POSITION DESCRIPTION REMUNERATION ANALYST

Transcription

1 "the love of Christ compels us.." 2 Corinthians 5:14. POSITION DESCRIPTION REMUNERATION ANALYST CORPS/CENTRE/DEPT: Human Resources Department DIVISION: THQ REPORTS TO: Payroll Manager DIRECT REPORTS: None PURPOSE: The role will provide business analyst skills and support to the assigned Human Resources and Payroll project activities. The business analyst's primary objectives are to provide meaningful data to implement payroll processes and practices, including training where appropriate; This role will also assist with a remuneration project and will achieve this by facilitating, clarifying, documenting, analysing and organising information with a variety of stakeholders, facilitators and partners. ARMY MISSION STATEMENT: The Salvation Army is an international movement and an evangelical branch of the Christian Church. Its message is based on the Bible and its ministry is motivated by love of God. The mission is both spiritual and practical, encompassing the preaching of the Gospel of Jesus Christ and the alleviation of human suffering and distress without discrimination. AUTHORITY: Nil CLASSIFICATION: Award Free L8 SOCIAL/GENERAL: Social STATUS 12 Month Term Full Time Position (38 hours per week) with the possibility of extension Page 1 of 5

2 Gather and Analyse Payroll Data In line with the Project Scope, identify deficiencies in Payroll processes that present a risk and may lead to Award / Enterprise Agreement employees not being paid their full entitlements (eg. wages, penalty rates, overtime, allowance etc.) across 23 modern awards and three Enterprise Agreements. Ensure solutions operate alongside Chris21 (HRIS), Mercury (e-recruitment, workforce management software), Kronos (time and attendance scheduling). Systems, processes and practices implemented to be understood by the relevant stakeholders, be user-friendly and automated to the reasonable extent possible. They are to be implemented to ensure consistent and accurate payment of all wage-related entitlements. PERFORMANCE MEASURES Demonstrated understanding of wage-related Award and Enterprise Agreement entitlements. Designed and managed robust data analysis processes that produces accurate and valueadd data. Creatively designed high impact and highly effective data gathering activities that strengthened project direction and understanding. Generated meaning data that informed and accelerated project outcomes. Converted meaning into implementable clearly defined actions to mobilise the Stakeholder groups / project actions Demonstrated positive working relationships with Payroll and other Stakeholders such as HR Consultants and geographically diverse workplaces with payroll / time and attendance responsibilities. Cleary defined improvements documented and understood by all stakeholders across the Territory. Provided regular reports to the Payroll manager / Stakeholders documenting progress with any challenges. Creates and facilitate the creation of new forms of data to support project aims. Produces valuable and usable forms to motivate and support project outcomes. Provide training as required. All risks identified and Award / Enterprise Agreement covered staff paid correctly. Any necessary back pay claims highlighted. Page 2 of 5

3 Award Free Remuneration Project Assist the Remuneration Manager with the Award Free Remuneration Review project; the objective of which is to establish a more effective and efficient approach to managing the annual remuneration review process and ensure salaries remain competitive and allocated increases recognise performance and market conditions. PERFORMANCE MEASURES Demonstrated understanding of Award Free job classification and remuneration framework. Provided relevant data to the Job Evaluation Consultants to enable implementation of the new Job Evaluation system. Established a standardised Total Remuneration Package approach for internal and market comparisons. Job evaluations of outliers / staff positioned outside of pay bands undertaken. Reviewed actual employee pay against the targeted pay policy to identify the over and under remuneration of employees. Established a transparent annual remuneration review process for employees which is based on market related remuneration and individual performance. Provided recommendations to the Board outlining budgetary requirements. Completed the annual review process including communication to employees. Interactive working relationship established and maintained with internal and external Stakeholders. ESSENTIAL REQUIREMENTS & QUALIFICATIONS: An appreciation of and the ability and willingness to promote, support and model the values and ethos of The Salvation Army Evidence of Professional HR development Demonstrated experience with Chris21 HRIS and Kronos Experience within the Payroll environment Demonstrated understanding of wage-related Award and Enterprise Agreement entitlements Thorough understanding of both Non Award remuneration methodology Demonstrated ability to establish and maintain effective relationships and partnerships with key stakeholders. Capacity to manage value add analysis activities Current driver s license Page 3 of 5

4 DESIRABLE REQUIREMENTS & QUALIFICATIONS: Tertiary qualifications in Human Resource Management, Industrial Relations or a related discipline Business Re-engineering qualification and/or experience Certificate IV in Training and Assessment Member of AHRI Inter/intra state travel may be required at times Agree to undertake a Police Check Flexibility with hours at times to meet the operational requirements of the role SKILLS & BEHAVIOURS: EXPERIENCE: Strong interpersonal, communication, facilitation and presentation skills Strong analytical and problem solving skills Ability to work independently and with minimal supervision Solid computer skills, proficient with MS office applications Strong team management skills Excellent written and verbal communication skills High level of interpersonal and influencing skills including the ability to consult and negotiate with a broad range of internal and external clients Highly developed analytical, planning, organisational and problem solving skills Demonstrated ability to work autonomously and as part of a team Team player who is energetic, flexible with a positive attitude and strong customer service focus Sound computer literacy and proficiency Minimum of 3+ years of experience in Remuneration Business Analysis Minimum 3+ years Chris21(HRIS) HR management experience Demonstrates business acumen Experience within the NFP or Community Sector would be well regarded Page 4 of 5

5 KEY RELATIONSHIPS/INTERACTIONS: Relationship with: Payroll Manager / Remuneration and Benefits Project Manager Project team Internal and external stakeholders Why: Accountable, providing reports and feedback on a regular basis Support and consultation as required Support and consultation as required We have carefully reviewed the Position Description and are satisfied that it fully and accurately describes the requirements of the position. Manager/Officer: Date: I have read this document and agree to undertake the duties and responsibilities as listed above. I acknowledge that:- This Position Description details the accountabilities of the role and provides an indication of the current duties and task that I may be required to undertake. Additional or other duties may from time to time be allocated in order to fully meet the responsibilities of the role. The measures where included in this document are indicative and will be reviewed with me on an annual basis and that my performance will be assessed against these measures. Employee: Name: Signature: Date: Page 5 of 5