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ROLE PURPOSEBaptcare is a purpose driven and faith based organisation working across Victoria, Tasmania and South Australia, providing residential and community care for older people and support to children, families, and people with disability, financially disadvantaged people and people seeking asylum.The Strategic HR Business Partner will work with business to prepare, implement and review the respective businesses strategy and provide generalist and best practice human resources capability to enable the business(es) to meet strategic people, customer, transformation and growth objectives. There is a strong industrial relations and strategic workforce planning and development requirement and capacity to continue to lift the human resources function from that of emergency responder and employee mediator to operations management and strategic partner. The Strategic HR Business Partner will perform their role with a constant view to organisation performance, inclusive of succession planning and talent management.Part A: OrganisationBaptcare’s Vision, Mission and ValuesMission: Partnering for fullness of life with people of all ages, cultures, beliefs and circumstances.Vision: Communities where every person is cherished.Our Mission and Vision are lived through our WE CARE values:We care about…Our CustomersWe care about…Our TeamWe care about…Wellbeing... You living your life with meaning, we partner with you to enhance your health, safety, comfort and spirituality.... Strengthening our teams by cultivating a safe and encouraging work environment that enables personal growth.Ethics... Being genuine with you, leading with integrity and fulfilling Baptcare purpose in harmony with community expectations.... Being inspired by justice. We act with integrity and do the right thing by our customers and each other in light of current and future needs.Co-creating... Building personalised and innovative solutions with you and our allied partners, with your goals as our shared focus.... Building an exciting future together with our customers in focus, by empowering everyone to contribute and encouraging adaptability, creativity and collaboration.Accountability... Fulfilling our commitments to you and accepting our responsibilities to continually improve.... Fulfilling our commitments and responsibilities, using our resources wisely and being able to reflect, speak up and adapt when needed.Respect... Understanding and embracing your individuality, standing up for your equality and protecting your dignity.... Understanding and embracing your individuality, standing up for your equality and protecting your dignity.Effectiveness... Being focused on achieving the best outcomes for you, with you.... Ongoing improvement in the focus of our people and resources to achieve positive outcomes for our customers.We select leaders who engage with and from the heart of our mission. We only engage employees who can deliver our mission. Baptcare is committed to a being a child safe organisation by ensuring that all staff who work directly with children adequately maintain and update their knowledge of Child Safe Standards and provide protection to the children in our care.Part B: Position specifications Relationships Division:People and CultureReports to:General Manager – People and CultureInternal:CEO, GM’s, Divisional and other managers, all staffExternal:Unions, agencies and other suppliers / vendors as requiredDimensionsAnnual Operating budget:$ N/AStaff Direct3 (2 (FTE)IndirectDependent on business segment, may have indirect staff reportsDelegations and authoritiesCapital expenditure:$N/AOperating expenditure:$2000Part B: Position specifications continuedKey AccountabilitiesOperations Management: Develop, implement, measure and monitor existing policies and procedures 40%Emergency Responder: Provides immediate fixes to acute employee/leader emergencies 10%Employee Mediator: Creates sustained solutions to leader/employee challenges 10%Strategic Partner: Crafts and implements segment-wide and where required enterprise-wide strategies 40%Workplace Health and Safety ResponsibilitiesKey TasksOperational activitiesPartner with line managers in all aspects of people management, including but not limited to, industrial relations, performance management, learning & development, talent management, employee engagement and enablement, recruitment and selection, occupational health & safety, remuneration and staff terminations.Mission Vision Values aligned leadership of team, including following HR policies and procedures as it relates to performance management, performance review and capability building.Mission Vision Values aligned leadership of staff, including following HR policies and procedures as it relates to performance management, performance review and capability building.Monitor business utilization of service providers such as Claire Dewan, AIG, employee assistance programme suppliers, outplacement suppliers, recruitersProvide high level advice and coaching to line managers on all aspects of people management with the aim of continuously developing people management capability.Develop and communicate organisational policies and procedures consistent with the evolving nature of the industry.Positively and enthusiastically promote organisational change and assist line managers and staff to accept and adapt to change. Promotion of a high-performance customer service culture.Support the implementation and ongoing efficient use of the HRIS, including, testing, communication and education on the various system modules.Review and analyse data and provide interpretation and reports to managers to assist in decision making.Actively participate in various business development projects, that require high level P&C input including mergers and acquisitions and introduction of new technology.Negotiate with unions and other key stakeholders to review and finalise Enterprise Agreements, ensuring all regulations are adhered to throughout the voting and approval process.Conduct all tasks in a manner that enhances P&C team performance and cohesion.Strategic Partnering activitiesDeliver on talent management and succession planning programme for segments.Deliver on strategic workforce planning and capability building programmes for segments.Coaching those in the business to be network/enterprise contributorsActively participate in the development of the P&C strategic plan.Deliver on allocated responsibilities in the P&C Divisional plan.Deliver on allocated responsibilities in the ELT monthly reporting structures.Participate and contribute actively in the business strategic and planning processes for your segments.Deliver on business strategic and business plans within your segment/s. Workplace Health & Safety activitiesVisibly demonstrate work health and safety leadership and personal commitment to working with all Baptcare stakeholders to achieving a Zero harm workplace Actively promote and foster constructive behaviours to enhance Baptcare’s organisational ?safety culture, “The safety standard you set is the one you just walked by” Actively promote, communicate and abide by Baptcare’s WHS Policy Ensure the implementation of Baptcare’s work health and safety systems, procedures and processes including management strategies Ensure that all work health and safety activities are underpinned by effective consultation and communication Actively support the WHS Committee and ensure workplace safety objectives and goals are met Establish safety goals and objectives for area of responsibility, through the development and monitoring of safety plans Ensure all incidents are recorded, fully investigated and preventatives measures implemented Ensure adequate budgetary provision is made to meet health and safety needs within area of responsibilityPart C: Person specificationKey selection criteriaEssential skills:Strategic PositionerCredible ActivistCapability Builder – learn, relearn, unlearnChange ChampionHR Innovator and IntegratorTechnology proponentKnowing when to work ‘on the business’ versus ‘working in the business’Knowledge:Consulting agility, which includes data analytics skills and the ability to align HR solutions with business imperatives;Business fluency, or the ability to combine financial acumen and operations knowledge with HR expertise and an understanding of the talent landscape;Visionary leadership that effectively advances ideas that promote a positive culture within the organisation, andEmerging capabilities, which include the ability to anticipate the future and keep pace with the radically changing nature of work by harnessing emerging opportunities and working adeptly with a multigenerational and inclusive workforce.Detailed understanding of the Industrial Relations system including the National Employment Standards, Modern Awards and proven leadership in negotiation of Enterprise Agreements and ability to provide high level advice.Proven competence as a generalist in all aspects of the employee life cycle.Large-scale change management capability and proven experience delivering cultural change programmesAttributes:A Vision and Mission heartDedication to the Company’s Vision Mission and ValuesGood Listening SkillsA Willingness to Try New ThingsGood communicatorHighly motivated and passionateStrong executionTeam playerTrustworthy with the ability to keep confidentialityProven ability to establish trust, rapport and confidence with a range of stakeholders, including internal customers and external suppliers.Self-reflectionSelf-learner – continually looking to refresh kit bag/individual brand assets with a lens to the future, continually discarding those attributes and capabilities that no longer have value and adding those attributes and capabilities that do.Qualifications and ExperienceEssential:B Degree in Human Resources / industrial Relations/ Organizational Psychology or qualified by experienceAt least 7 years in a generalist role, and a minimum of 3 years in a senior management level roleDesirable:Post graduate qualification OtherEssentialSatisfactory Police Check Valid Driver’s Licence, Working with Children Check (where applicable)The willingness and ability to travel inter and intra-stateFlexible working championDesirablePart D: Baptcare Expectations of Staff BehaviourExpectation of behaviorAll staff play a key role in shaping and influencing workplace culture. This requires a consistent approach and commitment to the following:Treat everybody with respect and dignity and value people for who they are their unique contribution, irrespective of role or level in the organisationAccept that I have a key role in representing the team I service to the broader organisation and for positively promoting the organisation to the team and in any external environmentBe clear and open about decision-making processes, wherever possible providing opportunities for others to be involved in decisions that affect their work. Give new ideas from others a fair hearing and proper consideration. Promote and role model an open, inclusive and collaborative approachTake a proactive approach to workplace health, safety and staff wellbeingParticipate in staff learning and development and recognize the value of ongoing professional and personal development for myselfActively encourage feedback from others about how I am going as a team memberRole model positive behaviours at all times and ensure that I choose my attitude when I come to workAlways behave ethically and with integrityBe engaged and have fun at workDECLARATIONEssentialMy position description has been explained in detail and I understand and accept the accountabilities and authority as outlined.EmployeeName: …………………….…….. Signature: …………………………… Date: / /Baptcare representativeName: …………………………… Signature: ……………………………. Date: / / ................
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