Courses

• Lead and support Group‘s People & Culture objectives to contribute to the achievement of the organization’s purpose and deliver on strategic outcomes.
• Reporting to the top Management and working closely with Executive Team.
• Effectively build the people capability of the organization manage an effective human resources function to support management of the employee lifecycle, and contribute to broader organizational and strategic management as part of the Group Leadership Team.
• Organizational culture values, ensuring they are visible, embedded and upheld.
• Improve chance of gaining professional skills and better earning potential regarding People and Culture HR Management roles and responsibilities
• Improve The People and Culture Workplace with ideal Ideas which is great add value for those who already work in this sector or are an aspiring professional and boost your expertise.

ORGANISATIONAL DEVELOPMENT & CULTURE

• Contribute to the development of a robust culture through role modelling values and the behaviours which drive this culture
• Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit interviews), to maximize the engagement of all employees and build organizational commitment to the desired culture
• Work in partnership with Marketing and Communications team on effective internal communications in support of organizational development
• Scope, develop and lead implementation of diversity & Inclusion Strategy

TALENT MANAGEMENT

• Develop a focused job design aligned to a structured Workforce Plan and Framework
• Ensure a clear Employee Value Proposition in support of candidate attraction
• Ensure best practice, innovative methods and processes relating to the recruitment, selection and onboarding
• Development of formal induction process and procedures
• Develop workforce and succession planning processes.

PEOPLE DEVELOPMENT

• Ensure integrity of Job Framework and Job Pathways across all Job Families
• Build a culture of performance across the organization with oversight and continued development of the Performance Review & Development framework
• In conjunction with the Executive Team, ensure all Learning and Development is strategically linked to organizational needs and aligned to performance reviews and business planning processes
• Develop and update Learning Program each year after the Performance Review process
• Create a leadership development framework to maximize leadership capability and embed a coaching culture in support of delivering on strategy outcomes.

REMUNERATION & BENEFITS

• Ensure the integrity of Remuneration Policy
• Oversee market research across all Job functions
• Ensure market driven benchmarking and transparent annual review processes
• Review and strengthen Financial and non-financial Benefits offerings
• Ensure effective delivery and take up of the Employee Assistance Program.

RISK & COMPLIANCE

• Ensure alignment and adherence with organizational quality assurance, governance policies, processes and standards and external legal and regulatory requirements
• Informed analysis of key people risks advising appropriate mitigation strategies in accordance with the overall risk management system
• Ensure enabling, fit for purpose HR policies and procedures are developed and embedded in day-to-day practice
• Ensure continued modern and compliant employment contract suite
• By supporting the Group Leaders, ensure employee issues are dealt with in a prompt time frame so is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required.

HR MANAGEMENT

• Responsible for the effective operations of all normal People & Culture activities to support management of the employee lifecycle including:
  • Maintain employment records to meet compliance obligations
  • On-boarding/ off-boarding/ cross-boarding

• Internal and external organizational reporting (i.e. Monthly, quarterly and annual reporting to Business Plan KPIs, Executive Team Reporting, Board Reporting etc.)
• Assist the Executive Team with planning, budgets and reporting, including evaluating People & Culture results and trends.

AUTHORITY:

• Daily operational reporting and appointment of various contractors.
• Authorize expenditure incorporated in the approved budget (requires approval of the top management for any value that exceeds the budgeted amount and/or the budgeted period).
• Required to assist the top management for:
  • Recruitment and selection of staff suitable to maintain company culture.
  • Appointment of staff and contractors to fulfill company needs.

COMMUNICATION:

Internal

• Foster and maintain trusted and professional relationships with the Executive Team
• As a member of the Group Management Team, develop strong partnerships with all members
• Collaborative working relationship with all Teams
• Foster and maintain effective relationships with People Managers
• Member of WHS Committee
• All staff, Directors, and shareholders

External

• Foster and maintain productive relationships with government bodies and other related stakeholders including customers, suppliers, and service providers
• Liaise and develop relationships with vendors in the areas of employment law, learning and development area and organizational culture
• Professional relationships with prospective candidates.