POSITION DESCRIPTION Human Resources Manager

[Pages:4]POSITION DESCRIPTION

Position Title: Human Resources Manager

Date: April 2013

Department: Human Resources

Position code:

Sub department:

Position level: E

Location: Sydney

Geographic scope: Australia and New Zealand

Reports to: Executive Director, Human Resources

Direct Reports:

Size of role: (key metrics such as budget, volume, staff etc) 5 direct reports, Budget

Critical relationships: General Manager, Learning & Development Consultant, Remuneration & Systems Manager, HR Managers from other regions, Australia and New Zealand management teams, suppliers and all staff.

Overall job purpose:

Support the growth in the ANZ region by providing comprehensive Human Resource services that support the achievement of business strategy and corporate objectives. Provides HR services to all levels across the business including recruitment, training & development, benefits and HR administration. Provide training & coaching for managers on their people management skills. Develop "bench strength" of talent & skills.

KEY RESULT AREAS

1 Assist the organization to develop an effective culture that rewards Good performance defined Weighting

high performance.

Help to create an environment where iSentia is seen as a great place to work and where continuous improvement is the norm.

Managing the communication from and to staff to ensure that there is open communication and key messages are effectively given to staff eg Intranet, memos, All Staff meetings.

Help the organization achieve a reasonable work/life balance.

Ensure the provision of staff activities that build healthy work relationships.

Administer and help respond to Employee Engagement Surveys so that there is ongoing improvement in scores.

Staff communication is clear and effective.

There is continuous improvement in staff engagement scores. The business shows a healthy work culture. Local HR policies and practices reflect business

needs.

25%

Develop, recommend and implement local HR policies and procedures that support the business goals and improve employee engagement.

2 Contribute to the creation of a high performing organisation

through the development and retention of talented staff.

Create an effective learning and development program that meets local and corporate needs and assist managers meet staff needs.

Take responsibility for performance reviews and career processes. Where appropriate, develop or coordinate change programs. Develop and implement effective staff retention strategies. Put in place strategies to identify and address organisational and

individual development needs.

Ensure implementation of effective talent identification and succession planning processes.

Contribute to and administer recognition and reward schemes. Co-ordinate, conduct and evaluate training programs within budgetary

constraints.

Good performance defined Weighting

Actively drives talent development that can be seen to be effective. High performers are recognised

and rewarded.

25%

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3 Provide sound advice to managers and staff on people issues.

Ensure managers are aware of, and meet all statutory obligations. Create an approachable and professional HR team. Advises on workforce planning ? labour market analysis, position

descriptions, job analysis and organisational structure. Assist managers in assessing the people impact of process

improvement initiatives. Assist managers and staff to identify and respond to performance,

disciplinary and conduct issues. Keep up to date with changes in employment law.

Good performance defined Poor performance is

addressed. Good judgment in disciplinary and legal matters. Managers seek

and value the HRM's advice. Where necessary, managers

are challenged. Demonstrated strong

coaching skills. Understands the business.

Weighting 20%

4 Ensure effective HR administration processes.

Ensure effective recruitment, selection and onboarding processes and where necessary, organize work visas.

Work collaboratively with Remuneration & Systems Manager to implement effective remuneration practices and oversee the maintenance of accurate remuneration data.

Prepare letters of offer and other relevant documents such as employee handbooks.

Good performance defined HR administration is accurate and timely.

Remuneration processes are equitable. Controls the HR

budget ? getting the best value for the spend.

Weighting 10%

Conduct and review internal and external salary and benefits benchmarking and participate as appropriate in market salary surveys.

Assist in the conduct of the annual salary and incentive review process, ensuring information is accurate and efficiently processed.

Where appropriate, assist in the selection of vendors then monitor performance against agreed standards.

Develop and manage the annual HR plan and budget.

5 Leads and manages a high performing team.

Good performance defined Weighting

Holds team members accountable with clear objectives, KPI's, policies and procedures.

Drives high performance in the team through managing and coaching the team and providing quality feedback.

Recruits and selects high performers, develops talent and then recognises and rewards performance.

Facilitates regular team meetings to discuss issues, share knowledge, share achievements, provides training and direction.

Hires good people using a defendable process. The team shares information and knows what is expected of them. Non-performance is challenged and performance is recognized and rewarded. The team is developed and

trained.

10%

Identifies training and development needs and provides the resources

needed to develop team members.

6 Ensures compliance with Sentia Media values, policies and

standards, and ensures compliance will all statutory requirements.

Complies with all local legislative requirements.

Adheres to company policies and procedures and the corporate Code of Conduct.

Where appropriate keeps up to date with legislative requirements through membership of industry organisations.

Ensures personal adherence to workplace health and safety requirements and either addresses or brings to management's attention when others are in breach of these requirements.

Acts in an ethical way with company assets and others.

Good performance defined Weighting

Understands and complies with all company and

legislative requirements. Can be relied upon to act respectfully and ethically.

10%

2

CAPABILITIES

Capability description

Lives the iSentia values: Client obsessed: passionate about the client's experience One Team: good, collaborative people treating each other well Enterprising: smart people doing things better

Integrity Demonstrates openness, honesty & consistency in behaviour. Can be relied upon. Generates confidence in others through professional & ethical behaviour.

Initiative Proactively asserts influence over events to achieve goals. Demonstrates a readiness to generate ideas & solutions. Is selfstarting & takes action to achieve goals beyond what is required.

Communication Expresses ideas & information in an accurate, relevant and timely manner utilising a two-way communication approach. Demonstrates the ability to interpret and convey information for their particular audience. This includes responding to audience feedback & adapting their approach. Keeps people informed. Operating Environment Awareness Understands how the business works. Is knowledgeable about current policies, practices, trends & information affecting the organisation. Is aware of competitor activities & approach.

Good performance defined

Is seen to: Keep their word, demonstrate a solutions focus, think about the

client first, understand their client's needs and strive to add value to their clients. Act with integrity, value regional diversity, respect and value others, be accountable to others and to celebrate success. Be curious, to challenge their own and other's thinking, be resourceful, where applicable to lead and grow the industry, region and/or staff, and to keep informed. Acts professionally in all situations & relationships Can always be relied upon Does not avoid giving challenging feedback Challenges others who are not acting with integrity Takes a stand for what they believe is right even when it is not easy to do Shares information Perceived as being honest Takes action to achieve goals beyond what is required Identifies what needs to be done & takes action Seeks out others involved in a situation to learn from their perspectives Collects extra information that might be useful for reports or meetings. Generates ideas for projects/activities Clearly express ideas & information Adjusts all aspects of the communication package i.e. language, context, tone of voice etc to suit the requirements/ needs of the audience Tailors all types of communication to effectively reach an audience Employs active listening Responds to questions & requests for information in a timely fashion Actively seeks feedback & ensures all communication is 2 way Facilitates free-flowing communication (internal/external) Keeps team & others informed of issues affecting them

Understands relationships, issues & culture, both within & external to MM & uses this understanding to anticipate impacts or outcomes, frame communication, develop strategy, positions, networks, partnerships & alliances to achieve goals &/or "win-win" outcomes

Seeks to change culture & methods of operating, if counterproductive to success

Maintains a broad network of people within the industry & related areas

Understands competitor activity, development & strategy Acquires as much information as possible on issues that could

impact the business

Weighting 30% 20% 20% 20%

10%

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JOB SPECIFICATION Position title: Human Resources Manager

Education: degree qualification in Human Resources or Business. Technical Skills: knowledge of current remuneration practices and principles, employment law and other statutory obligations. Able to develop entry level training and deliver supervisory and management level training courses. Excellent analytical skills. Industry experience: significant HR experience (5 years minimum as a guideline) including recruitment up to manager level, previous experience in MNC or matrix environment desirable. HR experience in relevant countries. Management skills: Demonstrates business acumen and translates business objectives into actionable HR plans and results, experience leading and developing an effective HR team. Personal qualities: the confidence and skills to deal directly with and influence senior managers, customer service focused and responsive to customers needs, energetic, intelligent, respects confidentiality, pro-active, integrity, enthusiastic and able to work independently. Willing to travel within the region. Technology skills: good Word, Excel and powerpoint competence, experience with HRIS and database Language skills: fluent in verbal and written English. Communication skills: excellent communication skills, able to communicate effectively at all levels of the organization, able to effectively resolve conflict situations, able to work collaboratively with managers and staff.

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