Role Description Principal HR Advisor

Transcription

1 Role Description Principal HR Advisor Cluster/Agency Department/Agency Division/Branch/Unit Location Planning & Environment Sydney Living Museums Operations & Governance Division/Human Resources Team The Mint Classification/Grade/Band Clerk Grade 7/8 Kind of Employment Ongoing ANZSCO Code Role Number OG017 PCAT Code Date of Approval 09 September 2015 Agency Website Department/Agency overview Historic Houses Trust of NSW (HHT), incorporating Sydney Living Museums (SLM), is a statutory authority of, and principally funded by, the NSW Government. The Historic Houses Trust is one of a number of agencies administered through the Office of Environment and Heritage (OEH), reporting to the Minister for Heritage. OEH regulates industry, protects and conserves the NSW environment, manages over 850 national parks and reserves and protects the natural, cultural and built heritage in NSW. SLM provides custodial care for significant historic places, buildings, collections and landscapes with integrity, and enables people to enjoy and learn about them. SLM was established under the Historic Houses Act 1980 to manage, conserve and interpret the properties vested in it for the education and enjoyment of the public. SLM s portfolio includes houses, museums, landscapes, a library and collections of paintings, furniture and objects. SLM is managed through four Divisions Heritage & Collections, Curatorial & Public Engagement, Commercial & Marketing Services, and Operations & Governance. The Operations & Governance Division includes Human Resources, Finance, Knowledge & Compliance and Information & Communications Teams. The activities of this division enable SLM to be an effective agency complying with public sector and regulatory requirements. The Human Resources Team provides staff support and management of SLM staff throughout their employment, from pre-recruitment to the end of employment. They offer counselling, support, training and assistance to all staff. The Human Resources Team works with management and staff to contribute to the sustainability and well-being of the organisation. Primary purpose of the role Deliver professional service, advice and systems maintenance to facilitate accurate and efficient human resources support to Sydney Living Museums staff. Key accountabilities Provide timely advice to staff at all levels on the interpretation and application of employment related legislation, policies and awards to enhance and support effective workplace delivery consistent with staff needs. 1

2 Maintain and implement system enhancements and customisations to Chris 21, HR21 electronic selfservice system and other related Human Capital Management systems to deliver quality and relevant service while maintaining data integrity. Process workers compensation claims to ensure submissions are promptly dealt with in compliance with relevant legislation and procedures and serve as return to work coordinator. Supervise and check payroll functions and complete end of financial year reconciliations to ensure accuracy and compliance with agency and audit processes. Compile data and produce the quarterly and annual Workforce Profile reports to provide advice on employee and employment trends within set time frames and format requirements. Collaborate with the Head of Human Resources to develop, implement and review Human Resources policies and procedures to maintain current practices. Prepare strategic reports within tight timeframes for the Executive, Finance Team and Team Leaders as required to communicate information on the establishment, staff employment, funding and costing projections. Process requests and provide advice regarding maternity and paternity leave to support SLM staff and ensure leave entitlements are correct. Key challenges Maintaining currency with changes in relevant Public Sector legislation and policies to ensure the most appropriate advice and service is provided. Supporting the implementation of human capital management systems and maintaining the electronic employee self-service system to achieve efficient and accessible client service for stakeholders at all levels. Developing and implementing reporting systems to assist with management decision making, goal setting and planning functions to monitor the utilisation of human resources and to meet the agency s reporting requirements. Key relationships Who Internal Head of Human Resources Human Resources Officer and Recruitment & Training Officer Human Resources Team Finance Team Staff across the agency Why Receive guidance and direction in relation to the management and support of the Human Resources Team. Collaborate with to implement and review human capital management systems, policies and procedures. Provide guidance, support and direction on Team goals and projects. Communicate with/keep updated on planning and deliver of projects. Collaborate with the Recruitment and Training Officer to develop and deliver the annual Learning & Development plan. Collaborate with the Human Resources Officer in relation to payroll processing. Oversee and coordinate to ensure service delivery across the agency. Communicate with/keep updated on planning and deliver of projects. Collaborate with and provide reports regarding salaries, costings, budgets and establishment. Provide ongoing systems support. Provide prompt and effective advice as requested in regards to payroll, Role Description Principal HR Advisor 2

3 Who External Professional associations, Government and cultural organisations and service providers HCM system suppliers Role dimensions Decision making This role: Why working conditions, workers compensation and entitlements. Assist with workers compensation claims and serve as employee return to work coordinator. Consult with on human resource issues, including workers compensation and superannuation. Collaborate with to gain support for and facilitate the effective deliver of human resource services to SLM staff. Communicate with/keep updated on new developments in legislation, policies and systems. Coordinate regular maintenance and essential upgrades to the Human Capital Management (HCM) systems to ensure optimum operational performance of the systems supporting SLM s HR functions. Takes active ownership of own work. Has a high level of autonomy and is accountable for the delivery of work assignments and projects on time and to expectations in terms of quality, deliverables and outcomes. Maintains a high level of confidentiality. Refers to supervisor for decisions that require significant change to strategic approach; that are likely to escalate; cause undue risk; create substantial precedent; or are outside of delegations limits. Prioritises and manages multiple tasks and demands including matters with critical turnaround times. Maintains efficient lines of communication. Reporting line This role reports to the Head of Human Resources. Direct reports The following roles report to this role: Human Resources Officer Recruitment & Training Officer Budget/Expenditure Nil Essential requirements Extensive experience working in human resources and relevant tertiary qualifications. Extensive experience working with and maintaining human resources payroll and electronic self-service systems. Experience interpreting and working within in the confines of complex awards and legislations. Working knowledge of the Government Sector Employment Act 2013 and the ability to implement its rules and regulations. Superior written and verbal communication skills. Strong interpersonal skills with ability to negotiate and lead others. Role Description Principal HR Advisor 3

4 Excellent time management and organisational skills with the ability to manage competing demands, priories and deadlines within a high pressure environment. High degree of accuracy and confidentiality when managing Human Resources matters. Experience working with Microsoft Suite. Strong analytical and problem solving skills with the ability to exercise independent judgment in dealing with a wide range of issues. Capabilities for the role The NSW Public Sector Capability Framework applies to all NSW public sector employees. The Capability Framework is available at Capability summary Below is the full list of capabilities and the level required for this role. The capabilities in bold are the focus capabilities for this role. Refer to the next section for further information about the focus capabilities. NSW Public Sector Capability Framework Capability Group Capability Name Level Display Resilience and Courage Act with Integrity Manage Self Value Diversity Communicate Effectively Commit to Customer Service Work Collaboratively Influence and Negotiate Deliver Results Plan and Prioritise Think and Solve Problems Demonstrate Accountability Finance Technology Procurement and Contract Management Project Management Manage and Develop People Inspire Direction and Purpose Optimise Business Outcomes Manage Reform and Change Foundational Role Description Principal HR Advisor 4

5 Focus capabilities The focus capabilities for the role are the capabilities in which occupants must demonstrate immediate competence. The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should be reviewed in conjunction with the role s key accountabilities. NSW Public Sector Capability Framework Group and Capability Level Behavioural Indicators Personal Attributes Manage Self Relationships Communicate Effectively Relationships Commit to Customer Service Results Deliver Results Results Demonstrate Accountability Look for and take advantage of opportunities to learn new skills and develop strengths Show commitment to achieving challenging goals Examine and reflect on own performance Seek and respond positively to constructive feedback and guidance Demonstrate a high level of personal motivation Tailor communication to the audience Clearly explain complex concepts and arguments to individuals and groups Monitor own and others' non-verbal cues and adapt where necessary Create opportunities for others to be heard Actively listen to others and clarify own understanding Write fluently in a range of styles and formats Take responsibility for delivering high quality customer-focused services Understand customer perspectives and ensure responsiveness to their needs Identify customer service needs and implement solutions Find opportunities to co-operate with internal and external parties to improve outcomes for customers Maintain relationships with key customers in area of expertise Connect and collaborate with relevant stakeholders within the community Take responsibility for delivering on intended outcomes Make sure team/unit staff understand expected goals and acknowledge success Identify resource needs and ensure goals are achieved within budget and deadlines Identify changed priorities and ensure allocation of resources meets new business needs Ensure financial implications of changed priorities are explicit and budgeted for Use own expertise and seek others' expertise to achieve work outcomes Take responsibility and be accountable for own actions Understand delegations and act within authority levels Identify and follow safe work practices, and be vigilant about their application by self and others Be alert to risks that might impact the completion of an activity and escalate these when identified Role Description Principal HR Advisor 5

6 NSW Public Sector Capability Framework Group and Capability Level Behavioural Indicators Business Enablers Technology People Management Manage and Develop People Use financial and other resources responsibly Demonstrate a sound understanding of technology relevant to the work unit, and identify and select the most appropriate technology for assigned tasks Identify opportunities to use a broad range of communications technologies to deliver effective messages Understand, act on and monitor compliance with information and communications security and use policies Identify ways to leverage the value of technology to achieve team/unit outcomes, using the existing technology of the business Support compliance with the records, information and knowledge management requirements of the organisation Ensure that roles and responsibilities are clearly communicated Collaborate on the establishment of clear performance standards and deadlines in line with established performance development frameworks Develop team capability and recognise and develop potential in people Be constructive and build on strengths when giving feedback Identify and act on opportunities to provide coaching and mentoring Recognise performance issues that need to be addressed and work towards resolution of issues Role Description Principal HR Advisor 6