PRIMARY RESPONSIBILITIES. 1 Compliance with statutory obligations, application of Shire policies & procedures and achievement of Shire objectives.

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1 POSITION DESCRIPTION TRIM Number: E11/220 POSITION: HUMAN RESOURCE MANAGEMENT OFFICER The VALUES of The Shire Serpentine Jarrahdale Communication Accountability Trust Commitment to Service Honesty POSITION TITLE DEPARTMENT SERVICE AREA DIRECTORATE POSITION ACCOUNTABLE TO Human Resource Management Officer Human Resources Corporate Services Director, Corporate Services POSITION ACCOUNTABLE FOR: Position Title Level No. Of Subordinates LIAISES WITH: Internal: Payroll officer, supervisors & managers, records staff, staff at all levels in all Divisions & locations External: (Includes but not limited to) State & local government organisations, Unions, industry representative bodies, HR consultants, contractors, training providers, the general public. LAST DATE PD REVIEWED: November 2010 POSITION SUMMARY Provides HR management support to staff, managers & the executive to ensure that the Shire achieves its strategic HR objectives, complies with statutory obligations & applies best practice HRM procedures. 2. POSITION CERTIFICATION The details contained in this document are an accurate statement of the position s responsibilities and requirements. SIGNATURE MANAGER/DIRECTOR DATE SIGNATURE EMPLOYEE DATE E09/7294

2 Page 2 of 5 PRIMARY RESPONSIBILITIES 1 Compliance with statutory obligations, application of Shire policies & procedures and achievement of Shire objectives. The HRM practices applied in the Shire comply with external requirements, align with & progress Shire values & objectives and represent best practice (within the resource constraints of the organisation); 1.1: Apply and promote HR procedures which ensure that personnel practices are consistent with Council plans, policies & procedures, industrial Acts & Awards and relevant State and Federal legislation including the Occupational Health and Safety, Privacy, Equal Opportunity and State Records Acts. 1.2: Maintain & update the Shire s HR Procedures Manual including forms & templates 1.3: Maintain and update staff records and industrial Awards and Agreements, Acts and policies relevant to Human Resources Management. 1.4: Advise the Executive, Managers & staff of relevant changes to legislation, Awards, policy & procedures. 2 Human Resources Management support for staff, management and the organisation. Staff, managers & the executive (internal customers) are satisfied with the quality and timeliness of advice and support provided to assist them to manage their human resources. 2.1: Provide sound advice to employees to apply approved HR procedures and fulfil their HRM responsibilities. 2.2: Provide confidential support and advice to staff to reduce conflict, promote a culture of tolerance, unity and trust and defuse potential problems. 2.3: Liaise with the Executive and Managers in respect to management practices impacting upon employees and source and provide sound advice to them on implementing HR procedures, in particular with respect to recruitment, grievances, disciplinary issues, industrial issues and terminations of employment. 2.4: As far as possible assist supervisors, managers & the executive in the processes of managing their staff resources, including job design & analysis, classification, attraction, retention & remuneration, recruitment & selection, training & development, performance management, industrial relations, equal opportunity & diversity, transition to retirement and staff exits. 2.5: Liaise with consultants, contractors & the Shire Industrial Relations advisers in relation to HRM services, policies, practices & performance. 2.6: Liaise with the payroll officer in relation to payroll & workers compensation matters and develop and oversee rehabilitation programmes and returns to work.

3 Page 3 of 5 3. Efficient & consistent HRM systems & practices Open and transparent HRM procedures are in place and routinely followed, supported by readily accessible, clear, simple & easy to use forms, templates & procedures to facilitate HRM actions. 3.1: Maintain and keep confidential personnel records. 3.2: Develop or assist in developing simple, flexible systems & processes. 3.3: Assist in delivering induction, training & exit programs for staff 3.4: Monitor HRM practice and take pre-emptive action to avoid problems escalating. 3.6: Prepare HRM & employment reports & returns. 3.7: Provide input to decisions regarding HRM policy and practice in the organisation. 3.8: Obtain specialist advice from external agencies, consultants or other bodies were appropriate. 3.9: Refer staff to appropriate agencies, employee assistance or other external bodies for support when appropriate. 4. Monitoring & reporting on HRM performance and control of Shire risk in relation to human resource management practices The Shire s performance in relation to the management of its human resources is actively monitored and the level of risk controlled, monitored, reported on in relation to statutory compliance & public or external exposure (including reputational, financial and other risks). 4.1: Actively monitor the performance of staff, supervisors, managers & the executive in relation to HRM practices. 4.2: Provide evidence-based feedback to individuals where HR management practices need improvement. 4.3: Maintain data relating to employees, organisational wellness & HRM performance, training & development and provide regular reports to the Director, Corporate Services. 4.4: Assist with the formulation & evaluation of Human Resource Management plans, policies and procedures and needs analyses to best meet the requirements of the Shire and its employees 4.5: Achieve or facilitate the achievement of the objectives and targets outlined in the Shire s Plan for the Future and Strategic Human Resources Management Plan. 5. Support to the Shire and the Director, Corporate Services as required. Shire values & objectives are met & urgent or important tasks required by the Director are completed well, on time & on budget. 5.1: Demonstrate sound HRM principles and procedures in everyday work practices 5.2: Other duties as directed.

4 Page 4 of 5 8. GENERAL RESPONSIBILITIES Comply with all statutory obligations, including the Local Government, Equal Opportunity, Occupational Safety & Health Acts Adhere to the provisions of the State Records Act and the Shire s Record Keeping Plan at all times - creating records which would not otherwise be created, registering them into electronic &/or paper systems & retaining and protecting records as required Apply the Shire s values in everyday work practices Ensure that work output and methods further the Shire s vision and Plan for the Future Celebrate & promote organisational and individual achievements. KEY PERFORMANCE INDICATORS (KPI S) (to de developed within 3 months of appointment) CONDITIONS OF EMPLOYMENT INDUSTRIAL AWARD Local Government Industry Award ALLOWANCES / SPECIAL 9% Superannuation, and up to 12% with matching contributions (ie. 3% CONDITIONS Council matching 3% staff) EMPLOYMENT STATUS Full time, Permanent CLASSIFICATION Level 7 DAYS TO BE WORKED Monday to Friday ANNUAL LEAVE 4 weeks HOURS PER FORTNIGHT 38 hours per week OTHER CONDITIONS Works generally within a shared air-conditioned workstation environment and at times the works depot The position is approximately 60% sedentary and 40% moving about; extensive use of a PC May be required to drive a council vehicle to meetings or on work assignments ESSENTIAL CRITERIA SELECTION CRITERIA High level written & verbal communication skills Demonstrated excellent interpersonal & influencing skills & ability to develop and maintain good relationships in a multi-discipline environment Demonstrated ability to work under pressure and manage own workload & priorities Experience in delivering administrative or HRM services Knowledge of current HRM issues & practices as they relate to WA local government & ability to interpret & apply statutes & policies Working knowledge of Microsoft Office applications (Outlook, Word & Excel) Commitment to HRM principles & values Tertiary qualification in human resources management or equivalent PREFERRED CRITERIA Experience delivering HRM services in a small/medium organisation Working knowledge of local government structures & functions

5 Page 5 of 5 SIGNED: Incumbent: DATE APPOINTED TO THIS POSITION: Supervisor: Date: Supervisor: Chief Executive Officer DATE REVIEWED: POSITION AND INCUMBENT DETAILS: Note: Both parties are to sign and date the areas provided to indicate their mutual agreement of the requirements of the position. The original of all updated PD's must be returned to Human Resources. Position Description Prepared By: Accountabilities Accepted By Employee: Signed: Date: Signed: Date: PD REVIEW RECORD: LAST REVIEW DATE: REVIEWED BY: We the undersigned have mutually agreed upon the amendments made to this position description, on the date listed below. INCUMBENT: SUPERVISOR: DATE:

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