GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT

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1 GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT POSITION TITLE: POSITION NUMBER: 2356 DIVISION: DEPARTMENT: CLASSIFICATION: Band 7 REPORTS TO: DIRECTLY MANAGES: INTERNAL LIAISONS: EXTERNAL LIAISONS: Human Resources Business Partner Office of the CEO People and Organisation Development Coordinator Employee Relations and HR Business Partnering N/A DATE: February 2016 POSITION OBJECTIVES: OD Centres of Excellence, Executive Leadership Team, Managers, Coordinators and all other staff Union Organisers, Meerkin & Apel, VECCI, Fair Work Commission, Consultants, Local Government HR Professionals, HR Industry professionals and members of the public The Business Partner is a dedicated partner with an allocated division of the organisation, providing professional Human Resources (HR) guidance and support with the objective of adding value to the business through the implementation of Council s HR Strategy and departmental business plan objectives. The Business Partner plays a vital role in supporting the organisation in HR related activities. This role acts as the first point of contact for managing the resolution of all generalist HR issues; brokering HR services and providing employee support. POSITION RESPONSIBILITIES: Key Responsibilities: 1. Provide specialist advice and assistance on a range of HR matters including recruitment, performance management, employee and industrial relations, training, capability and engagement. 2. Conduct complex investigations and disciplinary meetings ensuring due process. 3. In conjunction with Line Managers, drive the people processes (performance, development and career) to support employees achieve levels of performance and capabilities required to meet current and future standards. 1

2 4. Manage specific projects as determined in the annual HR operational business plan as well as participating in functional and cross-functional initiatives. 5. Develop and promote feedback for employees to influence the continuous improvement of HR services and processes. 6. Monitor, interpret and implement all new and revised legislation relating to IR/ER. 7. In conjunction with the Coordinator, plan and implement changes required including developments to policy and procedure, ensuring that significant changes are communicated to the organisation in the most appropriate manner. 8. Contribute to the development of business strategies for the allocated Division that are consistent and aligned with the HR Business Plan/Strategy to support the Division to achieve its goals. 9. Adhere to all Council s policies and procedures relevant to this position. 10. Carry out other duties as deemed reasonable and appropriate to the role as directed from time to time. Values and Behaviours: Our aim is to foster a culture that embraces the values that reflect what we believe will deliver the best outcomes for our community. Our values form the basis of our behaviour. It is our expectation that employees will demonstrate our values when carrying out their work. Integrity Responsibility Innovation Respect Risk Management and Occupational Health & Safety Responsibilities: Understand and comply with Council OHS policies, procedures and legislative requirements relevant to the position. Perform work in a safe and appropriate manner. Ensure behaviour does not discriminate, bully or harass others. Take responsibility for own safety and that of others. Proactively report any incidents, injuries, hazards or unsafe work practices. The following general physical and functional requirements may apply to this position. Specific physical requirements will be attached if applicable. Manual handling tasks. Prolonged periods of inactivity eg. sitting at the computer. Regular keyboarding associated activities. Long / short distance travel between sites. Dealing with difficult clients and situations. Demanding deadlines. KEY SELECTION CRITERIA: Essential: 1. Degree qualifications in HR management or a related field with demonstrated experience in a HR generalist role. 2

3 2. Proven experience within both a white collar and blue collar work environment. 3. End to end recruitment experience including behavioural based interviewing and drafting advertisements. 4. Ability to provide specialist advice in regards to formal performance management processes coupled with experience conducting disciplinaries and HR investigations including those of a complex nature. 5. Ability to maintain composure during robust discussions and effectively respond in an appropriate, timely and professional manner. 6. Ability to manage change, be innovative and to identify process improvements. 7. Demonstrated experience in handling union matters / officials. 8. Demonstrated problem solving and decision making abilities along with the ability to recommend solutions. 9. Significant experience and knowledge of employment and industrial laws, HR administration, recruitment process, payroll functions and position description formulation and evaluation. 10. Well developed communication skills with the ability to relate to people at all levels with the ability to influence where appropriate. 11. Highly organised with the appropriate administration skills to be able to meet deadlines under conflicting pressures while being committed to meeting customer expectations focused on attention to detail with the ability to produce high quality work. 12. Ability to research and provide authoritative advice. 13. Experience with working as part of a team to achieve organisational goals. 14. All candidates should display integrity, responsibility, respect for others and the ability to be innovative. Desirable: 15. Additional qualifications in Industrial Relations/Employment Law. 16. Ability to represent Council at Fair Work Australia, EEO Commission and other external bodies. 17. Local Government experience. 18. Experience working within a multi-disciplinary business. 19. A high degree of proficiency in Word and Excel as well as the ability to utilise HRIS to bring about organisational efficiencies. ACCOUNTABILITY AND EXTENT OF AUTHORITY: Contribute to departmental business strategies by helping to identify, prioritise and build organisational capabilities, behaviours, structures and processes. Support line management in forecasting and planning the talent pipeline requirements in line with the function/business strategy. Provide recommendations for appropriate staff development strategies and opportunities. Support the Division with regards to recruitment, staff development, leadership, behaviour and performance. Provide advice on change management initiatives, department restructures, job role design and redundancy situations in order to improve cost and efficiency. Responsible for effective communication with Union Organisers and Delegates, conducting complex investigations, policy review and implementation and drafting strategy papers to the Executive Management Team. Accountable for creating and capturing accurate and complete records of the business activities related to this position, in accordance with approved policy and procedures. This is applicable to both hardcopy and electronic information, including . 3

4 JUDGEMENT AND DECISION MAKING: Effectively apply performance management to create a high-performance culture. Ability to interpret and make decisions in accordance with Industrial instruments including Enterprise Agreements, Awards and Acts. Apply employee relations and employment practices in order to create a positive, ethical, effective work environment. Review and benchmark the internal and external environment to improve the HR policies and initiatives to enhance overall business performance. SPECIALIST SKILLS AND KNOWLEDGE: Up to date knowledge of Fair Work Act and employment legislation. Ability to consult and negotiate. Ability to interpret and apply Enterprise Agreements, Awards, Employee and Industrial instruments. Ability to develop clear, actionable steps from overall strategy. Understanding of local government, including context and constraints. MANAGEMENT SKILLS: Basic project management skills. Highly developed ability to manage competing demands and prioritise time accordingly. May supervise other staff and/or students. Ability to manage composure during difficult and challenging circumstances. Ability to effectively manage competing demands and requests from Senior Management. INTERPERSONAL SKILLS: Provide expert advice, coaching and advocacy to employees where appropriate. Seek to understand employee opinions taking into consideration their needs and concerns. Maintain close contact with the OD Centres of Excellence to work in synchronisation with the other business units. Deliver high quality and timely customer service. Engage, inspire and influence people through consultation with management, staff and unions. Understand employee opinions, monitor the effect of business decisions on people, and advise senior management on addressing employees concerns. Influence and assist organisational change initiatives in support of business strategies. Promote learning and development across functions to facilitate continuous improvement. Ability to demonstrate integrity, responsibility, innovation and respect in all aspects of the position. QUALIFICATIONS AND EXPERIENCE: Degree qualifications in HR management or a related field with up to date knowledge of employment legislation and best practice. Substantial HR experience (operational and strategic) in comparable organisations. Success in dealing with complex employee relations issues within a unionised environment. 4

5 HOW TO APPLY Applications close: 5:00pm Friday 26 February 2016 Contact Person: Darren Gillies, Coordinator Employee Relations & HR Business Partnering, Submit your online application at If you are unable to submit an online application please send your application to: Recruitment Administration Officer Organisation Development City of Greater Geelong PO Box 104 GEELONG VIC 3220 Privacy Statement The collection and handling of personal information is carried out in accordance with Council s Privacy Policy, which is displayed on Council s website and which is available for inspection at, or collection from, Council s Customer Service Centres. 5

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