People And Culture Business Partner

SCOPE & PURPOSE: 

The overall purpose of this position is to lead and support (CCG) People & Culture objectives to contribute to the achievement of the organisation’s purpose and deliver on strategic outcomes. Reporting to the CEO and working closely with CCG Executive Team, the People & Culture Business Partner is required to effectively build the People and Culture capability of the organisation; lead and manage an effective human resources function to support management of the employee lifecycle; and contribute to broader organisational and strategic management as part of the CCG Leadership Team. The position also has a key role as ambassador for organisational culture and values, ensuring they are visible, embedded and upheld. 

DUTIES & RESPONSIBILITIES: 

The key responsibilities of this position are

STRATEGY & LEADERSHIP 

• Develop and execute Civil & Civic’s People and Culture strategy 
• Contribute to the development and achievement of Civil & Civic’s medium and long-term strategy, ensuring effective inclusion of key People and Culture considerations 
• Read and understand the broader business environment and provide expert and informed analysis and strategic advice to ongoing operations and expected decisions
• High level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of action as required. 

ORGANISATIONAL DEVELOPMENT & CULTURE 

• Contribute to the development of a robust culture through role modelling Civil & Civic values and the behaviours which drive this culture
• Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit interviews), to maximise the engagement of all employees and build organisational commitment to the desired culture 
• Work in partnership with Civil & Civic’s Marketing and Communications team on effective internal communications in support of organisational development 
• Scope, develop and lead implementation of Civil & Civic’s Diversity & Inclusion Strategy 

TALENT MANAGEMENT 

• Develop a focused job design aligned to a structured Workforce Plan and Framework
• Ensure a clear Employee Value Proposition in support of candidate attraction
• Ensure best practice, innovative methods and processes relating to the recruitment, selection and onboarding 
• Development of formal induction process and procedures 
• Develop workforce and succession planning processes. 

PEOPLE DEVELOPMENT 

• Ensure integrity of Civil & Civic s Job Framework and Job Pathways across all Job Families 
• Build a culture of performance across the organisation with oversight and continued development of the Performance Review & Development framework 
• In conjunction with the Executive Team, ensure all Learning and Development is strategically linked to organisational needs and aligned to performance reviews and business planning processes 
• Develop and update a Civil & Civic Learning Program each year after the Performance Review process 
• Create a leadership development framework to maximise leadership capability and embed a coaching culture in support of delivering on strategy outcomes. 

REMUNERATION & BENEFITS 

• Ensure the integrity of Civil & Civic’s Remuneration Policy 
• Oversee market research across all Job functions 
• Ensure market driven benchmarking and transparent annual review processes 
• Review and strengthen Civil & Civic’s Financial and non-financial Benefits offerings 
• Ensure effective delivery and take up of the Employee Assistance Program. 

RISK & COMPLIANCE 

• Ensure alignment and adherence with organisational quality assurance, governance policies, processes and standards and external legal and regulatory requirements 
• Informed analysis of key people risks advising appropriate mitigation strategies in accordance with the overall risk management system 
• Ensure enabling, fit for purpose HR policies and procedures are developed and embedded in day-to-day practice 
• Ensure continued modern and compliant employment contract suite 
• By supporting the Group Leaders, ensure employee issues are dealt with in a prompt time frame so Civil & Civic is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required. 

HR MANAGEMENT 

• Responsible for the effective operations of all normal People & Culture activities to support management of the employee lifecycle including: 
• Maintain employment records to meet compliance obligations 
• On-boarding/ off-boarding/ cross-boarding 
• Internal and external organisational reporting (i.e. Monthly, quarterly and annual reporting to Business Plan KPIs, Executive Team Reporting, Board Reporting etc) 
• Assist the Executive Team with planning, budgets and reporting, including evaluating People & Culture results and trends. 
• Other responsibilities as may be required. 

AUTHORITY: 

• Daily operational reporting and appointment of various contractors. 
• Authorise expenditure incorporated in the approved budget (requires approval of the GM for any value that exceeds the budgeted amount and/or the budgeted time frame). 
• Required to assist the GM for: 
• Recruitment and selection of staff suitable to maintain company culture. 
• Appointment of staff and contractors to fulfill company needs. 

COMMUNICATION: 

Internal 

• Foster and maintain trusted and professional relationships with the Executive Team 
• As a member of the Group Management Team, develop strong partnerships with all members 
• Collaborative working relationship with all Teams 
• Foster and maintain effective relationships with People Managers 
• Member of WHS Committee 
• All Civil & Civic staff, Directors, and shareholders 

External 

• Foster and maintain productive relationships with government bodies and other related stakeholders including customers, suppliers, and service providers 
• Liaise and develop relationships with vendors in the areas of employment law, learning and development area and organisational culture 
• Professional relationships with prospective candidates