SU QLD s Vision & Mission Our mission is to bring God s love, hope and good news to children and young people and their families.

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1 Rle Title: Department: Lcatin: Reprts t: Direct Reprts (rles): Peple Services Delivery Manager Peple Services Brisbane Head f Peple Services Ttal Number f Reprts (head cunt): Peple Services Administratr x 2 Senir Payrll Crdinatr 3 SU QLD s Visin & Missin Our missin is t bring Gd s lve, hpe and gd news t children and yung peple and their families. Our visin is t see each child and yung persn cnnected and supprted in cmmunity, serving thers, and experiencing fullness f life. SU QLD is an inter-denminatinal Christian rganisatin which has wrked in schls fr mre than 80 years and has successfully emplyed chaplains since We have mre than 700 peple and a highly valued netwrk f 3500 vlunteers. Purpse f Rle The Peple Services Delivery Manager is respnsible fr the transactinal / peratinal aspects f the Peple Services Department. This includes but is nt limited t nbarding, peple recrd management, wrking with children s checks, right t wrk checks, remuneratin benchmarking and the prcessing f payrll fr SU QLD as well as ther Scripture Unin entities in Australia. This rle als supervises the Peple Services Administratrs and Senir Payrll Crdinatr. Key Relatinships Internal Peple Services Department Field Supprt team Executives Chaplains and Office & Field Management (OFM) Staff Managers and team leaders External Fair Wrk Department f Educatin Australia Human Resurces Institute HR prfessinal netwrks Aurin ATO Peple Services Delivery Manager.dcx Page 1 f 6

2 Key Accuntabilities Expected Outcmes 1. Inductin and Onbarding Oversee and ensure the successful Onbarding f all OFM staff including inductin Deliver training n the rganisatin s plicies and prcedures at the chaplaincy inductin each term Oversee and ensure all relevant checks such as right t wrk and wrking with children s checks are cnducted Ensure all inductin / nbarding prcesses meet legislatin and recmmend imprvements as needed 2. Remuneratin Management Crdinate the remuneratin management and annual salary review prcess primarily fr OFMs with input int the Chaplaincy salary reviews Benchmark all apprved new rles in the rganisatin Mnitr and evaluate external remuneratin market trends within the nt-fr-prfit sectr Manage the annual remuneratin survey prcess, including the jb matching, crdinating the data entry f remuneratin data, and survey data analysis & reprting Ensure all remuneratin review prcesses meet legislatin and are in line with the prevailing Plicies and prcedures Liaising with respective Executives n the remuneratin fr their departments 3. Payrll and Operatinal HR versight Respnsible fr the timely and accurate payment f salaries, allwances and benefits t emplyees Apprve frtnightly payrll fr SU QLD, SC ACT, SU Tas, SU ACT and SU SA Respnsible fr set up f new prcesses such as wrking with children s checks fr ther states and territries and ther cmpliance requirements Apprve all cntracts and cntract variatins including salary band increases Pint f escalatin f all cmplex issues All Field and Office staff have an efficient Onbarding and cmprehensive inductin prcess. Supprt prvided t Field Services in relatin t Chaplaincy inductin/nbarding. All peple recrds are maintained with audited t ensure cmpliance and best practice. Remuneratin reviews are cnducted annually, maintaining equity within the rganisatin and meeting the targeted cmparisn benchmarks. All emplyees receive accurate salary, allwances, entitlements and benefits in a timely and efficient manner thrugh the daily prcessing f new starters, changes t existing emplyees. Frtnightly pay run is accurately cmpleted. Key deadlines fr benefits are met fr Fringe Benefits, Superannuatin etc. All emplyment cntracts and variatins are accurate Peple Services Delivery Manager.dcx Page 2 f 6

3 Mandatry reprting e.g. Single Tuch Payrll reprting t ATO and WGEA reprting every year Oversight f exit prcesses fr the rganisatin 4. Chaplaincy Develpment Planning Tl Respnsible fr the Chaplaincy Develpment Planning tl including prviding technical supprt and imprvements t the annual prcess Pint f escalatin fr technical issues Psitive feedback frm internal stakehlders including Directr f Field Operatins, Reginal Managers and FDMs CDP is delivered as per agreed timeframes 5. Peple Services Imprvement Prjects Take the lead in facilitating the HRIS prject t autmate the leave prcessing as well as setting up autmated wrkflws fr nbarding and changes t emplyment cnditins. This will invlve wrking with members f the Peple Services team as well as internal stakehlders. Identify gaps in current Peple Services transactinal systems and suggest prcess imprvement plans 6. Team Leadership Priritise, delegate, versee and crdinate the day t day peratinal and administrative functins and lead the team t prmte acceptable service delivery standards. Plan and facilitate the develpment and crdinatin f training fr the team. Plan and prvide rientatin and inductin f new team members fr their rle. Review perfrmance against gals and establish an annual develpment/learning plan with each staff member. Perfrmance issues are identified and remedied quickly thrugh tw-way cmmunicatin. All serius r nging issues shuld be escalated up t the Department Executive and Peple Services befre any actin is taken. Mnitr attendance and apprve leave arrangements fr peple wh reprt t yur rle. Make recmmendatins t Peple Services t update individual Rle Statements n an annual basis after Department gals have been set and befre Perfrmance gals are set. Psitive feedback frm internal stakehlders and Executive The team is clear abut respnsibilities and meets the expectatins f their rles. Receive regular feedback n perfrmance. Trained and prficient at delivering n their respnsibilities. The team is supprted t achieve their best perfrmance by ensuring they are resurced, cnsulted, and treated with respect. The team demnstrates a willingness t cperate within the team by being flexible, assisting when required, sharing infrmatin and respecting fellw emplyees Peple Services Delivery Manager.dcx Page 3 f 6

4 Develp and maintain the prcedures manual and recmmend imprvements t ther relevant prcedures as necessary. Undertake regular meetings, cnduct training and arrange technical with the utcme f develping staff skills and knwledge. Mnitr the health, well-being, welfare and mrale f the team. Oversee the equitable distributin and balance f wrklad. 7. Risk Cmpliance Check that a new team member has been taken thrugh an inductin prgram and understands their cmpliance bligatins with the Health & Safety Plicies, Guidelines & Prcedures, particularly abut reprting all hazards and incidents. Remind current team members n a regular basis f their cmpliance bligatins, and infrm them f any legislative r plicy r prcedure changes relating t Health & Safety. Check that a new team member understands the rganisatin s expectatin t maintain a healthy wrkplace free frm harassment where all staff are treated with respect and dignity as detailed in the Wrkplace Bullying Preventin Plicy. Remind current staff n a regular basis f their cmpliance bligatins, and infrm them f any legislative r plicy r prcedure changes relevant t their rle. Maintain a sectin free frm discriminatin in supprt f the Anti- Discriminatin Act 1991, federal and state legislatin and internal plicy. 8. Team cntributin Cntributin t the team and in wider rganisatin based activities. Actively participate and cntribute in meetings and activities. Prvide supprt and assistance in undertaking prject tasks as required which leads t implementatin f cntinuus business imprvements and prcesses. Prvide back up t ther team members as required. Participate in wider rganisatin-based activities and learning pprtunities. Cmpliance and risk are understd and mitigated within yur area Peple Services Delivery Manager.dcx Page 4 f 6

5 Cmply with WH&S plicy and prcedures. Prtect wn health and safety. Prtect safety f thers. Reprt hazards, risks and all incidents. As part f the rganizatinal risk management strategy, participate with the team in identifying risks and develping treatments t mitigate thse risks, and reprt significant risks as per rganisatinal prcedures Qualificatins Tertiary qualificatins r equivalent in HR/ business cmbined with 5+ years HR Generalist and Payrll experience. Cmpetency Technical / Prfessinal Cllabratin Oral cmmunicatin Rapprt building Analysis (prblem identificatin) Flexibility/Adaptability Sensitivity Organisatinal Awareness Attentin t detail Definitin Having achieved a satisfactry level f perfrmance in specific technical / prfessinal areas. This shuld include any specific experience and specific prfessinal knw-hw, including: A slid understanding f Federal legislatin and industrial relatins Demnstrated Human Resurces experience and knwledge HRIS experience (Aurin r similar) Wrking effectively with thers in the rganisatin utside the line f frmal authrity (such as peers in ther departments r senir management) t accmplish rganisatinal gals and t identify and reslve prblems Presenting ideas effectively t individuals r grups when given time fr preparatin (including nnverbal cmmunicatin and use f visual aides); targeting presentatins t the characteristics and needs f the audience. Creating cntinuing cmpatibility; getting alng well; practively develping relatinships. Securing relevant infrmatin and identifying key issues and relatinships frm a base f infrmatin; relating and cmparing data frm different surces; identifying cause-effect relatinships. Is pen t change, can think independently, and will champin new methds if they are prven t be better than the status qu. Taking actins that indicate a cnsideratin fr the feelings and need Having and using knwledge f systems situatins, pressures, and culture inside the rganisatin t identify ptential rganisatinal prblems and pprtunities; perceiving the impact and the implicatins f decisins n ther cmpnents f the rganisatin. Accmplishing tasks thrugh cncern fr all areas invlved, n matter hw small, shwing cncern fr all aspects f the jb; accurately checking prcesses and tasks; maintaining watchfulness ver a perid f time Peple Services Delivery Manager.dcx Page 5 f 6

6 Individual leadership (influence) Teamwrk (cperatin) Using apprpriate interpersnal styles and methds t inspire and guide individuals (subrdinates, peers, and superirs) tward gal achievement mdifying behaviur t accmmdate tasks, situatins, and individuals invlved. Active participatin in, and facilitatin f, team effectiveness; taking actins that demnstrate cnsideratin fr the feelings and needs f thers; being aware f the effect f ne's behaviur n thers. Additinal Requirements SU QLD requires the successful candidate t be: 1. able t subscribe t the aims, beliefs and wrking principles f SUI 2. able t demnstrate a living and persnal relatinship with Jesus Christ 3. able t shw strng Christian character evidenced by servant leadership, valuing f peple in general and marginalised peple in particular 4. a respected member f a lcal Christian church we recgnise 5. a hlder f a Blue Card frm the Cmmissin f Children and Yung Peple fr the purpses f child related emplyment 6. willing t wrk under SU QLD s Staff Cde f Cnduct Develped By Peple Services Delivery Manager Checked By Emplyee Relatins Manager Apprved By Directr f Peple Services (Acting) Date Nvember Peple Services Delivery Manager.dcx Page 6 f 6