People and Culture Manager

We are seeking an experienced People and Culture Manager who has a broad range of generalist knowledge.

Position Objectives:

The People and Culture Manager plays an essential role in the administration, operations, strategic development and forward planning for the College (including ELC and OSHC), with overall responsibility for the following key areas:

1. Facilitation, coordination and alignment of all people related matters.
2. Ensure end to end employee life cycle process.
3. Statutory requirements and regulatory compliance within College.
4. Coordinate and execute recruitment, induction and training in line with College policy.
5. Strategic and operational human resource alignment with College strategy.
6. Administration services.

Key Functions, Accountabilities, Responsibilities and Deliverables:

Human Resource Management

• Ensure all aspects of the employee/position lifecycle are managed appropriately
• Ensure that the human resource practices of the College are aligned to the Colleges strategic and operational plans.
• Work with and coach the Executive, Senior Leadership and Middle Leaders Team on addressing performance issues with employees.
• Ensure that the recruitment and selection process is aligned to the culture of the College to attract high calibre applicants.
• Administer equal opportunity workplace initiatives.
• Lead Induction process ensuring the orientation program aligns with strategic and operational plans, employee’s responsibilities, ensuring understanding of systems, policies, processes, behaviours and performance expectations in line with the Lutheran ethos and identity.
• Oversee the recruitment process for all positions (full time, part time, casual, PAT, Sports Aid), including writing ads, recording, screening and communicating with candidates, interviewing, reference checks and induction.
• Ensure all appointment requests are inline with the department budgets.
• Support Executive and Senior Leadership Team through the recruitment process.
• Oversee the preparation of employment contracts, documentation for all staffing changes and employment modifications and all other documentation as required.
• Coordinate long service leave, annual leave and extended sick leave requests, including return to work arrangements when necessary.
• In consultation with the Executive Team ensure Position Descriptions are accurate, appropriately classified ensuring department and personal objectives are in line with the Colleges strategic and operational plans.
• Coordinate employee intention process including consultation with staff in relation to request for changes in work conditions.
• Review and benchmark classifications for roles as requested.
• Provide advice and counsel the Senior Leadership Team on employee relations and dispute resolution issues, ensuring legal compliance and due process (including the completion of file notes and performance documentation) is followed to mitigate risk
• Provide support to the Senior Leadership Team as required on employment law and related issues, including seeking advice and clarification through employment lawyers or external bodies as appropriate.
• Review, develop and implement Human Resource policies and procedures as required.
• Conduct Exit Interviews with staff and report to theExecuative Team on key trends and issues.
• Oversee the management of Human Resource data integrity including ensuring all employee files and records, both digital (TASS) and hard copy are maintained accurately and in accordance with legislative requirements.
• Update Organisational Charts as required and ensure budgeted FTE are included
• Offboarding sta
• Working closely with Payroll and IT to ensure staff are appropriately onboarded and offboarded in a timely manner

Operational Organisational Development

• Work with Executive Team to ensure the College is compliant, efficient and effective with policies, procedures and guidelines particularly in the areas of industrial relations, human resources, WHS and child protection, and ensure that these have currency ownership within the College including facilitating their cyclical review.
• Monitor legislative developments and practices within the educational sector.
• Completion of Workplace Gender Equality Reporting on behalf of the College, in conjunction with the Business Manager.
• Acquire and maintain specialised knowledge of legislation, agreements, policies and procedures as relevant to the Queensland Lutheran School Enterprise Agreement 2020 or subsequent Agreements.
• Ensure College policy exists in relation to grievance procedures and other industrial matters and guiding staff in these areas.
• Review and promote Employee Assistance Program annually, refer employees on an as needs basis.
• Lead and manage processes and association documentation in relation to employee grievances/complaints, conduct-related issues, and consultation about change and dispute resolution as per the Queensland Lutheran School Enterprise Agreement 2020 or subsequent Agreements.

Process Improvements, Risk Management and Mitigation

• Provide line management direction to the administration function.
• Support Business Manager with the development and oversight of the Risk Management Framework.
• Ensure that robust systems and processes exist to meet all statutory requirements and compliance matters, including management of Blue Card and QCT Register.
• Provide support to the Early Learning Centre and Outside School Hours Care, ensuring that premise and practice aligns with College and external Regulatory requirements.
• Capture feedback provided by employees, in the interest of continuous improvement.

Workers Compensation Management

• Primary liaison for the College with WorkCover and injured employees.
• Keep Executive Team member actively and effectively up to date on claim process.
• Review and develop Suitable Duties/Return to Work Plans.
• Have a thorough understanding of the Psychosocial Code of Practice
  • Oversee the management of the key objective as set out in the code.

Strategic Development

• Actively participate and provide organisational development and structure advice to maximise productivity.
• Champion the College’s ethos and culture, ensuring all stages of the employee employment processes are aligned to the College culture.
• Measure alignment to College values during recruitment process:
  • Induct new employees
  • Assess employees against College values during performance appropriate process
  • Acknowledge staff who consistently live the values
  • Promote and develop high potential staff who are ‘the future’ of the College.
• Develop a College leadership program in conjunction with the Executive Team, aligning culture and values of the College with the intention of:
  • Increasing leadership capability and awareness of current leaders
  • Succession planning for key roles and identifying the College’s future leaders
  • Attracting, developing, motivating, acknowledging and retaining quality individuals
  • Assist staff with career planning.

Essential

• Relevant undergraduate qualifications.
• Minimum of 10 years industry experience.
• Current Blue Card.
• Must satisfy all visa requirements for working in Australia

Desirable

• Previous experience in a similar People & Culture generalist role, ideally in an education setting.
• Tertiary qualifications in Human Resources, Industrial Relations, Employment Law or another relevant field.
• Demonstrated discretion with the ability to maintain confidentiality at all times.
• High-level communication skills, particularly in the preparation and presentation of written material for complex matters.
• Demonstrate a calm and practical approach, with a passion for continuous improvement.
• Proven negotiation and conflict resolution skills.
• Highly resilient with strong drive and attention to detail.
• A collaborative team member commitment to working as part of a team in a high-performance culture.

Closing date:  Wednesday, 8 January 2025, 9:00am