Position Description
(for potential applicants)
Title:
Human Resources Coordinator
Department: Organisation Development
Enquiries: John Wynen, Organisation Development Manager on telephone 1300 BCOAST (226 278)
General Information
Bass Coast Shire Council is a local government authority administering an area
approximately 120 kilometres south east of Melbourne. Its population of 29,000 swells to 70,000 in peak holiday season.
Bass Coast is one of the fastest growing regional municipalities in Victoria. Population growths are largely fuelled by the sea change phenomenon which impels people to live and retire in popular coastal areas that are relatively close to Melbourne.
With such high population increases comes further development from big businesses. Several large businesses have opened their doors in Wonthaggi in the last couple of years. There has been a strong increase in property prices and development as a result of the high demand for residential properties.
The area has long been a natural attraction for tourists, with over 3.4 million visitors annually, including 35% of Melbourne’s international visitors. In recent years further tourism development has made significant impacts with Phillip Island boasting international attractions and events.
The major towns in the Shire are Cowes, Grantville, Inverloch, San Remo and Wonthaggi. Reinvented since its famous coal mines closed in the 1960s, Wonthaggi is the retail, civic and commercial hub of the region. It is a stone’s throw from the coast and offers all the services and facilities expected of a large town but with the friendliness for which country towns are famous.
Phillip Island is known throughout the world for the Penguin Parade, MotoGP and its surf beaches. A wide range of recreational opportunities and beautiful scenery can be found along the 180 kilometres of coastline stretching from Inverloch around Cape Paterson through Kilcunda to San Remo, circling Phillip Island and on to Coronet Bay, Corinella and Grantville - a coastline first seen by the famous explorer George Bass.
The Shire's rural hinterland is less well known than its coast, but includes some of Victoria's prettiest countryside, with rolling hills and quaint towns nestling in the valleys.
The Council
The municipality is governed by seven elected councillors.
The administration of the Council’s staff is the responsibility of the Chief Executive Officer under a corporate management structure.
The Council has an annual budget of $60 million and employs about 400 staff.
The Council’s Civic Centre is located in McBride Avenue, Wonthaggi. The Council also provides customer service from offices located in the townships of Cowes, Grantville and Inverloch.
The Position
Leading a team of three full time staff members, you will deliver a range of HR programs across the organisation. The HR team provides accurate and timely advice to managers and staff and is responsible for the recruitment, training and development, performance
management, equal opportunity, employee relations, reward and recognition and payroll for the organisation.
In addition to the dedicated staff in HR, there are Project Officers available to assist with the development and review of systems. At present, these officers are assisting with PES (an electronic performance management system that is now in its second year of use) and the development of a new Intranet.
Bass Coast is experiencing unprecedented development and growth which provides a career minded HR professional with tremendous opportunities to develop their skills and to help shape the image of Bass Coast Shire Council.
Some of the current features and initiatives at Bass Coast are:
Bass Coast is part of the way through the first year of its current EBA, which will not expire until September 2012.
A new Intranet is being developed, with a launch date of December 2010.
TRIM is Bass Coast’s Electronic Document Management System.
Bass Coast is an active member of the LG Business Excellence Network.
An OHS Intranet is used to progress a thorough OHS Management system.
Staff are advanced users of PES (an electronic Performance Management System) which is becoming increasingly popular across local government in Australia.
Council has been using the Authority payroll system, provided by Civica, for 3 years.
A new HR reporting regime is currently being developed.
In this role, you will report to the Organisation Development Manager who also manages the Communications, Customer Service and Risk Management teams. Collectively, these teams all work well together, especially given that communication, promotion, recognition, development, continual improvement and enjoyment of working at Bass Coast are the primary drivers of Organisation Development staff.
General Conditions
Employment will be in accordance with the Bass Coast Shire Council Enterprise Agreement (6) 2009 (EBA), the policies and procedures of Council, and any workplace agreements that may be negotiated from time to time.
Hours
This position will be on a full time basis of 38 hours per week, generally worked between 8.30 am and 5.00 pm Monday to Friday.
Salary
The position’s classification is based on a Band 7 with an annual salary of $76,000 plus superannuation. Attractive annual pay increases are also available through the EBA. Pre-employment Medical
Applicants may be required to undergo a pre-employment medical examination. Key Selection Criteria
The key selection criteria against which applicants will be assessed is outlined on the last page of this document.
Employee Benefits
The health and wellbeing of staff is of paramount importance at Bass Coast. As such there are a wide range of initiatives available for staff to take advantage of.
Flexible work hours, 48/52 arrangements, job-share options, counselling services, health checks, vaccinations, massage, pilates, yoga and discounted gym memberships are some of the options available through our health and wellbeing program.
Further Enquiries
For further information on the position, please contact:
John Wynen Organisation Development Manager 1300 BCOAST (226 278) Applications
Applications are to be addressed to Debbie Adamson, Human Resources, Bass Coast Shire Council and sent by e-mail or post to:
[email protected]; or
PO Box 118 Wonthaggi VIC 3995
Position Description
Position:
Human Resources Coordinator
Classification: Band 7 Status (EFT): Permanent (1.0)
Department: Organisation Development
Occupant: Vacant
Date: July 2010
1.
Position Objectives
To coordinate human resources activities for the continual development of the organisation.
To maintain a skilled and satisfied workforce that supports the organisation.
2.
Key Responsibility Areas
Implement, review and report on the Human Resources Management Plan.
Ensure appropriate HR policies and procedures exist and confidential HR records and charts are maintained.
Coordinate the recruitment process including position design, approvals, advertising, selection, appointment and induction.
Coordinate training with regard for team training plans and staff development plans.
Take a lead role in the management of employee relations including advice, industrial disputes, Staff & OHS Consultative Committee, enterprise bargaining, award and policy interpretation, liaison with unions and equal opportunity.
Provide and monitor the performance evaluation system for the organisation.
Oversee the payroll function to ensure that all necessary timelines and requirements are met.
Develop, maintain and classify position descriptions as required.
Maintain HR work instructions/procedures and associated documentation.
Collect and maintain statistical data and provide management reports on HR performance and HR related activities.
Develop and coordinate HR programs for the continued improvement of Council’s workforce.
Preparation and monitoring of HR related Budgets.
Coordinate a pool of casual/relief administration staff.
Provide assistance to others as part of the energetic team spirit within the Organisation Development department.
3.
Organisational Relationships
Reports to: Organisation Development Manager
Supervises: Human resources, payroll staff and casual staff.
4.
Accountability and Extent of Authority
While being accountable for managing resources and providing specialist advice the, freedom to act is subject to policies, strategies, objectives, budgets and regulatory/statutory control. Will be relied upon for specialist input into policy and strategy development.
Know and understand the system that you work in and help the organisation improve outcomes and provide high value to customers (internal and external) by improving systems, processes and relationships with a commitment to the philosophy of Business Excellence.
OHS and Risk Management – understanding, compliance and promotion of all policies, procedures and practices.
Working Together (Equal Opportunity) principles must be observed at all times.
All corporate obligations are understood and observed including Code of Conduct, Fraud Policy, Trade Practices, Privacy and all relevant organisational and legislative policies, standards, codes, guidelines and practices.
Accountable for performing all duties in accordance with all relevant goals, objectives, standards and policies related to the OD Department.
5.
Competencies
5.1 Judgement and decision making
Work is essentially problem solving in nature, where guidance and advice is not always available.
Data analysis – can involve large scale data, careful analysis and interpretation and meaningful presentation to support actions and recommendations.
Decision making – know when to deliberate and when to take action. Decisions are put in perspective of the bigger picture.
Environment, political and strategic awareness – consideration is given to more than immediate sensitivities. Diplomatic and astute.
Problem solving – provide solutions to issues as they arise with a can-do approach.
5.2 Specialist skills and knowledge
Requires analytical and investigative skills in policy development. Proficient in use of specialist knowledge in search of solutions to new problems and opportunities.
Recruitment – experience in the recruitment process including position design, advertising, selecting, interviewing, appointment and induction.
Employee relations – knowledge in award and policy interpretation, industrial disputes, Staff & OHS Consultative Committee, enterprise bargaining and equal opportunity.
Training and development – ability to implement a training and development program that meets the current and future knowledge and skill requirements of the organisation.
Processes – ability to implement and continually improve on organisation-wide HR processes and systems. Apply HR theory to problems.
Organisational knowledge – can explain the structure and purpose of the organisation to others.
Local government – understanding and appreciation of local government’s role in the community, in the structure of government and in the tourism industry.
IT – advanced skills in all Microsoft Office programs. 5.3 Management skills
Objectives are achieved despite conflicting pressures. Able to implement EEO, OH&S & HR practices to the team whilst contributing to long term staffing strategies. Understanding and monitoring of budgeting and financial processes.
People management – well rounded skills that embrace recruitment, delegation, feedback, celebration of success, encouragement of teamwork, improvements to OHS, and continual training and development of staff.
Performance management – harness the individual efforts of staff and volunteers towards achieving strategic objectives. Actively evaluate and feed-back
performance. Recognise achievers and deal with non-performers.
Continuous improvement – constantly improve relationships and processes.
Document management – corporate documents are logically recorded so they can be retrieved by others as required. Ability to use EDMS.
Financial management – estimate and control income and expenditure using organisational systems. Present reports with clear cost-benefit analyses. Achieve acceptable variances on all budgets.
Project management – take responsibility for planning, undertaking and
clear deadlines for providers and have the people skills to get the best from participants.
Time management – control events so that deadlines are met. Utilise tools and techniques for planning and scheduling time, with the aim of increasing the effectiveness and efficiency of personal and corporate time use.
Risk management – identify, analyse and control unacceptable risks. Incorporate into decision making process.
Facilitation skills – lead and chair group processes including meetings, group discussions, improvement and project teams.
5.4 Interpersonal skills
Relate to others to gain cooperation and communicate with others for specialist work being undertaken. Capable of discussing and resolving specialist problems.
Written communication – reports and correspondence conform to corporate writing standards and convey clear messages.
Oral communication – enthusiastic in communication with others whether by telephone, in person or in group settings to convey clear upbeat messages.
Presentation – present reports and represent the organisation to groups of people in a public forum and in interview and training situations.
Team work and relationships – work with others to achieve outcomes.
Assertiveness – readily express ideas and opinions with confidence that is respected by others.
Customer service – the Customer Service Charter is only the start. Constantly exceed customer expectations by knowing what they want, being readily accessible and responsive to their enquiries.
5.5 Qualifications and Experience
A tertiary qualification with at least five years experience or lesser qualification with more than five years experience needs to be drawn upon to meet key responsibilities.
Experience in Human Resources.
Relevant tertiary qualifications preferable in industrial relations, human resource management or business.
Experience with people management.
Key Selection Criteria
Applicants must specify where they found out about the position and address the following Key Selection Criteria in their applications:
Qualifications/experience in human resources.
People management skills and experience
Performance management experience
Recruitment experience
Training & development experience
Written and verbal communication skills
Time management skills
HR Strategy experience
Oral presentation skills
The qualifications, skills and experience outlined in this position description are ideals to which the occupant will aspire. Unless specifically stated, they are not absolutely essential.
