expects autonomy in achieving the position outcomes. Key Tasks and Priorities: Key Areas of Responsibility Employee Life cycle Key Tasks Recruitment and Selection Manage Recruitment and Selection process for all staff positions Orientation and Induction Coordinate with People Managers to ensure induction processes completed Coordinate all functions of the organisation s orientation program Coordination and analysis of Entry Survey process, conducted at the end of probation, with annual Performance Indicators Successful completion of processes, satisfying campaign/appointment plans and timeframes Recruiting Managers receive timely, accurate information and support Managers held accountable for all Induction processes Orientation and Entry Survey program has Weight Total= People and Culture Advisor PD Final Page 1 of 5

2 reporting Probation and Performance Management Liaise and support People Managers to complete Probation and performance management requirements and processes Provide information and insights to employees and people managers about probation and performance management Learning and Development Coordinate and in some cases facilitate in-house training including elearning Coordinate and consultatively source external training, including online options Create and maintain systems that support the efficient operation of L and D function and make the most of available resources Remuneration Participate on the Job Evaluation Committee and provide administration support to the process Coordinate with payroll to ensure all remuneration is processed accurately Ensure that remuneration is within EBA and award parameters Reward and Recognition Coordinate the reward and recognition program, ensuring adoption and utilisation across the organisation Provide practical support to deliver best outcomes at all organisation events Exit Coordinate exit processes for all terminating employees Annual analysis of exit surveys and interviews timely delivery and regular review Probations completed with satisfactory outcomes that do not expose the organisation Advice and support given enables effective and appropriate performance management elearning roll out targets and employee participation rates are achieved elearning modules regularly and collaboratively reviewed Feedback evidences optimal L and D support Remuneration capture accurate and current across all systems Feedback evidences successful reward and recognition program and valuable contribution to events All employees receive the required attention and process prior to exiting the business Legislative, Sector and Organisational Compliance People and Culture Policies, Standards, guidelines and procedures are reviewed and revised as needed Optimal People and Culture compliance document suite is current People and Culture Advisor PD Final Page 2 of 5

3 Stay current with legislative and sector requirements and inform Director and Managers MEERKAT information is up to date and accessible Maintain P & C information in MEERKAT OHS and Risk Participate in the OHS committee Ensure that OHS Representatives, First Aiders, Fire Wardens and Incident Responders are appropriately trained and certified Oversee and coordinate WorkCover requirements Responsible for actively managing People and Culture risk updates Injury, near miss, accident and safeguarding registers are maintained and required actions taken Health and well-being of all employees enhanced OHS training and certification for relevant roles maintained Registers and related support appropriately maintained Internal and external OHS Audits indicate safe and compliant work practices 15 Work collaboratively with others to create and maintain a safe and healthy work environment Systems and Reports Update, maintain and further develop the HRIS system Provide back up for payroll processing Collate and provide response to all International office reporting requests HRIS fully functioning and delivering productivity gains All reporting is current, accurate and relevant Feedback mechanisms well conducted Risk and Incident reporting Support the development, roll out and analysis of surveys and other feedback mechanisms Inclusion and Accessibility Support all employees with individual access requirements to enable full participation in the workplace Lead on inclusion practices in relation to employees and volunteers Employees with disabilities report accessibility needs met in a timely and sensitive manner Best practice inclusion approaches 5 Support and contribute to the work of the P&C team to achieve broader department and organisational goals Provide operational HR support to the People and Culture Director as required or directed and assist in the delivery of key People and Culture strategies and operational plans Work collaboratively to facilitate team cohesiveness and the effective overall delivery of People and Culture initiatives including active and constructive team planning, development and ongoing meeting communication Responsibilities delivered on time, meeting agreed outcomes 360 feedback indicates strong modelling of values behaviour statements Feedback mechanisms indicate valuable support and advice received People and Culture Advisor PD Final Page 3 of 5

4 Provide CBMA managers and employees with advice, support and feedback as appropriate Promote and model appropriate behaviour to support CBMs culture, performance and brand SPECIFIC OUTCOMES REQUIRED Employee lifecycle activities and requirements are completed and delivered within agreed timeframes and standards Organisational practices in relation to employees, entitlement, benefits and practices are compliant with legislative, sector and organisational requirements HRIS system and supporting systems developed and maintained to optimise the productivity of the organisation in relation to People and Culture requirements Accessibility and Inclusion requirements for employees enable all employees to carry out the requirements of their roles All reporting provided at a high standard and in a timely manner Ensure material risk issues for People and Culture are kept updated and appropriate mitigation strategies implemented and maintained. KEY COMPETENCIES OF ROLE Demonstrated recruitment, workplace relations, OHS and legislative compliance knowledge and experience. Proven understanding of evaluation techniques and practices. Project management experience, with proven capability for strong forward planning and exemplary follow through of tasks to completion Demonstrated collaborative approach, seeking input and ideas for own work and contributing to the achievement of team and departmental goals. Experience in presentation and facilitation skills catering to a diverse range of learning programs and environments. Displays credibility and integrity and is able to influence and work effectively with Senior Management and a diverse range of internal and external stakeholders, establishing strong, respectful and trusting relationships across all levels. An ability to work independently, with initiative, sound judgement, attention to detail, manage multiple tasks and competing priorities and deliver high quality results. Experienced people management and mentoring skills and a willing and effective team player. Knowledge and understanding of Human Resources information systems an advantage. A strong commitment to CBM s mission and values and able to work in a way that lives out these values and contributes to the growth and development of CBM and its work. Tertiary Qualifications in Human Resources or equivalent essential. JOB EVALUATION Factor Level Score People and Culture Advisor PD Final Page 4 of 5

5 Responsibility and Accountability Judgement and Decision Making Interaction and Influence Knowledge and Application of Creative and Technical Skill TOTAL 605 Salary Grading 8 Signed Signed Janelle Richards People and Culture Director Incumbent Name and Surname People and Culture Advisor Date / / Date / / People and Culture Advisor PD Final Page 5 of 5