Title:People and Culture Business Partner

Classification:Band 5

Department:People and Culture

Division:Customer Focus andInnovation

Reports to:Team Leader People and Culture Operations and Systems

Enquiries:Allison Minehan, Team Leader People and Culture Operations and Systems, 9705 5200

  1. Position Purpose

»As a member of People and Culture work in a customer-focused and collaborative way to provide contemporary employee and industrial relations advice and build strong positive relationships across Council.

»Foster a culture that sustains enthusiasm and commitment to performance, continuous improvement and innovation.

»Participation in the delivery of the on-boarding and employee lifecycle functions of the organisation, and support the delivery of best practice contemporary HR policies and procedures through business partnerships.

  1. Key Responsibility Areas

»Develop partnerships with portfolio business clients; and have an in-depth understanding of business objectives of client groups to deliver a tailored and reliable HR service aligned with divisional business plans. Provide these groups with tactical and operational HR consultancy, communicating HR initiatives, policies and procedures to employees and managers. Support and coach managers to ensure compliance with industrial obligations and government policy. Ensure key business learnings are captured so Casey’s HR business policies, processes and practices are continually improved and effective.

»In conjunction with business clients, perform consultative diagnostic organisation developmentwork utilising HR metrics and workforce data analysis, coaching managers to successfully respond to trends, hotspots, complex employment issues and emerging human resources opportunities, with a focus on building high performing teams through staff development and succession planning.

»Manage staff onboarding andlife cycle activities including job design, position description development and review, recruitment activities (advertising,eligibility testingpsychometric, criminalandworking with children checks, visas)), staff movements, preparation ofassociated paperwork and administrative tasks, Corporate Induction program, entry and exit surveys.

»Provide performance management support, guidance and coaching; supporting employees and managers to resolve employee disputes and workplace grievances through early resolution. As required, escalate and assist with complaints/disputes for investigations, mediation sessions or Fair Work representation.

»Implement, promote and deliverbroader People and Culture activities, including promoting Casey values, culture initiatives, capability development programs, employee engagement activities, reward and recognition programs,health and wellbeing initiatives and diversity and inclusion strategies. Use business insights to drive change specifically in people management practices, and more broadly build the organisation’s capacity to embrace and capitalise on change in line with Casey’s strategy.

»Through leadership and example promote Casey’s trademark behaviours: show respect, take responsibility, listen and respond, be positive and think things through.

  1. Occupational Health & Safety Responsibilities

»Take reasonable care for the health and safety of yourself and others in the workplace.

»Ensure hazards, incidents, near misses and injuries are reported immediately.

»Support activities taken by the organisation to comply with OH&S legislation.

»Ensure only authorised, adequately trained staff undertake assigned tasks.

  1. Accountability and Extent of Authority

»Supervise resources, other employees and/or provide advice to or regulate clients; and/or give support to more senior employees.

»If prime responsibility is resource supervision, freedom to act is governed by clear objectives and/or budgets, frequent prior consultation with more senior staff and a regular reporting mechanism to ensure adherence to plans.

»If prime responsibility is to provide specialist advice to clients or to regulate clients, freedom to act is subject to close supervision or to clear guidelines. Effect of decisions and actions taken on individual clients may be significant, but the decisions and actions are always subject to appeal or review by more senior employees.

»If prime responsibility is to provide direct support and assistance to more senior employees, freedom to act is not limited simply by standards and procedures and the quality of decisions and actions taken will often have an impact upon the performance of the employees being supported.

  1. Judgement and Decision Making

»Objectives of the work are usually well defined but the particular method, technology process or equipment to be used must be selected from a range of available alternatives.

»The work may involve problem-solving, using procedures and guidelines and applying professional or technical knowledge, or knowledge acquired through experience.

»Problems are occasionally of a complex or technical nature with solutions not related to previously encountered situations. The employee must analyse issues from different perspectives, draw conclusions from the information available and Identify and propose practical solutions to problems.

»Guidance and advice would usually be available within the time required to make a choice.

  1. Management Skills

»Skills in managing time, setting priorities and planning and organising work to achieve objectives in the most efficient way possible, within the resources available and within a set timetable.

»Ability to adapt behaviour to new situations, be resilient and maintain stable performance when under pressure or opposition.

»Where supervision is part of the job, understand and be able to implement personnel practices including those related to equal employment opportunity, occupational health and safety and training and development.

  1. Interpersonal Skills

»Gain co-operation and assistance from clients, the public and other employees and, where appropriate, supervise other employees.

»Establish and maintain relationships with people at all levels, listen to others, confirm understanding and recognise the importance of seeing things from others’ point of view.

»Ability to write reports and/or prepare external correspondence.

  1. Specialist Skills and Knowledge

»Experienced in the application of contemporary human resources policies and practices.

»Understanding of Human Resources legislation and requirements, especially lawful employment practices and compliance (modern awards Flexible Work Arrangements, unions, Equal Employment Opportunity and contractual agreements).

»Developed analytical, problem solving and investigative skills.

»High level verbal and written communication skills.

»A natural ability to be adaptable, flexible and extremely customer-focussed.

  1. Inherent Physical Requirements

»Use a computer

»Communicate clearly

  1. Qualifications and Experience

»Completion of secondary education plus:

  • a degree or diploma in Human Resource Management with some relevant work experience; or
  • lesser qualifications in Human Resources with some relevant work experience; or
  • substantial relevant experience commensurate with the requirements of the position.
  1. Conditions of Employment

»Conditions of employment are as per the City of Casey Enterprise Agreement, Casey’s policies and procedures and the letter of offer.

»Hours - The position is full-time worked on a 19-day/4-weeks arrangement.

»Health Declaration - The preferred applicant is required to complete a Health Declaration form and return it to the Occupational Health and Safety Co-ordinator prior to commencement.

»Criminal Records Check - This position is subject to the successful applicant having a satisfactory Police Check prior to commencement at Council’s expense and then as regularly as the position requires as per Council Policy.

»Working with Children Check – This position is subject to the successful applicant having a satisfactory Working with Children Check prior to commencement, and then as regularly as per legislative requirements.

»Transport – Employees must use Council vehicles for work-related travel whenever practical to do so. If employees use privately-owned vehicles for work-related travel Council recommends the vehicle be comprehensively insured and the insurance company notified that the vehicle is being used for work-related travel. If an employee using a privately owned, comprehensively insured vehicle for work-related travel is involved in an accident they may be eligible for reimbursement of the insurance excess. Vehicles not comprehensively insured will not be eligible for reimbursement.

»Sick Leave - A medical certificate may be required for any absence and must be provided for sick leave exceeding three working days or absence on the working day before or after a rostered day off, annual leave or public holiday.

»Multiskilling - Employees may be directed to carry out any duties consistent with theirskills, competence and training provided the duties do not result in de-skilling them.

»Risk Management – Employees must comply with risk management policy and procedures.

»Employment Status - The successful applicant must provide proof of permission to work in Australiaprior to commencement.

»Probation Period - Asix month Probation Period applies to this position. This period will be extended in line with any period of unpaid or unauthorised leave.