People and Culture Manager

The College is seeking a highly motivated and supportive full-time People and Culture Manager, to partner with the leadership team and support our 200+ employee community.

Are you a passionate HR professional looking to make a real impact? This is an exciting opportunity to lead the human resources functions of our College, fostering a positive, inclusive, and high-performing workplace culture.

Position Objectives:

The People and Culture Manager plays a pivotal role in fostering a dynamic, people-first culture that supports the College’s mission and strategic objectives. This role is responsible for leading and managing all human resources functions, driving initiatives that enhance workplace culture, attract and retain top talent, and support employee development and wellbeing. The People and Culture Manager will ensure HR operations are aligned with the College’s values, strategic goals, and compliance requirements.

Key Functions, Accountabilities, Responsibilities and Deliverables:

Employee Lifecycle Management

• Oversee and optimize the entire employee lifecycle, ensuring a seamless and engaging experience from onboarding to offboarding.
• Lead the recruitment and selection process, ensuring alignment with College culture and attracting high-calibre candidates.
• Develop and manage an impactful onboarding experience that fosters employee engagement, performance expectations, and cultural alignment.
• Collaborate with key stakeholders to enhance the induction process, ensuring employees are equipped with the necessary tools, systems, and knowledge to succeed.
• Partner with Payroll and IT to ensure smooth onboarding and offboarding processes.
• Work closely with the People and Culture Administrator to ensure efficient administrative support for all employee lifecycle activities.
• Coordinate all offboarding activities, including exit interviews, transition planning, and knowledge transfer to enhance future retention strategies.
• Provide support and guidance to managers on transition processes, ensuring employees exit the organisation professionally and respectfully.
• Analyse exit interview trends and provide insights to leadership for continuous improvement.
• Provide guidance and support on employment contracts, probation reviews, and terminations in accordance with applicable industrial relations frameworks.

Talent Development and Employee Engagement

• Implement and manage professional development programs that support career growth and skill enhancement.
• Partner with leadership to build a high-performance culture through coaching, mentoring, feedback, and leadership development initiatives.
• Drive employee engagement strategies, including recognition programs, feedback mechanisms, and diversity, equity, inclusion, and belonging (DEIB) initiatives.
• Identify and implement initiatives that promote employee wellbeing, satisfaction, and retention.
• Develop and deliver training programs to enhance leadership capabilities and overall workforce effectiveness.
• Management of annual mandatory training requirements and compliance including Value Safe Communities (VSC).
• Regularly assess employee engagement levels through surveys and feedback sessions, using data to inform improvement strategies.

Performance and Compliance

• Provide guidance on performance management, offering coaching to leaders on best practices for feedback, goal setting, and performance reviews.
• Ensure compliance with employment law, regulations, and College policies, proactively identifying and mitigating risks.
• Oversee compensation and benefits programs, ensuring competitiveness and alignment with College goals.
• Maintain and enhance HR policies, ensuring relevance and compliance with evolving regulations.
• Advise and support leaders in managing complex employee relations matters, including conflict resolution and disciplinary actions.
• Develop and maintain accurate HR records, ensuring compliance with data privacy regulations and best practices.
• Provide expert advice on award interpretation, particularly regarding the QLD Lutheran Schools Single Enterprise Agreement and other relevant industry awards.
• Support leaders in applying appropriate award classifications, pay rates, and entitlements in line with the QLD Lutheran Schools Single Enterprise Agreement, other relevant industry awards and regulatory obligations.

Strategic People Initiatives

• Partner with the Executive Team to align HR strategies with College-wide goals.
• Leverage people analytics to drive data-informed decision-making and workforce planning.
• Foster a culture of continuous improvement, capturing employee feedback and implementing innovative HR solutions.
• Develop and implement succession planning strategies to ensure long-term organisational stability.
• Research and implement best practices in HR to enhance the College’s people and culture framework.
• Lead initiatives that drive cultural transformation, ensuring alignment with the College’s mission and values.

Workers Compensation Management
 

• Manage workers' compensation claims, ensuring timely and accurate processing in accordance with legislative requirements.
• Liaise with WorkCover and other relevant bodies to facilitate claims management, return-to-work programs, and workplace injury prevention initiatives.
• Provide guidance and support to employees and managers throughout the workers' compensation process, ensuring clear communication and compliance with obligations.
• Develop and implement strategies to minimize workplace injuries and enhance workplace health and safety initiatives.
• Maintain accurate records of workplace incidents and claims, analysing trends to support risk mitigation efforts.

Experience and/or Qualifications

• Relevant undergraduate qualifications.
• Minimum of 5 years HR/People & Culture experience.
• Strong knowledge of employment law and HR best practices.
• Demonstrated ability to drive culture, engagement, and strategic HR initiatives.
• Must hold a current Positive Notice Blue Card for Child Related Employment issued by Blue Card Services.
• Proven experience in managing HR projects and leading change initiatives.
• Strong analytical skills with the ability to interpret HR metrics and trends.
• In-depth knowledge of industrial relations, including award interpretation and compliance with the QLD Lutheran Schools Single Enterprise Agreement or other relevant awards.

Desirable Attributes

• Experience in an education setting.
• Tertiary qualifications in HR, Industrial Relations, or related fields.
• High emotional intelligence, discretion, and ability to maintain confidentiality.
• Strong communication, negotiation, and conflict resolution skills.
• Passion for continuous improvement and innovation in HR practices.

Closing date:  9:00am Wednesday, 23 April 2025