Ambulance Victoria. Position Description

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1 Position Description Position Title: HRIS Specialist Reports To: HR Information & Services Team Leader Division: People & Community Department: People & Workforce Strategy Direct Reports: Nil Employment Conditions: (Management & Administrative Staff) Enterprise Agreement 2010 Primary Objective: Lead the support and development of the HRIS to enable meaningful data and reporting for a range of customers both internally and externally and to ensure the integration of the HRIS with other organisational systems and processes. Work closely with the Payroll System Supervisor on system development, maintenance and integrity processes. Responsibility for Quality: To take responsibility for improving quality processes using continuous improvement philosophies and practices, thereby increasing value to the customers and the organisation Expected Behaviours These statements of expected behaviours, are based on AV s commitment to building a more effective culture and focus on developing four constructive styles: Achievement, Self-Actualising, Humanistic Encouraging and Affiliative Achievement Self-Actualising Humanistic-Encouraging Affiliative Achieves self set goals Believes that individual effort is important Receptive to change Encourages growth and development in others Cooperative Creative problem solver Resolves conflicts constructively Friendly Accepts and shares responsibility Non-defensive Trustworthy Genuine in concern for others Takes on challenging tasks Self respecting Involves others in decision making Accepts change Insightful in diagnosing problems Motivates by serving as a role model Date of Issue: February 2012 Position Number: Page 1 of 5

2 Position Scope Budget: Nil Financial Delegation: Nil Commuted Availability Allowance: N/A Occupational Health & Safety Understand, observe and adhere to all safe working procedures and maintain safe work practices Equal Employment Opportunity Understand, support and adhere to the principles covered in the AV Workplace Respect Policy Key Contacts Internal Payroll staff, IT staff, HR Partners, Remuneration & Benefits staff, Executives, Line Managers, Finance External Frontier Software, Department of Health, State Services Authority, other Health Services and Emergency Service Organisations Date of Issue: February 2012 Position Number: Page 2 of 5

3 Key Responsibilities Key Result Area HRIS System, Data Collection, Processes and Reporting HR Process Development & Continuous Improvement Stakeholder & Relationship Management HR Project Support Key Accountabilities Review and monitor the capture of HR data and provide advice and recommendations on changes required to meet business and reporting requirements Produce monthly reporting to Executives and divisional managers on agreed HR metrics Provide timely and accurate data analysis and reporting of employee information within the HRIS Provide a strategic reporting function by developing suites of reports that meet organisational requirements for various functions and providing easy access to the reports either via Chris21 or Kiosk Act as the key interface between HR processes and other stakeholders in delivering effective system solutions Assist in test script creation and user acceptance testing in relation to HRIS system changes or upgrades Design and implement a regular data audit function within Chris21 that monitors the maintenance, integrity and currency of HR data Where required, provide support and expert advice to users on the functions and use of Chris21 for HR functionality Review and evaluate the current use of Chris21 as a people management tool throughout AV, identifying gaps and limitations against business needs and requirements in addition to opportunities to enhance organisational performance Proactively identify opportunities to improve existing HRIS processes and practices through review and evaluation of current systems and tools, highlighting areas for improvement and making recommendations of solutions Regularly monitor, research and make recommendations regarding contemporary and emerging practices and trends relating to data reporting and HRIS capabilities Support continuous improvement across the HRIS in terms of design, use and maximising integration opportunities to reduce errors and increase efficiencies for AV Keep up-to-date with current HRIS processes, tools and trends and broaden knowledge of current and future HRIS issues and technologies Consult, guide and engage key stakeholders with regard to HRIS tools and solutions Work collaboratively with the HR, Payroll and Payroll Systems teams to ensure alignment, knowledge sharing, and to build cross-regional understanding and knowledge of Chris21 Develop and maintain relationships with key internal stakeholders, to ensure that items of interest to their functions are captured and reported on as required Develop a strong relationship with the Payroll Systems team, working together to define system protocols and engagement in key system changes, upgrades, enhancements and general information and advice about the Chris21 system Provide HRIS expert input to various working groups as required in relation to interfaces between systems and initiatives from an HR perspective that impact or are impacted by Chris21, identifying and escalating issues as required Date of Issue: February 2012 Position Number: Page 3 of 5

4 Key Responsibilities Key Result Area Key Accountabilities Plan, manage and implement special projects where required Date of Issue: February 2012 Position Number: Page 4 of 5

5 Selection Criteria Essential Qualifications & Experience Experience in a Human Resources role with a focus on HR Metrics including workforce analysis and reporting. Strong demonstrated experience and proficiency with HRIS systems including Chris21 Demonstrated high level understanding and working knowledge of HR administration processes and HR systems-related workflow Strong quantitative analysis skills, including demonstrated experience in workforce data reporting and analysis Experience in the interpretation and understanding of Awards, relevant legislation and regulations Proven experience and the ability to drive and implement process improvement, organisational change and identify proactive solutions Highly proficient use of Microsoft applications such as Word, Excel and Outlook Current Victorian Driver s Licence or interstate equivalent Key Skills & Attributes Strong verbal and written communication skills to enable ideas and opinions to be expressed clearly and effectively, enable the effective interaction with staff at all levels within the organisation and key stakeholders, and the preparation of well-structured, accurate and concise documents and reports Interpersonal and influencing skills to gain the acceptance and support of ideas, cooperation of others, and the ability to modify styles and techniques to accommodate tasks, situations and individuals Relationship building skills with a customer service orientation to understand and meet client needs and to take appropriate action to develop strong and collaborative relationships with internal and external stakeholders Strong analytical, conceptual and problem solving skills to enable the identification of issues and the judgement to determine appropriate courses of action for achieving long-range organisational goals Planning and organising skills to effectively establish the priority and scheduling of work tasks and projects to ensure work priorities are completed on time and within budget Strategic thinking and decision-making skills to enable the formulation of strategies that will improve the efficiency and effectiveness of the organisation as a whole Initiative to ensure issues and ideas are identified and addressed appropriately, plus follow up on potential opportunities and risks Strong attention to detail, using appropriate checking processes to ensure accuracy High level of integrity to ensure compliance with relevant legislation and maintain confidentiality around sensitive issues and information Approval Manager People & Workforce Strategy General Manager People & Community Date of Issue: February 2012 Position Number: Page 5 of 5

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