HR Advisor – Tweed or Lismore

Position Objective

The HR Advisor, will act as a trusted advisor to core management and staff, providing guidance, support and coaching across HR policies, procedures and best practices. Reporting to the Executive Manager, the Business Partner will deliver HR activities across all the domains including recruitment, selection and onboarding; learning, development and performance management; workplace relations; employee engagement; and safety and wellbeing.

The incumbent will seek continuous improvement of HR transactional practices along the employee pathway, ensuring adherence to the Fair Work Act, applicable Modern Award, and WHS legislation. A key focus in the next 12 months will be assisting with the implementation of a HRIS and supporting the implementation of innovative employment practice.

Responsibilities

Human Resources Services:

• Coordinate the end to end recruitment process including advertising, candidate application management, tracking, selection, assisting with reference checks.
• Assist with the onboarding of new employees, performance management, and employee development.
• Prepare HR correspondence and communications (for example, revision of job descriptions, advertisements, invites to interview, employment contracts, end of probation period notices).
• Coordinate the corporate orientation program across and liaising with new employees and their managers to ensure attendance.
• Coordinate the regular cycle of performance and development.
• Organise learning and development activities as they apply to whole of organisation and in alignment with a continuous learning model.
• Work with the wellbeing committee to deliver on wellbeing activities.
• Coordinate a calendar of regular communications relating to Safety and Wellbeing, and assist the Executive Manager, Quality and Compliance in the administration of the incident register.
• Facilitate exiting procedures for all staff.
• Reporting to management, track, maintain and collate HR metrics including headcount, turnover, leave, and attrition rates to help drive strategic initiatives.
• Assisting in the development and implementation of best practice policies, procedures and systems.
• Act as the main administrator of the HRIS.
• Design, deliver and train trainers for the HRIS for new staff appointments and continual coaching of existing staff.

Guidance and Support:

• Serve as a trusted advisor to managers and employees, providing guidance and support on HR policies, procedures, and best practices.
• Ensure compliance with employment laws and regulations and proactively identify and address any HR-related risks.
• Support the implementation of employee engagement initiatives, fostering a positive and inclusive work culture.
• Consult with the Executive Management team to identify current and future learning and development needs of all staff.
• Ensure learning resources address operational needs and practice improvement.
• Support delivery and evaluation of operational learning and development needs.
• Provide coaching and guidance to managers on employee relations matters, including conflict resolution, performance improvement, and disciplinary actions.
• Analyse HR data and metrics to identify trends and recommend proactive solutions to enhance organisational performance.

Administration:

• Securely manage sensitive information and knowledge in line with policies, particularly the confidentiality and privacy of employee information.
• Maintain an understanding of contemporary people management practices as well as a comprehensive understanding of relevant legislation, industrial agreements, policies and procedures and ensure that practices within client groups are consistent with these.

Safe System of Work

All staff have a duty of care and a legal obligation to ensure that they:

• Accept personal responsibility for maintaining safe workplace and work practices;
• Understand and work to the Code of Conduct and Work Health and Safety (WHS) policies, procedures and work instructions;
• Undertake work in a manner that is not harmful to your health and safety and the health and safety of others;
• Work in compliance with WHS system requirements and workplace environments, in particular; manual handling, personal protective equipment and emergency situations;
• Comply with risk management policies, procedures and work instructions;
• Monitor workplace conditions and report ideas which may improve workplace health and safety; any work related or personal injury or illness; and hazards and incidents;
• Correct minor hazards where applicable;
• Attend and actively participate in WHS and other mandatory training;
• Other duties as directed by management.

Key Relationships

• Executive Manager, Partnerships, People and Customer Experience
• Executive Management Team and Management Group
• All staff
• Department of Communities and Justice
• Community agencies, including support service providers
• Contractors, Consultants and Suppliers
• All stakeholders

Key Behavioural Competencies

• Action Oriented – Enjoy working hard; action oriented and full of energy for the things that he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.
  
• Approachability – Easy to approach and talk to; spend extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.
  
• Organising – Can marshal resources (people, funding, material, and support) to get things done; can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information and files in a useful manner.
  
• Priority Setting – Spends their time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.
  
• Written Communication – Is able to write clearly and succinctly in a variety of communication settings and styles; can get messages across that have the desired effect; possess a firm grasp of grammar, spelling and the ability to format and style professional business correspondence.
  
• Client Focus – Is dedicated to meeting the realistic expectations and requirements of internal and external clients; gets first-hand clients information and uses it for improvements in products and services; acts with clients in mind; establishes and maintains effective relationships with clients, stakeholders and service providers and gains their trust and respect.

Qualifications / Experience

• Formal Human Resources and/or Business Administration Qualifications (minimum certificate IV level) or the equivalent knowledge, skills and experience.
• Previous experience as a HR Advisor, HR Business Partner or in a similar HR role.
• Demonstrated experience in applying high quality communication skills that result in effective communication with a broad range of people (internal and external), including the proven ability to communicate human resource advice and concepts clearly.
• Demonstrated knowledge of statutory requirements relevant to Human Resource Management.
  

Are you interested?

If so, apply today by submitting your resume along with a short cover letter expressing your interest in the role.

For more information, please get in touch with Sinead via email [email protected] using the subject line: HR Advisor – Tweed or Lismore enquiry via EthicalJobs.

Alternately phone (02) 56297210