Overall objective of the role:

• Provide operational oversight to the work of people and culture
• Being the conduit to our external HR provider to provide advice and reporting to BT Management for internal reports and funder reporting
• Support managers with advice when required on structure, pay rates etc
• In collaboration with senior managers, manage recruitment, on boarding, induction learning and development, performance development and review
• Manage Workplace Health and Safety
• Develop strategies that support workplace well-being and a positive values driven culture
• Support the leadership team to deliver on their business objectives by providing advice, guidance and insight in the space of people and culture, and performance
• Work with the leadership team to develop the strategic plan and its objectives

Key Accountabilities of the role

Strategy

• Support the CEO and leadership team to with advice on HR people & culture initiatives
• Develop and deliver on the people and culture strategy to meet the overall business objectives

Culture

• Drive initiatives that embed organisational values-based culture into practice
• Provide specialist HR advice, coaching and development to the leadership team to achieve a productive and engaged workplace culture
• Drive a wellbeing approach to enhance work performance, longevity and satisfaction of employees
• Work with our leadership team to recognise potential burn out, stress or mental health challenges within themselves and their teams - with proactive initiatives to firstly prevent but also to treat and recover
• Recognise and celebrate diversity of our people, to ensure our programs are culturally sensitive and our staff needs are met
• Ensure all staff have an opportunity to provide feedback into the HR team and contribute to the way we do things
• Manage a small, dedicated team who are flexible and customer service driven

HR Advisory

• Provide timely and accurate HR advice and support to the Leadership team
• Remain up to date with employment legislation and IR/HR industry trends
• Develop and manage a budget for the P and C team
• Provide guidance on workforce planning to build budgets for BT Managers
• Manage the EAP to ensure it is relevant, progressive and staff/young people are aware of its presence

Recruitment and Employee Lifecycle

• Enhance Back Tracks recruitment strategy, reviewing attraction and sourcing practices, promoting Back Track as an employer of choice
• Provide support to the Leadership team to ensure vacant roles are filled with the best candidates in a timely and cost effective manner to ensure business continuity
• Lead a small team to develop and manage the employee lifecycle processes eg onboarding and induction, performance development and review, performance management, cessation and exit interviews
• Work to automate as much as is possible to ensure the People and Culture team are providing proactive customer service
• Ensure the organisation has an effective and progressive EAP for all our young people, staff and their families
• Ensure succession plans are in place across the leadership team
• Develop a training framework for staff across the organisation (with the BT track voice) to ensure staff are reaching their full potential and to ensure we grow future leaders from within

Workplace health and safety

• Ensure back Track complies with all safely laws including insurance and workplace safety procedures – across all sites
• Escalate all workplace accidents to the CEO – and implement immediate action for identified hazards if able to do so
• Ensure all incidents are currently recorded and escalated to the relevant authorities
• Participate in workplace consultative meetings and recommend improvements to relevant workplace health and safety practices within the workplace
• Ensure the people and culture team are knowledgeable and understand WHS legislation and standards

Reporting

• Regularly monitor and report data relating to WH and S, employee feedback, EAP usage, training attendance etc to determine the success of initiatives and to identify area for improvement
• Provide reporting to the CEO for board reports when requested

Policy and procedure

• Develop and review people and culture policies and procedures, ensure changes are communicated and compliance is monitored
• Manage the timely review of all company policies and procedures, liaise with the policy ‘owner’ to ensure it is reviewed, relevant people are consulted and the new policy embedded
• Ensure WH and S procedures are in place

IT vendor management

• The main point of contact for provision of services, delivery of IT equipment and troubleshooting
• Manage the relationship with our IT provider ensuring we are delivering the IT services & equipment our staff need to do their jobs efficiently
• Regularly undertake a review of the list of IT assets
  • work with finance to ensure depreciation is processed
  • all assets can be accounted for and are in good working order
  • assets are upgraded as/when needed keeping within budgeted funding

Essential requirements

Specialist knowledge and attributes

• Knowledge of best practice recruitment, retention, development
• Ability to positive influence key stakeholders and build relationships
• High level of communication, negotiation, research and influencing skills
• Capacity to work autonomously with minimal supervision
• Demonstrated ability to work both in a team and independently, displaying a high level of tact, people skills, and the ability to maintain confidentiality
• Demonstrated superior written and verbal communication skills
• Attention to detail
• Resilience – the ability to adapt to a fast paced and rapidly changing work environment
• High level of computer competency, specifically in the MS office suite

Skills, knowledge and experience

• A tertiary qualification in HR or a related discipline
• At least 5 years of demonstrated experience in an HR management role
• Ability to contribute to leadership at an executive and board level
• Sound knowledge of contemporary HR best practice
• Good understanding of employment legislation and award interpretation
• Proven ability to provide HR advice on employee and industrial relations matters and the confidence to research issues and obtain advice where necessary
• Experience in managing grievances
• The ability to laugh!
• Good understanding of employee well-being practices
• Working with children check
• National police check
• Current drivers licence
• Willingness to move between sites when required

Desirable

• Previous work experience with Aboriginal or Torres Strait Islander people, or a Not-for-Profit organisation would be a benefit.
• Experience working in an organisation with employees on awards would be ideal.

Benefits:

• Being part of a kind, supportive, fun environment with the wellbeing of staff as our highest priority
• Competitive salary
• PBI salary packaging
• Flexible work arrangements
• Working in a high-profile organisation, well regarded in our local region with national and international recognition of the great work we have achieved alongside our young people

Click "Apply now" to submit your application. 

A position description is attached.