Manager People & Culture PRA 17/45 - Shire of Broome€¦ · Page 2 of 13 Manager People & Culture Manager People & Culture PRA 17/45 Full time Fixed Term Contract – up to 5 years

Manager People & Culture

PRA 17/45

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PRA 17/45 Full time Fixed Term Contract – up to 5 years

The Position

An exciting opportunity exists for an experienced Manager People & Culture to join the Shire of

Broome’s management team.

Reporting directly to the Chief Executive Officer, you will be responsible for leading the HR team and

driving the HR strategic plan, organisational development, occupational safety and health and

industrial relations within the Shire of Broome.

This role is an integral part of the organisation, providing advice and direction to the Executive Team

and management. To succeed you will have proven experience in a similar role, a proactive work

attitude, the ability to think quickly on your feet and multi task. Previous experience in local

government would be a great advantage.

The person we seek

As an experienced HR professional and team player, you will possess current and extensive

knowledge of industrial awards and agreements, coupled with the ability to apply and interpret

legislative requirements. You will have proven financial planning and budget management

experience, time management skills and previous management experience. You will also possess

highly developed communication and interpersonal skills supported by sound HRM technical skills.

As a strong leader, you will have demonstrable effective change management skills and abilities

complemented by a positive attitude and sense of humour.

What we offer

A negotiated contract is offered depending on your qualifications and experience (this package is

inclusive of a Broome Allowance and Housing Assistance). Attractive Superannuation benefits (up

to 15.25%), five weeks annual leave plus 4 Executive days and a comprehensive salary sacrifice

package is available.

Interested?

Applications should be sent electronically to [email protected] or by fax 9191 3455 or by post

to PO Box 44, Broome 6725. For more information, please contact the Shire of Broome HR

Department on (08) 9191 3456.

For more information on Broome visit: http://www.youtube.com/watch?v=QomGobdAv9o.

mailto:[email protected]

http://www.youtube.com/watch?v=QomGobdAv9o

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Application Deadline

Applications for this position are to quote PRA-17/45 and are to be received no later than 4:00 pm

Monday 15th January 2018.

Address applications to:

Human Resources Officer

Shire of Broome

PO Box 44

BROOME WA 6725

Applications may be sent electronically to [email protected], or by fax 08 9191 3455.

Position Details


Thank you for your enquiry regarding our position advertised.

If you decide to apply for this position, please include the following:

1. Application for Employment Form (found on our website under Employment Opportunities) All fields must be completed.

2. A covering letter introducing yourself and explaining why you are applying for this position.

3. A detailed response to the selection criteria (see below for hints).

4. A current resume with the details of your past employment experience, and other information including skills, experiences etc. which you feel are relevant to the position.

Hints for Selection Criteria:

To be eligible for consideration, a person must meet all essential selection criteria as part of the

Shortlisting (or selection for interview) process. Although there is no right or wrong way to format

your written application, you must address each selection criteria. This is to identify how well your

knowledge, skills and abilities meet this criteria. Write your application so that the selection panel

can fully appreciate your capabilities.

The following information is a guideline to the type of information required in your detailed response

to the Selection Criteria:

• Statements which concisely describe how you meet each of the selection criteria, starting with the “essential” criteria.

The statements, in paragraph form, may include examples of the type of work, be it paid or unpaid work that you have completed. In other cases details of your qualifications may be applicable.

Do not include irrelevant information or “padding” – be clear and concise.

mailto:[email protected]

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The Recruitment/Selection process

• Once the position has been advertised, applications are accepted for a period of approximately 10 days. Closing date will be nominated in the advertisement. Late applications may be accepted, but only in exceptional circumstances. If accepted, a late application will only be considered up to the close of short listing and in all cases the selection panel will assess each late application on its merits.

• Applicants selected for interview will be contacted. Each application is treated confidentially, but if you do not wish to be contacted at work, please make alternative arrangements e.g. alternate contact number during working hours, mobile phone number.

• At the time of contact for interview please advise of any special needs e.g. building access or communication assistance.

• The interview panel will have a structured set of questions to ask each applicant which are relevant to the position.

• In some cases, the panel may request an interactive scenario be undertaken as part of the selection process. This may include a role play or similar to determine the applicants level of competence. Notice of this will be given at the time applicants are invited for interview.

• When required, reference checks will be undertaken following interviews and only with the nominated referees.

• The position is offered to the successful applicant as soon as possible after interview. This may be within 5 working days of the interview.

• In some positions where levels of fitness are required to adequately perform duties, applicants will be required to complete a pre-employment medical. In all other positions a medical questionnaire is completed on commencement only to provide a background to ensure that the job does not aggravate a pre-existing illness, condition or injury.

• All unsuccessful applicants will be notified in writing once the preferred applicant has accepted the offer of employment.

Position Description and Details

A copy of the Position Description is attached. For any further details please contact the Human

Resources Officer on (08) 9191 3456.

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Summary of Conditions of Employment and Entitlements

Salary Package details (per annum figures)

Base Salary Min: $ 105,000 Base Salary Max: $ 115,000

Broome Allowance: $ 8,000 Broome Allowance: $ 8,000

Housing Assistance: $ 9,100 Housing Assistance: $ 9,100

Cash component: $ 122,100 Cash component $ 132,100

15.25% Superannuation † $ 18,620 15.25% Superannuation † $ 20,145

Total Package Value: $ 140,720 Total Package Value: $ 152,245

† based upon a minimum voluntary contribution of 6%.

Salary:

A base salary is offered from $105,000 - $115,000 (depending on qualifications and experience) per

annum which is inclusive of any leave loading component.

Broome Allowance:

A Broome allowance of $8,000 per annum is in addition to the above base salary figure.

Housing Assistance:

A Shire owned house is available for the position with a rental subsidy of $175 per week applicable off the market rental value. Alternatively, a Housing Assistance of $9,100 per annum is in addition to the above base salary figure. A Shire employee utilising a Shire supplied lease will achieve the following tax benefit when salary packaging their rent. Below is an example:

$750.00 Weekly Rent

$175.00 Less weekly housing rent subsidy

$575.00 x 31.5% tax threshold

$181.12 Weekly tax savings benefit when salary sacrificed

$393.87 Net weekly rent cost to employee

Hours of Work:

This position is based on a 38 hour week, however, flexibility is required and additional hours will be

needed at times to achieve objectives. After hours functions (Council Meetings etc) may also require

attendance.

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Annual Leave:

Employees will be entitled to 25 days annual leave plus 4 Executive Days.

Personal Leave:

You will be entitled to (10) ten personal leave days per year.

Long Service Leave:

Thirteen (13) weeks after ten (10) years continuous Local Government service, transferable between

Local Authorities in Western Australia.

Uniform Policy:

Employees are currently provided with a uniform in accordance with the Shire of Broome Inside Staff

Enterprise Agreement.

Superannuation:

Superannuation Guarantee: Council currently contributes 9.25% of fortnightly salary.

Additional contributions (optional):

Council currently contributes an additional 6% (to a total of 15.25%) of fortnightly salary when an

employee contributes a minimum of 6% of their fortnightly salary. If this option is taken, there is

21.25% contributed to the employee’s Superannuation account; 15.25% from the Employer and 6%

from the employee. Extra contribution is applicable only if contributing to the WA Super Fund.

Probationary Period:

A three-month probationary period is applicable to this position. At the successful completion of this

period your continuity will be agreed to by the Chief Executive Officer. The period of probation can

be extended by the CEO for an additional period of no greater than three months.

Performance Reviews:

Reviews are undertaken annually by the CEO.

Medical Examination:

All new appointees to Council staff are required to complete a medical questionnaire on

commencement. If necessary a Medical examination will be required. Full documentation for the

requirements of the position will be given to the Medical Practitioner prior to the examination and

costs are paid for by the Shire of Broome. Existing illness will not preclude an appointment.

Code of Conduct:

Ensure professional conduct is of the highest standard in accordance with Council’s Code of Conduct

and policies as adopted and modified from time to time.

Position Title: Manager People & Culture

Classification: Negotiated Contract

Agreement: Common Law

Department: Office of the CEO

Location: Administration Centre

Date reviewed: December 2017

Approved by: Chief Executive Officer

Commitment of the Shire of Broome

Our Vision for the Shire of Broome:

A thriving and friendly community that recognises our history and embraces cultural diversity and

economic opportunity, whilst nurturing our unique natural and built environment.

Our Mission:

To deliver affordable and quality Local Government services.

Our Values are:

Communication: Actively consult, engage and communicate with, and on behalf of the

community.

Integrity: Be honest, equitable and ethical in all our dealings.

Respect: Recognise and respect the individual and unique requirements of all people,

cultures and groups.

Innovation Drive change through leadership and energy.

Transparency: Be open and accountable in all our activities.

Courtesy: Provide courteous service and helpful solutions.

Code of Conduct: For Council Members, Committee & Working Group Members and Employees

(as amended May 2014).

Position Description

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Position Purpose and Objectives

• Ensure the provision of a high level professional Human Resource service to meet the needs

of our internal and external customers and to assist in ensuring that a harmonious workplace

prevails.

• Provide both strategic and operational expertise to the CEO, Executive Management Group

(EMG), and employees on all HR related matters including performance and talent

management, organisational design and development, engagement, reward and recognition,

HR Systems and reporting and change management.

• Manage the strategic direction of the Human Resource function of the Shire in line with the

Council’s Strategic Community Plan and Workforce Plan.

• Manage the Shire’s Occupational Health and Safety systems and programs.

Key Responsibilities and Duties

Key Responsibilities and Duties

Human Resource Leadership

• Develop and implement strategic and operational plans to drive the Shire’s HR function.

• Prepare, deliver and administer the HR budget including operational and training budgets.

• Develop and implement strategic reporting systems for the HR function and monitor and

evaluate outcomes.

• Ensure that HR policies and business operating procedures align with statutory requirements

(Local Government Act, Anti-discrimination etc.).

• Collaborate across the organisation to identify, plan and develop HR service enhancement

initiatives.

• Undertake special projects as required within skill base and qualifications.

• Provide advice to the Executive Managers, supervisory and general staff on all matters

dealing with HR.

Engagement and Culture

• Design and lead initiatives to maximise the engagement of employees.

• Lead the delivery of the engagement and staff/culture survey including presenting and

monitoring results and responding to employee concerns.

• Design and deliver strategies to create a culture of trust, collaboration, and ownership.

• Act as the ambassador for the organisational culture and values ensuring they are upheld

and embedded.

• Ensure all employees are welcomed and provided with a safe and inclusive working

environment.

• Ensure all employees are rewarded and recognised for their contribution, through the

creation of a recognition culture and framework where employees are rewarded for additional

contribution.

• Ensure all employees are remunerated in line with relevant legislation, awards and National

Employment Standards.

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• Oversee all employee communication and support Managers to maximise engagement

through timely, honest and authentic communication aligned to the Shire’s culture and

values.

• Support the Shire through organisational change using effective project management skills,

communication, engagement and leadership skills.

Human Resource Operations and Administration

• Provide accurate and timely advice, information and/or recommendations to staff across the

organisation on Human Resources matters to ensure that all policy, statutory and award

obligations are met.

• Deliver and oversee all elements of the employee lifecycle; attraction, selection, on-boarding,

induction, departures, terminations and leave.

• Coordinate and administer an efficient and timely recruitment and selection process and

provide advice and assistance.

• Monitor and maintain annual performance appraisals ensuring all reviews are completed by

the end of year deadline, providing training and advice on the appraisal process, performance

management practices, software and review of position descriptions.

• Develop and maintain a centralised position description data base for all positions Shire wide

ensuring compliance with Enterprise Agreement specifications.

• Develop and maintain the Organisational Structure and present for budget consideration.

• Effective implementation of Enterprise Agreement, Awards, relevant Acts and legislation

including oversight and process management of the periodic review of the Enterprise

Agreement as required.

• Coordinate training and employment programs including traineeships/apprenticeships and

work experience programs.

• Liaise with training providers to evaluate the most appropriate training available, such as

through TAFE and other relevant education providers.

• Undertake policy and system development, implementation, review and improvement as

required.

• Maintain appropriate records with regard to all applicable awards, contracts, agreements and

benefits, including for salary packaging.

• Advise and coach managers and employees on complex performance management, staff

disciplinary matters, grievances, policies and procedures.

• Support management in the preparation of organisational operation plans and procedures.

• Oversee the performance and accountability of the HR Team and provide procedural advice

and Workplace Agreement/Award interpretation when required.

• Assess the HR team’s competencies and ensure skill bases are suitable for achieving

strategic and service delivery plans.

• Ensure Annual Performance Reviews are completed for the HR Team on time and in line

with policy.

• Prepare any HR agenda item where required for Executive and or Council meetings.

• Respond to inquiries or complaints from the public and internal requests for services in a

timely manner.

• Promote the HR Service and develop a professional network of contacts.

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Workforce Planning

• Ensure the Strategic Workforce Plan is updated and amended to reflect changes in the

internal and external environment.

• Continue to monitor and respond to workforce trends, external risks and proactively promote

strategies to maximise workplace productivity and efficiencies.

• Develop strategic partnerships with local schools, stakeholder and training providers to

facilitate future workforce planning.

• Coordinate, oversee and review the Corporate and Contractors Induction Programs.

• Liaise with WALGA, Unions and staff on industrial issues and disputes and advise/assist

management accordingly.

• Oversee the resourcing needs of the Shire and make recommendations to Managers

regarding sourcing strategies and workforce planning needs.

• Provide expertise in the areas of organisational design and structure to maximise efficiency.

Organisational Development

• Create and implement a learning and development framework aligned to high performance

to ensure consistency, effectiveness and maximise knowledge sharing across the Shire.

• Facilitate training to employees including induction, customer experience, team building, and

effective communication skills.

• Create a leadership development framework to maximise leadership capability and

succession planning across the organisation, and embed a coaching culture.

• Create and embed a high-performance capability framework to drive high performance and

support the delivery of exceptional customer service.

• Facilitate the development and ongoing review of an organisational wide training and

development plan which includes training needs analysis, skills based training and technical

competency.

• Oversee and review the performance review process in conjunction with end users.

OSH and Compliance

• Through effective consultation with internal and external stakeholders, develop/review and

implement OSH policy and business operating procedures with corresponding reporting

metrics to ensure legislative compliance.

• Manage occupational safety and health systems for the organisation including implementing, promoting and monitoring of safe work practices in line with the Shire’s Occupational Safety and Health Policies.

• Oversee the timely management and resolution of Workers Compensation Claims.

• Assisting staff with respect to incidents and Workcover and (work based) insurance matters.

• Maintain knowledge of current and future trends in human resources and industrial relations

issues and legislative changes.

• Undertake annual EEO reporting and review EEO Management Plan as required.

Managers and Supervisors are responsible for:

• Take effective action to ensure all supervisors and employees are consulted and safety

matters are dealt with in a cooperation fashion.

• Ensure that adequate OSH planning and resources are allocated to projects.

• Ensure that all work is carried out in accordance with all relevant Acts and Regulations.

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• Provide instruction, training and supervision for their staff to enable safe performance in

carrying out their duties.

• Provide follow-up action to maintain OSH Plans strategies and procedures within the HR

Department.

• Undertake initial management of workers compensation claims, investigations and

conducting workplace inspections with the elected Safety and Health Representative for the

HR area.

Organisational Relationship/Context

Reports to: Chief Executive Officer

Supervises: Human Resources Officer x 2

OSH Consultant

Internal Contacts: CEO and Directors

Management Coordination Group and Supervisors

Committees and Working Group Members

All employees

External Contacts: Western Australian Local Government Association

Local Government Managers Association

Unions and other Representative Bodies/Agencies

Local Government Insurances Services

Other Councils

Contractors and Suppliers

Councillors

Performance Review: Probation period - first three months of employment

Review to be conducted annually by CEO

Accountability

• Accountable and responsible to the CEO for the effective performance of all HRM policies,

procedures, initiatives and projects.

• Operate independently within the framework of broad Council policies, operational and

strategic priorities and the annual budget.

• Purchase goods and services within expenditure approval up to the authorised delegation.

• Approve leave and overtime for staff in the HR department.

• Dealing promptly and directly with customer complaints or issues.

• Engagement of contracted service providers.

Judgment and Decision Making

The incumbent is required to exercise judgment in evaluating and deciding on appropriate methods,

procedures and practices for undertaking their duties and in reviewing and recommending

improvements to these.

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The incumbent is required to make decisions about organisational cultural change and development.

Specialist Skills and Knowledge

• Extensive knowledge of HRM principles and practices including Industrial Relations and

Occupational Safety and Health.

• Comprehensive understanding and practical application of, Equal Employment Opportunity

and other legislative requirements.

• Extensive knowledge of performance management, grievance and other related processes

and procedures.

• Demonstrated experience in the interpretation and application of Enterprise Agreements, Fair

Work Australia Act and other related legislation.

Management Skills

• The capacity to lead a team of professional staff engaged in the provision of human resource

management services.

• Demonstrated capacity to manage program budgets and meet the financial accountability

requirements of funding bodies.

• Well delivered computer skills.

• Experience in developing and measuring key performance indicators for quality service

provision and monitoring and evaluating service provision.

• The ability to develop and sustain a team environment where there is a commitment to

ongoing learning and sharing responsibility.

• The ability to plan and organise work on both an individual and team basis within a set time frame and in an environment of change and conflicting demands.

Interpersonal Skills

• Demonstrated leadership and change management skills and abilities.

• The capacity to gain cooperation and assistance from a range of people including other staff,

community, statutory and government representatives.

• Highly developed written and spoken communication skills.

• Sound understanding of the principles of emotional intelligence and the application thereof.

• Effective people management skills.

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Key Selection Criteria

Essential skills, knowledge & Experience

• At least five years experience as Manager Human Resources or related function is essential.

• Advanced and demonstrated knowledge of Human Resource Management practices.

• Demonstrated experience and knowledge of industrial relations.

• Proven experience in conflict resolution.

• Demonstrated ability and success in developing and managing strategies to achieve best

practice and positive cultural change.

• Current and extensive knowledge of Industrial Awards & Agreements and the application

thereof.

• Demonstrated experience in developing and implementing organisational development

strategies.

• Previous supervisory experience and demonstrated application of sound supervisory

practices and team building skills.

• Proven financial planning & budget management experience.

Essential Qualifications and/or Training

• A relevant Degree or Diploma in HR or other related field is required.

• Cert IV in Training highly desirable (not essential).

• Current unrestricted national ‘C’ class driver’s license.

Manager People & Culture PRA 17/45 - Shire of Broome€¦ · Page 2 of 13 Manager People & Culture Manager People & Culture PRA 17/45 Full time Fixed Term Contract – up to 5 years

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