Position Description

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Effective date: March 2015

Position Description

Title HR and Development Advisor (HRIS project)

Directorate Corporate Services

Department People Culture and Development

Location Camberwell

Classification Band 6

Position code CRPCHRXXPOS

Position purpose

The Human Resources Information Management (HRIM) /Advisor/Consultant will facilitate the smooth implementation of a HRIS system via constant

customer engagement, effective liaison with third party providers and People Culture and Development (PCD) management.

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The HR professional will be responsible for the full end-to-end project lifecycle exposure through implementation testing and support handover.

In addition to this, the HRIM Advisor will assist with day to day HR activities within the team including but not limited to policy review and development, HRIS management reporting, structural reviews, job evaluation, provision of advice and support on the interpretation of Awards and LAWAS.

Reporting relationships

Reports to: Human Resources Team Leader (HR Team Leader) Supervises/manages:

Internal liaisons: HR Team, Organsiation Development & Learning Team Leader, OH&S Team Leader, IT Services, PCD clients and stakeholders

External liaisons: HRIS providers, staff, unions et al

Assessment criteria

The position will be assessed against the following items:  Council Plan

 Business Plan

 Performance review and enhancement program (PREP)  Risk management

 Boroondara values statements

Duties and responsibilities

Working as part of a project team your responsibilities will include:  Attend/Report weekly project meetings

 Participate in the development of the change management plan to effectively implement the HRIM

 Provide a lead role on the project to the HR team  Coordinate HR team deliverables

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 Identify ways in which end users will be involved in the implementation actives

 Resolution of day to day issues

 Manage the post implementation support framework for end users  Act as first contact person for HR business area/function

 Assist in mapping of business requirements  Assist in development of test cases

 Assist in data conversion specifications, testing and data correction  Assist in in defining/amending associated polices and procedure  Assist in the documentation of procedures

 Conduct user acceptance testing  Develop implementation action plans  Design , carry out end user training

 Provide a level of support to end-users post - live

 Train as a super user and develop user friendly training manuals General HR duties

 Take a leadership role in conjunction with Directors, Managers, Team Leaders and Co-ordinators, in the effective management of Councils’ recruitment and selection process including the provision of information, support and advice on every aspect of the process

 Research, develop and review human resources policies and procedures

 Review existing position descriptions (as required) in conjunction with the officer responsible for recruitment to ensure they are presented in a correct, logical and up to date format

 Provide advice on position descriptions, particularly content, EO compliance and qualifications, experience and skills required for an incumbent to perform the duties

 Produce accurate letters of offer and agreements based on the Award and council's LAWA's for the appropriate signature

 Provide advice to managers/team leaders as requested on organisational structural changes, EFT etc

 Assist with the job design and classification of new and re-focused positions

 Provide advice to managers, team leaders and staff on conditions of employment

 Provide advice and support to management and staff in the

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 Provide assistance and guidance in the management of performance management issues as required

 Contribute to the development of Council’s quarterly management report for EMG

 Assist in the maintenance of Councils’ Human Resource Information System and reporting database

 In conjunction with Managers assist in the case management of long term absences and performance management of employees

 Undertake benchmarking as required with other organisations

Document management

Document management is a shared responsibility between staff, managers, corporate information and system administrators. ECM is the corporate document management system.

The Council Service Charter requires a final or interim response to incoming correspondence be provided within 10 working days. If an interim response is provided, it will detail when a full response will be provided.

All staff are responsible for making and keeping complete full and accurate records in the Corporate System ECM that adequately document Council business activities and support any decisions made. This further extends to making information available to other staff through ECM improving the overall service provided by Council.

Risk management

 Follow established safe working practices, procedures and instructions  Take reasonable care for their own OHS and that of their colleagues  Seek assistance when unsure of practices and procedures to perform a

task

 Report all incidents, accidents, injuries, near misses and potential risks as soon as practicable to their supervisor

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Accountability and extent of authority

 To play a pivotal role in implementation of a new HRIS solution across Council, ensuring the solution meets the PCD management and customer needs of the business.

 To provide generalist Human Resources advice and support to Leaders and staff in the organisation.

 Responsible for providing accurate, efficient and timely advice and support to relevant management and staff in relation to a range of HR activities and projects.

 Managing own workload and exercise discretion within agreed standard practices.

 The incumbent is expected to maintain effective and efficient administrative procedures and systems.

 The incumbent provides a high level of support with tasks and projects with the People Culture and Development Department as requested.

Judgment and decision making

 Provide regular updates regarding the planning and implementation of the HRIS system

 Make decisions about implementing business processes that are efficient and ensure smooth decision making pertaining to HR workflow forms  Under guidance make decisions to ensure efficiency of workflows and HR

business processes

 Make recommendations for effective implementation of the three modules of the HRIS

 Guidance will be provided by the Manager PCD and the HR Team Leader

 Exercise discretion, professional judgment and make decisions within their level of substantial knowledge and experience

 Contribute to broader human resources issues and quality projects and initiatives

 Interpret Council policy and procedures to the extent of their competencies and knowledge

Specialist skills and knowledge

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 Experience with e-recruitment modules and online performance management systems

 Design and delivery of end user training

 Experience with project management

 Technical problem solving ability  Ability to work independently

 Communicate effectively orally and in writing using language understandable to management and staff;

 Develop recommendations and solutions.

Management skills

 Skills in managing time, setting priorities, planning and organising one’s own work

 Excellent project management skills  Ability to supervise others

 Understanding of, and ability to implement personnel practices, including equal employment opportunity and Risk Management

 Ability to train and develop others

 Ability to achieve objectives within a timeframe

Interpersonal skills

 Highly developed interpersonal and communication skills

 Customer service skills

 Ability to gain co-operation and assistance  Ability to discuss and resolve problems

 Ability to lead and motivate other team members and customers

Qualifications and experience

 Tertiary Level Human Resources /IT Technology qualification  Previous experience implementing an integrated HRIM system  Information Technology (Database Administration).

 Experience designing and delivering end user training  Previous project management experience

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Selection criteria

 Tertiary level Human Resources/IT Technology qualification

 Previous experience implementing an integrated HRIM system

 Demonstrated experience as a generalist human resources professional providing advice on employment matters and legislation

 Strong computer literacy including medium to advanced Excel skills

 Exposure to e-recruitment and online performance management systems

 Proven customer service focus

 Highly developed communication and interpersonal skills in order to productively engage with a range of stakeholders.