Finance. Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 1 of 6

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1 Position Description This position description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations will be included in your agreed performance plan. Position Title: Human Resources Manager (part-time) Position Reports to: Chief Financial Officer Direct Reports: Nil Department: Finance Introduction to Melbourne Storm Melbourne Storm is an Australian professional rugby league club playing in the National Rugby League (NRL) competition. It is the only NRL team based in Victoria. It operates on its core CREST Value principles of Courage, Relentless, Exhilarate, Selfless and Trust. Since its inception in 1998, Melbourne Storm has played in six grand finals and 2006 through to 2009, winning Premierships in 1999, 2007* and 2009* and coming runners up in 2006 and In 2009 the team successfully secured the World Club Challenge. After incurring the penalties applied by the NRL during 2010 for breaches, [*the 2007 and 2009 premierships were withdrawn], the club bounced back and won the Minor Premiership and Club Championship in The club went on to win the NRL Premiership in 2012 and the World Club Challenge in From its inception and until the end of 2009, Melbourne Storm played the majority of home games at Olympic Park Stadium with larger games at Etihad Stadium. From 2010 the club moved into its new home at AAMI Park where it now plays all of its home games. Up until 20 May 2013, the club was owned by News Limited. On that date, it was acquired by Holding M.S. Australia Pty Ltd, an organisation comprised of internationally experienced and successful business people. Position Purpose The Human Resources Manager is responsible for managing the human resources requirements of the organisation to support the achievement of business objectives and contribute to robust planning that prepares for the future needs of the organisation. This includes partnering with, and advising senior executives in the overall management of their staff resources and to ensure legislative compliance. Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 1 of 6

2 Organisational Context CEO Chief Financial Officer Finance Manager Business Analyst Human Resources Manager Accountant Accounts Officer Medical Accounts Officer (part-time) ICT Service Provider Key Responsibilities Senior management partnering Provide coaching and support to the senior management team to enable them to deliver their HR responsibilities for their teams, and achieve the strategy through their people. Recruitment and selection Manage the effective recruitment & selection of employees by: Liaising with senior management to identify and prioritise workforce plans Providing advice and guidance with advertising, interviews and selection processes Ensuring that recruiting managers are trained in effective employee selection practices and onboarding Workforce Planning Ensure the resourcing needs of the organisation are met and future needs identified through: Identifying current and future skill gaps Implementing recruitment and development / succession strategies to meet current and future needs Ensuring that recruitment activities are consistent with succession planning & talent management strategies and requirements Performance management Assist and facilitate the effective performance of employees through: Driving the annual performance review process, incorporating review of the previous year s performance, objective/kpi setting for the forthcoming year, and assessment of training and development needs Providing senior management and employees with the necessary training and guidance to conduct peformance reviews, including the development of processes and templates Providing advice and support to senior management in managing any performance issues, disciplinary processes, etc. Providing advice and guidance on opportunities for performance improvement Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 2 of 6

3 Training and development Drive and coach managers on developing employee capability through: Assisting managers to identify competency requirements for effective performance Coaching managers in the implementation of development/career plans for employees Ensuring formal training programs meet all statutory/formal accreditation requirements Facilitating succession & retention planning activities Promoting a mindset with managers that training and development of their people is a key driver to improved organisational performance Facilitate appropriate online training programs for the workforce under the organisation s agreement with Learning Seat. Employee engagement / business improvement strategies Drive the embedment of the organisation s CREST values (Courage, Relentless, Exhilarate, Selfless, Trust) Design, co-ordinate and actively participate in employee engagement and business improvement strategies such as: Inductions Group training and development workshops Team building activities Operations excellence Health & wellbeing initiatives Coordinate the annual employee engagement survey, together with analysis and communication of results Legislative Compliance Ensure the organisation complies with relevant legislation and guidelines, including but not limited to: Employment law including Fair Work Act, relevant awards Industrial relations Employment equity OH&S/Workcover claims management Company policy & procedures Legislative reporting such as the Workplace Gender Equality Agency (WGEA) annual report Occupational health and safety (OH&S) Ensure that OH&S and incident management programs are effective and meet legislative requirements Coordinate any workers compensation claims and perform the role of Return To Work Coordinator Act as the organisation s key representative on the Melbourne & Olympic Parks Tenants Safety Group Policy, procedures and administration Maintain all HR policies and procedures including annual review and update for legislative changes and organisational changes Coordinate all individual workforce agreements including employee agreements, volunteer agreements and contractor agreements Maintain employee personnel documentation and files Coordinate induction procedures for new employees including distribution of induction pack, online induction training Coordinate exit procedures for outgoing employees including exit interview and completion of employee departure checklist Coordinate all necessary documentation for university interns and work experience students Work with management to manage annual leave balance with the objective for all employees to take their full entitlement each year Organisation representative Act as the Contact Officer of the organisation and be available for employee support on matters such as equal employment opportunity, anti-discrimination, harassment or bullying matters. Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 3 of 6

4 Key Relationships Internal CEO & senior management Employees Contractors Volunteers External National Rugby League (NRL) Legislative agencies Training providers Legal advisers Key Performance Indicators KPIs will be agreed with the successful candidate Measures Key Technical Competencies Industrial Relations / Employee Relations Experience Understanding of current Employment Legislation/Law Understanding of current Work Health and Safety legislations and requirements Strong problem solving and issues resolution skills with the ability to identify issues, find solutions and prevent re-occurrence Good organisation and time management skills Commercially astute Strong attention to detail Ability to work in a fast paced environment while juggling multiple priorities Behavioural Competencies Excellent relationship building skills Excellent communication and influencing skills Ability to work across the organisation with a customer focused approach Strong desire to drive change and make continuous improvement Inquisitive nature Flexible, adaptable and proactive approach High level of initiative and drive Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 4 of 6

5 Values All employees are responsible for behaving in accordance with and promotion of Melbourne Storm s CREST values - Courage, Relentless, Exhilarate, Selfless and Trust. Limits of Authority As per current approved Purchasing Policy delegated authority limits as published on Melbourne Storm s intranet. Qualifications, Experience and Licenses Bachelor degree in HR, Business, Psychology or related discipline Significant experience in generalist HR roles Health and Safety All employees are responsible for: Compliance with the company policy, safety systems and applicable health and safety legislation and regulations Reporting any and all conditions or unsafe practices that may affect the health of employees or others to management promptly Recommending improvements to health and safety practices Adopting safe work practices that comply with health and safety requirements and must not wilfully place at risk the health and safety of any other person in the workplace Assisting in timely completion of any corrective action items and reporting / investigation procedures Participating in relevant health and safety induction, training and other relevant activities Use and maintain all safety equipment provided Managers are also responsible for: Ensuring all appropriate actions are taken to implement health and safety policies and procedures and legislative requirements Accepting operational responsibility for health and safety performance within the work areas under their control Effectively communicating health and safety policies, procedures and workplace issues with senior management and employees Supporting the Health and Safety Officer and First Aid Officer in fulfilling their responsibilities Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 5 of 6

6 Agreed By Employee Employee s Name Employee s Signature Date: / / Agreed By Department Manager Department Manager s Name Department Manager s Signature Date: / / Approved By Department Director Department Director s Name Department Director s Signature Date: / / Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 6 of 6