Position description

Transcription

1 Position description Position title Senior Human Resources (HR) Consultant Status 12 month maximum term contract Unit Human Resources Unit Reports to General Counsel and Company Secretary Employee Vacant Date February 2014 Band D Purpose of position Partner with the business to provide advice and support on a broad range of Human Resources policies, programs and practices; To work as part of the Human Resources Unit, and working with dedicated client group Senior Management, Team Leaders and employees to provide advice, guidance and direction about the application and interpretation of best practice human resources policies, practices and procedures. Provide strategic and operational HR advice and solutions across the full spectrum of HR activities, to ensure Business Unit goals are achieved. Description of duties and responsibilities Provide high level advice, support, direction and leadership associated with various HR tasks to the CE, SMT, Managers/Team Leaders and staff including: Work with SMT and line management to build and implement Human Resources solutions in line with business needs; Manage the delivery of recommendations and solutions covering multiple areas of Human Resources, including employment/education training, employee development, communications, compensations, benefits, record administration, affirmative action, employee relations, organisational and resource planning, organisational change management and/or other services; Provide interpretation and counsel to SMT and line management regarding policies, programs and practices; Research issues and develop solutions to resolve business issues; Develop and implement new policies, practices and programs to meet organisational, SMT and line management needs; Act as the EEO Contact Officer and conduct workplace investigations when required. Consulting & Performance Management

2 Provide specialist HR advice and support to SMT, Managers/Team Leaders and staff on all HR and employment relations issues using a consultative approach, including but not limited to performance management, misconduct, redundancy and termination, adverse action and unfair dismissal claims. Manage the annual Staff Satisfaction Survey to ensure maximum response rates and effective communication of results, deliver the results to business units, develop action plan and roll-out to work to continuous improvement of the business; Keep up-to-date with legislative changes and HR best practice in order to research and review material to upgrade all people procedures and practices to progress TSPL toward being an Employer of Choice thus elevating staff retention levels; Maintain, review and development of employment policies and procedures; Coach and guide managers on a range performance management issues and HR activities, Health Work & Safety Manage the design, implementation and promotion of the Healthy Options Program each year for all offices; Manage Work Cover claims as required; Participate and oversee the OHS Committee and associated processes; Evaluate feedback received from any health awareness programs to determine quality and effectiveness and provide information to relevant stakeholders where appropriate. Remuneration & Benefits Manage the annual Salary Review (includes yearly provision of core data by Mercer, Aon Hewitt, McGuirk); Attend and participate in the Remuneration Committee; Manage the employee benefits, ensuring permanent employees are eligible for Telstra Rewards, Myki Commuter Club and other benefits Recruitment & On-Boarding Manage the full range of functions for attraction, recruitment, selection and appointment for specific business units including onsite facilitation of psychometric testing and liaison with external organisational psychologist; Manage new starter induction and on-boarding process, including regular review of induction, including a feasibility study for online modules; Manage employee exits from TSPL, including staff exit interviews, and making recommendations as appropriate; Manage the Preferred Supplier Agreement (PSA) relationships with Recruitment Agencies. Learning & Organisational Development Managing the implementation of Learning and Development policies, practices and programs to meet organisational needs as required e.g. EEO/OHS training Manage the learning and development (L&D) course guide and promote relevant/suitable training to managers and staff; Providing recommendations and solutions covering specific areas of Learning and Development;

3 Providing interpretation and counsel to Line Management regarding Learning and Development policies, practices and programs; Oversee the HR Administrator to co-ordinate registrations, book training and update the training database, ensuring appropriate Training Approval Form has been signed off by relevant GM; Evaluate feedback received from any L&D programs to determine quality and effectiveness and provide information to relevant stakeholders where appropriate. Financials Prepare and monitor the HR budget for specific projects; Oversee the HR Administrator to ensure timely processing of invoices and monthly accruals. Reporting Review monthly reports completed by HR Administrator including employee headcount, turnover statistics and movements, FSR compliance reports, distribution of emergency contacts to SMT and other leave statistics to ensure critical staff related data is readily available for effective performance analysis; Oversee HR Administrator to maintain organisational charts and distribution to SMT in a timely manner. Other Manage and coach HR Administrator/Coordinator; conduct regular team meetings; review staff performance; encourage personal growth; staff empowerment; and recommend training and development opportunities as appropriate Assist with the development of an effective HRMS system for reporting and development of HR metrics for ongoing performance measurement, and the subsequent development of an HR benchmarking process Other HR Projects as required.

4 Relationships and authority Reports to Manages Liaises with General Counsel & Company Secretary HR Administrator/Co-ordinator Internal Chairman, CE & Senior Management Team Remuneration Committee Managers & Team Leaders Close contact with staff at all levels External Human Resources Service providers such as consultancies, lawyers, Industry associations, recruitment agencies and Telstra personnel Training Institutions and suppliers of health and well-being initiatives Experience and skills Holds a relevant tertiary qualification in Human Resources or related discipline; 5 years+ generalist HR experience; Strong consulting, negotiation and facilitation skills; In-depth knowledge of Human Resources organisational policies and practices, including knowledge of relevant legislation (e.g. Fair Work Act, WHS legislation, etc); Strong knowledge of Generalist Human Resources best practice; Excellent relationship management and influencing skills with the ability to building trusting and respectful relationships at all levels; Excellent communication and interpersonal skills being highly service oriented; Business partnering capability; Strong business acumen with the ability to maintain industry knowledge of developments and trends; Ability to deliver on key HR projects in a timely manner; Ability to prioritise work, meet deadlines and manage projects within budget; An ethical and mature approach to work, confidentiality, team relationships and timely customer response; Previous PC experience, specifically Windows environment (i.e. Microsoft Word, Excel, PowerPoint and Outlook).

5 Tertiary Core Competencies optimises process efficiencies and the use of time and materials integrity and honesty sets quality standards for work performed ensures follow through and resolution Quality and Excellence understands organisational interdependencies complies with company policies and procedures uses mistakes as a learning experience commits to accuracy, timeliness and consistency Customer Focus Team Support Commercial Awareness Change Flexibility Leading & Managing The main focus is on significant defines common performance identifies external market leads and drives changes within communicates strategic direction, customer groups or employers goals for team, project and opportunities and develops the team action plans and expectations serves customers with an company organisational responses communicates the benefits of leads others to achieve team, understanding of organisational participates in forward planning change to staff project and company objectives priorities across units shares customer service experiences/learnings with others sets customer service standards ensures team culture values high levels of customer focus anticipates customer needs and develops appropriate responses builds and maintains a long-term strategic and commercial relationships effectively utilises the skills of team members helps team members understand the organisational context communicates team priorities widely and openly manages resources appropriately by applying cost/quality considerations to decisions, products and service plans to achieve cost & profit efficiencies builds awareness of superannuation industry and how it impacts on Telstra Super participates in appropriate industry functions and networks recognises the impacts of change and manages resulting risks encourages innovation among team members helps others solve problems using available resources empowers employees by appropriately delegating responsibilities plans for employees growth & development serves as a positive professional role model to others in the organisation