Position Description

Position title People and Culture Officer

Employee name Vacant

Department/Service People and Culture

Location Thurgoona

Position reports to Executive Leader People and Culture

Positions reporting to this role Rostering Coordinator

Financial delegation N/A

Budget accountability N/A

Length of contract Ongoing

Work Environment (e.g. Office based, Residential based, Community based)

The People and Culture Officer role is based at Mercy Connect Head Office in Thurgoona however travel to other sites may be required.

Position Summary The People and Culture Officer will work collaboratively with the People and Culture team to provide support, coordination and administration to deliver a full range of human resources services to all employees.

Key Selection Criteria

Essential

A tertiary qualification in Human Resources; Industrial Relations; Business; Management or a related discipline and/or experience in a HR Officer role for 2-3 years.

Proven ability to interpret and apply Awards and/or Enterprise Agreements and providing advice to management and employees.

Understanding of the application of policies and procedures. A proactive, professional with strong interpersonal skills and a

customer-focused approach; able to work with a broad range of people from varying backgrounds.

Able to show initiative within a team environment. Excellent written and verbal communication skills. High level of attention to detail and ability to prioritise and multi-task. An understanding of and complete commitment to confidentiality. Excellent skills in Microsoft Office, organisational, analytical and

problem solving skills.

Capability Requirements

Be respectful towards the organisation, colleagues, clients and the general public

Uphold the objectives and philosophy of Mercy Connect and its core values

Act collaboratively with all colleagues

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Position Description

Act in a safe and responsible manner at all times Has effective listening skills and seeks, provides and/or shares practical

information in an appropriate and respectful manner. Uses relevant communications and technology systems.

Other requirements of the role

Police Check WWCC

Job Profile

Specific key responsibilities of this role include;

Sector and organisation purpose and values

Develops an appropriate supportive working relationship with stakeholders

Gains the confidence, trust and respect of employees across all levels of the organisation.

Recognises the importance of dignity and the rights of people. Works in line with all other aspects of the disability service standards

and the organisation’s mission and values.

Teamwork Works and interacts positively with peers as part of the team. Contributes ideas and provides feedback on work activities. Utilises own interests and experience to benefit and enhance team and

customer outcomes. Speaks up and reports issues of concern. Follows reasonable and appropriate instructions. Follows routines and /or timetables and completes tasks on time.

Contract and Data Management

Manage the contracting process for the Mercy Connect workforce. Support the establishment and implementation of an electronic HR

Information System for workforce data. Maintain excellent HR records including the documentation of all HR

issues. Accurate and timely collation of data for HR metrics and monthly

reporting.

Staff Recruitment and Selection

With the People and Culture team, develop a recruitment strategy which supports Mercy Connect’s workforce plan.

Implement Recruitment, Selection and Induction procedures and engage with internal stakeholders to ensure compliance.

Manage direct recruitment as required by hiring managers and partner with managers in filling challenging vacancies.

Prepare new starters documentation. Conduct reference checks and other probity checks. Maintain personnel files and database. Liaise with Payroll to track staff movements within business and

changes of terms and conditions of employment.

Onboarding Ensure the employee on-boarding experience of new employees to Mercy Connect is adhered to and employees are inducted appropriately (including offer of employment, new start packs and payroll information).

Ensure all new employees receive an induction program relevant to their role.

Keep track of probationary periods and liaise with managers throughout

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Position Description

this period to ensure new employees are supported to meet performance expectations.

Conduct onboarding interviews with new recruits within agreed timeframes

Learning and Development

Liaise with managers to identify regional and program specific training needs.

Be responsible for the development of the annual learning needs analysis.

Maintain the organisation-wide L&D Calendar to ensure it complies with mandatory/compliance training schedules and that all staff are trained accordingly.

Incorporate into the L&D Calendar training as identified by staff through the support and supervision process.

Ensure all training, internal and external is evaluated and training outcomes are linked to client outcomes.

Review organisational training material and resources to ensure fit for purpose.

Work in consultation with subject matter experts to develop and deliver training requirements, including inductions for new employees and existing employees moving into new roles.

Manage the Learning Management System (LMS) to ensure accuracy and all staff have access to relevant training materials.

Identify regional traineeship needs and facilitate a traineeship program with educational institutions.

Liaise with training providers on organisational learning outcome requirements and resources in line with budget.

Support to managers and staff

Provide assistance to all employees on employment related matters including leave management and interpretations of the Enterprise Agreement, Awards, Agreements and conditions of employment.

Provide HR advice in employee relations and performance management matters.

Rostering Directly manage the Rostering Coordinator to ensure the efficiency and effectiveness of the rostering process.

Act as a liaison between Rostering and Management to ensure that operational matters identified by the Rostering Coordinator is addressed in a timely manner.

With managers, develop and implement rostering practices which reduce un-rostered hours and overtime.

Workplace Health and Safety (WHS),

Coordinate WHS agenda with WHS Committee Chairperson, including setting and distributing the agenda, taking the minutes and incident reporting.

Report any hazards or issues that impact on the safety of the workplace. Fulfils role in a manner that uses safe work practices. Act as back up to P&C Coordinator for the recording and analysis of staff

injuries, illness and workers compensation performance data and provide recommendations for continuous improvement.

Act as back up to P&C Coordinator for all Workcover claims and related processes, ensuring all stakeholders are kept informed of progress.

Other duties Contribute to the development and review of HR Policies and Procedures.

Model and demonstrate constructive working relationships and

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information exchange within the team and across the organisation. Support the broader HR team as required, including coverage for leave;

workload support and other project initiatives to achieve the HR strategy.

In consultation with People and Culture team manage Learning & Development data, systems and records

Provide timely reports including feedback/evaluation from training sessions and quarterly reporting

Participate in HR projects as required. Other duties consistent with the position where required and/or

requested by the Executive Leader People and Culture

General key responsibilities of this role include;

Risk Management and Quality

Adhere to organisational policies, procedures and line management directives.

Demonstrated knowledge of the relevant standards pertaining to the service and the philosophy and requirements of the standards.

Ensures necessary documentation is completed as required and in a manner which reflects outcomes for the individual.

Attends all necessary meetings, including all scheduled Team meetings and provides feedback on the current state of the organisation’s quality system.

Promotes and assists staff with the requirements of the organisation’s quality framework.

Ensures relevant line manager is kept abreast of all issues in a timely manner.

Participates in regular Supervision with Manager, is willing to accept feedback on performance and strives to improve wherever necessary.

I acknowledge that:

Statements included in this position description are intended to reflect duties and responsibilities that I may be required to undertake and are not to be interpreted as being all inclusive

I have read, understood and accepted the above position description and associated attachments.

Employee signature: Line Manager:

Print name: Print name:

Date: Date:

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