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| |WESTERN AUSTRALIA POLICE |
| | |
| |POSITION DESCRIPTION |
|POSITION DETAILS |Position Description Number: |
| |Generic 400 |
|Position Title: |Rank/Level/Band |
|Senior HR Business Partner |Level 6 |
| | |
|Region/Portfolio/Directorate: |Award/Agreement: |
|Workforce |Current PSA, PSGOGA and Agency Specific Agreement |
|District/Branch: |Location / Suburb: |
|Employee Relations Division |Various |
|Sub-district/Section: |Registered Copy Date: |
| |January 2015 |
|Working Conditions/Special Allowances: |
|Normally day shift, Monday to Friday, however, the position may be required to work outside normal hours for operational reasons in |
|accordance with the relevant Industrial Agreement(s). Incumbent will be out-posted from HR and will be required to work in various locations|
|to meet service delivery requirements. |
___________________________________________________________________
|POSITION OBJECTIVE |
| |
|In partnership with portfolios/districts/divisions, assists with broad and/or complex human resource management issues. This includes the |
|management of sensitive employee issues, providing HR specialist support, coaching and advice to management, managing complex HR projects, |
|workforce planning and conducting comprehensive analysis and evaluation of HR trends and the efficiency and effectiveness of the HR |
|activity. Leads and mentors other HR Business Partners in the field in the investigation and management of complex HR issues across Business|
|Units. |
___________________________________________________________________
REPORTING RELATIONSHIPS
THIS POSITION REPORTS TO:
Title: Rank/Level/Band:
Executive Manager Level 7
_______________________________
THIS POSITION
_______________________________
POSITIONS REPORTING TO THIS POSITION:
Title: Rank/Level/Band:
Nil
Total number of positions under control: Nil
Direct: Indirect:
Budget Managed: Nil
___________________________________________________________________
ORGANISATIONAL VALUES
MISSION
To enhance the quality of life and well-being of all people in Western Australia by contributing to making our State a safe and secure place.
VALUES
The foundation of our values and service philosophy are six non-negotiable principles of conduct, behaviour and practices that are expected of everyone in the Western Australia Police (WA Police). These are honesty, empathy, respect, openness, fairness and accountability.
WA Police promotes a workplace that is discrimination free, is fair and equitable, values diversity and provides for a safe and healthy working environment. In accordance with the organisation’s professional standards and Code of Conduct the Agency advocates a high level of ethics and integrity by all employees.
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Role of WORK UNIT
The Employee Relations Division is responsible for all WA Police industrial and employee relations matters and management of the HR consultancy service provided to portfolios/districts/divisions through the outplacement of HR specialists.
KEY RELATIONSHIPS
Within WA Police the position consults with a range of personnel particularly OICs and senior management at the district/divisional level, Business Managers and Divisional Admin Officers, portfolio senior management and other human resource specialists, as required.
External to the WA Police the position liaises with relevant stakeholders, including relevant unions, government agencies, private enterprise and community groups, as required.
Decision making role
The position has some autonomy in relation to the day to day HR management of officers at the district/divisional level and in providing expert advice and support. The incumbent is required to work collaboratively with OICs/supervisors/managers and relevant portfolio personnel as well as specialist human resource areas.
The Employee Relations Division maintains broad oversight of the position to ensure consistency in the consultancy and support service delivery.
___________________________________________________________________
DUTIES/ACCOUNTABILITES
| |Freq |% |
| | | |
|HR PERFORMANCE | |20 |
| | | |
|Leads and coordinates projects/reviews in association with management on HR initiatives. | | |
|Leads and coordinates the investigation and management of complex HR issues across Business Units. | | |
|Trains, mentors and assists other HR Business Partners in the field in the coordination of HR services to Business Units to | | |
|ensure a high level of customer service. | | |
| | | |
|MANAGEMENT SUPPORT | | |
| | | |
|Provides a high level consultancy service through partnering with management and providing specialist advice on complex HR | | |
|management. | |40 |
|Acts as a conduit between portfolio/districts/divisions and HR specialists / corporate areas, to ensure the highest possible| | |
|level of service delivery. | | |
|Works with management to manage employee relations and people issues and case manage sensitive staff issues, such as | | |
|sub-standard performance, absenteeism, grievances and discipline in conjunction with the relevant specialist areas where | | |
|required. | | |
|Facilitates and supports OICs / supervisors / managers in preparing for and undertaking performance management. | | |
|Provides specialist advice, coaches, supports and, as appropriate, challenges senior management and supervisors regarding | | |
|sensitive and complex people issues and to promote HR best practice. | | |
| | | |
|CONTRIBUTES TO STRATEGIC HR OUTCOMES | | |
| | | |
|Actively promotes implementation and management of HR change and corporate initiatives. | | |
|Develops and coordinates methods to evaluate the effectiveness of implemented initiatives. | | |
|Conducts research and analysis of HR trends throughout the region and identifies opportunities for improvement. | | |
|Analyses vacancy management and officer availability to inform of issues requiring attention at a corporate level and | | |
|planning for current and future workforce needs. | |35 |
|Prepares HR management reports, incorporating research and feedback, and provides pragmatic recommendations for | | |
|consideration by various key stakeholders. | | |
|Works with portfolio/district/division to embed a performance management culture. | | |
|Identifies gaps in existing HR policies and procedures and contributes to the development of new HR policies and procedures.| | |
| | | |
|Manages complex HR projects to address local and corporate strategic HR issues. | | |
|Formulates and applies strategies which develop and facilitate a proactive approach to HR Business Partner Modelling. | | |
|Develops and extends own professional knowledge and maintains a current knowledge of relevant HR trends and emerging issues.| | |
|Rotates through specialist HR areas to perform specific HR roles when required, imparting business knowledge to those in the| | |
|centralised HR units. | | |
| | | |
|4. OTHER | | |
| | | |
|Understands and complies with information security policies and procedures to ensure information holdings/systems are kept | | |
|confidential and utilised accurately and reliably. | | |
|Undertakes other duties as directed. | | |
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| | |5 |
|`FREQUENCY: D = Daily, W = Weekly, R = Regularly, O = Occasionally, A = Annually | | |
WORK RELATED REQUIREMENTS
ABLE TO DEMONSTRATE:
|Essential WORK RELATED REQUIREMENTS |Context within which work related requirements will |
| |be applied and/or general standard expected. |
| | |
| Human resource management skills. |Dealing with contemporary workforce issues and providing advice in |
| |relation to industrial relations, human resource, Equal |
| |Opportunity/bullying matters. Applying human resource policies and |
| |procedures in line with legislation and standards. Ensuring a corporate |
| |perspective on HR matters is maintained. Leading the delivery of HR |
| |initiatives. |
|Communication (oral and written) skills. |Providing advice to staff on sensitive and complex HR management issues |
| |and reporting to relevant portfolios on HR Management. Promoting and |
| |progressing HR change and corporate initiatives across WA Police. Managing|
| |sensitive and complex people issues. |
|Interpersonal and negotiation skills. |Delivering and demonstrating a high level of consultancy and customer |
| |relations. Motivating, influencing and providing guidance to management in|
| |performing HR functions. Negotiating and resolving conflict and/or |
| |undertaking an advocacy role. Coaching and mentoring HR staff. |
|Analytical and conceptual skills. |Identifying issues, conceptualising problems, researching and analysing |
| |information to provide recommendations and to support the operational and |
| |strategic decision making process. |
|Organisational and planning skills. |Coordinating and prioritising competing issues and allocating resources |
| |appropriately. Flexibility in a demanding environment. Coordinating, |
| |monitoring and progressing projects. Contributing to workforce planning. |
| | |
| | |
| | |
|DESIRABLE WORK RELATED REQUIREMENTS | |
| | |
|6 Possession of, or progression towards, a tertiary qualification in Human | |
|Resource Management or a related field. | |
| | |
| | |
___________________________________________________________________
CERTIFICATION
We have carefully reviewed this Position Description and are satisfied that it fully and accurately describes the Western Australia Police requirements of the position.
|Certified By: |Name and Signature |Date |
| | | |
| | | |
| | | |
| | | |
|Senior Workplace Consultant |Emma Hamilton | January 2015 |
| |Workplace Relations Branch | |
| | | |
| | | |
| | | |
| | | |
|Branch/Division Head |Tony Clark | January 2015 |
| |A/Assistant Director | |
| |Workplace Relations Branch | |
| | | |
| | | |
OFFICE USE ONLY
Classification Review Date: January 2015
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