Senior People & Culture Business Partner – ANMM

Reporting to the Head of People and Culture you will manage and/or contribute at a senior level to a team responsible for a range of workforce and workplace activities directed at improving employees’ experience of work, the performance of teams, brand, and the capability of the Museum. Responsible for sourcing, attracting and retaining emerging talent as well as representing the Museum Brand at all times.

The Senior People and Culture Business Partner collaborates with the Head of People and Culture and other stakeholders to develop and implement People and Culture strategies, processes, procedures, systems, compliance frameworks and services for the Museum’s workforce, and to provide information and reports to key stakeholders in line with legislative and organisational objectives.

Your main responsibilities will include but are not limited to the following:

• Establishing and maintaining partnerships with internal stakeholders through the delivery of information, advice and assistance to executives on specific people management issues.
• Assists management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations.
• Work and collaborate with PAC colleagues who have functional responsibilities to facilitate deliverables. The functional responsibilities to collaborate with PAC expertise include workforce planning, recruitment, employee relations, Work Health and Safety, Learning and Development and performance management.
• Deliver strategic insights from the client group’s operations and environment to align PAC service offering across the Museum.
• Lead and provide support to agency and PAC-initiated projects that deliver high-quality People and Culture solutions, which support Museum’s strategic vision.
• Develop, review and implement policies, guidelines and processes that underpin relevant legislation, industrial instruments, contemporary HR management practices and government policy.
• Participate in networks and manage relationships with external stakeholders such as unions or with other APS agencies, where they relate to Museum’s employment matters.
• Develop high-quality reports, analyses and recommendations relating to Museum’s workforce and workplace activities, so as to contribute to informed, strategic decision-making.
• Develop and implement PAC-related information including training sessions, intranet and internal communications to employees and managers.
• Manage, drive and support the end-to-end recruitment and talent management process for the Museum’s workforce including APS employees, third-party labor-hire, volunteers, interns and work experience placements.
• Ensure the Museum’s workforce recruitment services and selection outcomes and standards are established, tracked, and analysed for compliance with APS and Museum requirements.
• Identify continuous improvement opportunities in relation to the timeliness, quality of selections, and organisational capability.
• Ensure recruitment campaigns are tailored to meet business requirements and attract talented candidates, candidate management is efficient and effective and delivers a positive candidate user experience and effective candidate sourcing and talent identification and selection practices are in place.
• Deliver a responsive and consultative approach to managing the recruitment needs and experiences of Hiring Managers and Candidates.
• Support line managers as required in updating and developing role descriptions.
• Ensure work level standards are completed for all positions recruited for.
• Ensure Labour Hire vendor’s contracts are managed in line with C0007 Contingent Workforce Scheme.
• Ensure e-recruit vendor relationship is maintained and contract reviewed yearly prior to end date.
• Reporting on PAC activities and workforce data as required by Museum Management, APS Act and related legislative requirements.
• Accountable for other tasks and projects as required and assigned from time to time.
• Support other PAC team member’s responsibilities as required.
• As part of the PAC team contribute to the innovation and improvement of Museum’s people management practice.
• Understand and comply with the agency risk management framework and relevant legislation, and contribute to the achievement of appropriate risk strategies. Guide others to identify and mitigate foreseeable risks.

Key selection criteria:

• Demonstrated experience in a similar position.
• Ability to engage Managers and provide expert PAC advisory and consultancy services on a wide range of PAC matters.
• Intermediate capability in Microsoft Applications (Excel, PowerPoint, Word, Visio).
• Proven capability using HRIS, and other related PAC systems such as LMS, E-Performance, E-Recruitments.
• PAC reporting skills and workforce data analysis experience.
• Experience in the development, review and implementation of a range of PAC-related policies, practices, procedures and frameworks.
• Sound knowledge and understanding of equality and diversity issues and employee relations issues / policies / procedures.
• An understanding of Workers Compensation and Injury Management requirements including the WHS Act 2011 and the SRC Act, rehabilitation case management and return to work processes.
• Excellent customer service and interpersonal skills with the ability to build rapport.
• Strong written and oral communication skills.
• Meticulous attention to detail.
• Demonstrated ability to plan, prioritise and organise work to achieve work goals and meet deadlines, including dealing with competing demands and managing multiple projects.
• Commitment to workplace diversity and working in a team environment.

Eligibility

This position is open to all eligible members of the community and we encourage applications from Aboriginal and Torres Strait Islander people, people with a disability and people from every cultural and linguistic background. To be an eligible member of the community, you must be an Australian citizen. Applications may be accepted from Australian permanent residents who are in the process of acquiring Australian citizenship.

Notes

Selection for this position will be made on the basis of relative merit which will be assessed against each item of the selection criteria. Applications that do not address the selection criteria will not be considered for short listing by the Selection Committee. As part of the selection process the selection committee may invite candidates to undertake psychometric test, you should advise the selection committee if you have any special needs. Psychometric tests may be used as the initial short-listing test or later in the selection process. Some tests are very short while others may take one or more hours.

For more information or to apply visit: APSJobs.