The position reports to the Human Resources Manager and works closely with other HR Team members.
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- Augustus Douglas
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1 Title: Human Resources Business Partner (HRBP) Position type: Full time Classification: non-eba Position purpose: Work in partnership with the business to provide specialist coaching, support and influence that enable key clients to effectively deliver their people strategy. Provide a consultancy service that delivers best practice and commercially focused HR solutions, Industrial Relations advice and support for the business in conjunction with specialist HR functions. By brokering services from the HR shared services team and HR Specialists, the HRBP and in consultation with the relevant key stakeholders, will design activities that strengthen business performance; such as building leadership skills within their unit, creating a best practice work culture, ensuring HR governance and encouraging collaboration and creating an environment that supports employee empowerment. The position reports to the Human Resources Manager and works closely with other HR Team members. Department: Corporate Services About the Organisation Supervisor: National Human Resources Manager Location: West Footscray Date: March 2018 Independence Australia is a social enterprise that provides choices for people living with a disability or other personal need, supporting them to regain and retain their independence. We re about supporting people in their homes, in their communities, in their endeavours, to improve their quality of life, to achieve their dreams. Our Values & Guiding Principles: Person Centred - Committed People - One Organisation - Right First Time Key Selection Criteria Skills and Experience ESSENTIAL KNOWLEDGE, EXPERIENCE AND SKILLS Human Resources practices gained from tertiary study and extensive practical experience Relationship Management to build credibility, respect and rapport with key stakeholders Team player to manage the team workload with others. Excellent communication skills both written and verbal Problem solving through analysis, and facilitation to provide strategic advice and develop options Ability to work under pressure and deal with people under stress Influencing and negotiating to effectively challenge current situations and orthodox thinking. Project Management organisational skills to roll out HR Lifecycle programs. Change Management Delivering Human Resource programs: Performance, Remuneration, Engagement, Development, Diversity HR- Business Partner Page 1 of 7
2 Breadth of experience: Incumbent needs HR experience, preferably within a similar industry Generalist HR capacity in a large organisation Project Management experience relevant to area of responsibility Mentoring and Coaching team leaders and managers Attributes: Customer service Business focus Continuous improvement Professionalism Team player Flexibility and adaptability Empathy and a caring for individual needs Confidentiality Demonstrated personal values are aligned to IA s values Ability to cope with ambiguity Highly developed oral and written communication Ability to work in high demand area Ability to empower managers Attention to detail Qualifications A relevant tertiary qualification in Human Resources, Industrial Relations or a related discipline. Evidence of ongoing personal and professional development. HR- Business Partner Page 2 of 7
3 Organisational Relationships Human Resources Manager HR Business Partner Health Solutions HR Business Partner Community Solutions HR Business Partner Corporate & Field Organisational Development Lead Payroll Manager Recruitment Coordinator Payroll Coordinator Authority Levels: BUDGETARY OTHER As per approved budget Working Relationships MOST FREQUENT CONTACTS In accordance with delegated authority NATURE AND PURPOSE Executive Team Group Managers HR Team IA Workforce HR Network Cross Divisional planning, performance and advice Divisional strategic plans, and collegiate coaching & support Collaborative partnering Business focused HR Advice and support Individual referrals IA advocacy, best practice Key Accountabilities Contribute to developing, communicating and implementing People Strategies and plans that: Support the service unit to achieve its objectives Assist key stakeholders within the Service Unit to recruit, develop, deploy, reward and manage the people and talent required to deliver its business strategies and objectives; Support the implementation of key change initiatives with regard to values, culture, leadership, behaviours and performance; Provide project management support and HR expertise to the business with specific related projects Identify people issues in partnership with key clients and support them with advice and expertise to resolve these matters. Contribute to the delivery of business area Key Performance Indicators. Provide support on the research, design and development of HR programs in support of the HR strategy, using operational knowledge to meet the needs of the client area. Facilitate the implementation and communication plan into the business that achieves the agreed deliverables. HR- Business Partner Page 3 of 7
4 Decision making and span of authority Works within policies, practices and procedures with reference to the Group HR Manager for advice, guidance and support. This is a consulting and advisory role. Much of the work involves influencing and convincing managers on appropriate courses of action in relation to recruitment, induction, training or general HR practices. Key Result Areas (Organisational) Result Area and Operational Standards Support the Independence Australia culture Independence Australia Code of Conduct, Statement of Purpose and Guiding Principles Occupational Health and Safety Independence Australia OHS Policies, Procedures and Work Instructions, OHS legislation Quality and Continuous Improvement Independence Australia Quality Assurance and Risk Management Policies and Procedures Business Plan Any relevant departmental procedures and manuals Tasks/Responsibilities Participate in, promote and uphold the philosophy and principles of Independence Australia. Understand, communicate and support the policies and procedures of the organisation. Have a duty to take care for their own health and safety and of others affected by their actions or inactions at work. Comply with safety procedures and practices that have been put in place by Independence Australia to minimise the risk of injury to workers, contractors, consumers, volunteers and visitors and to control identified hazards in the workplace. Do not wilfully interfere with or misuse equipment, materials or facilities provided in the interest of health, safety and welfare of those who attend a workplace. Do not wilfully interfere with or misuse information or instructions provided in the interest of health, safety and welfare of those who are in their care at the workplace. In accordance with agreed Independence Australia procedures for accident and incident reporting, report potential and actual hazards to their immediate supervisor for resolution. Participate in regular safety checks, including fire drills and contribute to the evaluation and review of such procedures. Attend training provided or organised by Independence Australia to ensure compliance with OHS requirements. Assist with preparation for quality and ISO audits when required. Identify opportunities for best practice and continuous improvement and communicate these effectively with the team and the organisation. Customer Service Independence Australia Quality Assurance and Risk Management Policies and Procedures Independence Australia Code of Conduct Any relevant departmental procedures and manuals Key Result Areas (Job Specific) Ensure that customer service and quality measures are followed. Communicate with customers (internal and external) in a positive, clear and timely manner. HR- Business Partner Page 4 of 7
5 Result Area and Operational Standards Business Unit HR direction Approved framework, standards and format for strategic and business plans and associated budgets utilized Legal and Regulatory Compliance HR Services People Strategy 2016 Budgetary Control and ROI Performance against annual budgets Tasks/Responsibilities Deliver integrated HR & development strategies through approved business plans and promoting performance indicators to drive organisational wide engagement and innovation. Responsible for managing ongoing monitoring and evaluation of performance against agreed Business Plan KPI s. Convert strategic plan into action ensuring collaboration and engagement with senior management and HR team. Ensure there are clear linkages to business plan targets and the contribution to these are measured and met or exceeded. Ensure legal and regulatory compliance strategies, plans, processes and systems are in place and adhered to so risk to the organisation is reduced or eliminated. As a member of the HR Service Unit, contribute to support IA s People Strategy through: Demonstrating the vision, values and behaviours for IA: o Supporting the deployment of organisational values to the local business area o Promoting and demonstrating performance and business excellence o Co-operation, support and knowledge sharing between other Business Partners and HR colleagues Supporting the well-being, security and safety of all employees within IA Provide day-to-day performance management guidance to line management (coaching, counselling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale and increase productivity and retention. Accountable for the optimal utilisation of the organisation s resources to achieve goals and objectives. Implement systems, tools and analytics to make fact based decisions. Ensure shared services provide cost effective and efficient customer service within agreed service plans. Within prescribed authority limits approve expenditure of budget items. Budget management including budget development, planning, forecasting, variance and performance reporting. Responsible and accountable for HR ROI against plan. Ensure any investment in technical functionality is appropriately scoped to enhance operational effectiveness. Strive to continually improve HR processes and procedures to gain efficiencies and economies of scale where practicable. HR- Business Partner Page 5 of 7
6 Employee Relations Working in partnership with the business to manage employee relations issues. Implement employee relations processes, systems, policies and strategies into the local business area, in collaboration with managers and the Employee Relations/Industrial Relations coordinator that: Support managers with the retention and development of the best people Complement and support the achievement of the local business area s strategies and objectives Contribute to the stability and continuity of operations Support the values based high performing culture Promote and protect IA s Employment Value Proposition Ensure effective communication to staff on employment relations issues and change initiatives Initiate meetings with managers and support staff on a regular basis and where appropriate, consult with staff on matters affecting them, the unit and the organisation. Business Performance Organisational Development Approved business plan Continuous improvement Coordinate and implement the performance management process and provide support to the Manager: o To manage under-performance (disciplinary process) o Complement and support the achievement of business strategies and objectives o Assist in creating and supporting a culture of dialogue between managers and employees around what is to be achieved in the business and in work roles o To create a values based and high performing culture and workplace within the Unit Provide accurate timely reports on performance. Provide guidance and input on business unit restructures, workforce planning and succession planning. Identify training needs for business units and individual executive coaching needs and discuss these with the Learning and Development Coordinator. Participate in evaluation and monitoring of success of training programs including the follow-up to ensure training objectives are met. Facilitate inter-functional relationships to ensure goal alignment and performance against target. Is receptive and open to feedback and makes improvements as a result. In consultation with the Learning and Development Coordinator Implement and monitor a learning and development capability responsive to the ongoing needs of the business unit. Ensure organisational communications methods are appropriate to engage a remote workforce and assist their capacity to deliver a visible difference to consumers. Establish avenues for internal customer feedback and analysis to identify trends, develop recommendations and options for innovation, initiatives and enhancements of current HR processes. HR- Business Partner Page 6 of 7
7 KPI: Innovation and improvement initiatives KPI: Personal effectiveness HR Systems and Processes Review existing, and develop new, quantitative and qualitative data sources to provide recommendations and insights to business decisions. Maintain an up-to-date knowledge of industry developments and involvement in or membership of networks. Participate in other operational development projects as the need arises. Contribute to the implementation of HR systems, processes, strategies, policies and plan that: Complement and support the achievement of the Unit s strategies and objectives Provide timely, accurate and well-formatted information and reports for Group HR Manager and Business Managers to plan and monitor people capability in developing their business strategies. Ensure the provision of a high quality and timely advice and service to all Leaders, Managers and Employees. Ensure that the recruitment strategy and process is adhered to at all times and it is delivered within agreed time frames Partnerships Strategic Plan Other Working Conditions Develop external networks to obtain ongoing marketing intelligence and information. Leverages from networks to build best practice business unit knowledge Build and maintain collaborative and consultative working relationships with external stakeholders, including community groups and associations to promote open communication and facilitate delivery of best practice communication and community engagement initiatives. PROPERTY ITEMS: Laptop WORKING ENVIRONMENT: Laptop PHYSICAL REQUIREMENTS: Ability to travel interstate, capability to drive for greater than 1 hour at a time. SPECIAL CONDITIONS: Certification I have read this document and agree to undertake the duties and responsibilities as listed above. Name: Signature: Date: HR- Business Partner Page 7 of 7
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