POSITION DESCRIPTION

As one of the fastest growing council areas in South Australia, the City of Playford is focused on building sustainable foundations and places the community at the heart of everything we do. The work that we do and the decisions that we make are in the best interests of the whole and contribute to a sustainable organisational future. Modelling open decision making, we provide a supportive and collaborative environment where employees feel engaged and connected to the work of the organisation, to each other, and the community.

POSITION IDENTIFICATION

1.1 Title Human Resources Partner 1.2 Level of Work Service 1.3 Reports To Senior Manager - Organisational

Development 1.4 Manager Once Removed General Manager - Strategy & Corporate 1.5 Team Organisational Development 1.6 Business Unit Strategy and Corporate 1.7 Accountable For Frontline Workforce 1.8 Salary Band and Level GO6

POSITION OBJECTIVE The Human Resources Partner (HRP) works closely with Senior Managers, Managers, and employees of their designated business unit(s) to foster the development of a workplace environment where all employees feel engaged and connected to the work of the organisation, to each other and to the Community. This will be achieved through effective partnering to support and implement human resource and organisational priorities addressing identified gaps.

CITY OF PLAYFORD FOUNDATION PRINCIPLES City of Playford’s Foundation Principles are two clear boundaries that everyone in our organisation works within. Our two principles – FULL DISCLOSURE and DO NO HARM – are non-negotiable and help create an environment where we can make the most of our skills and experience and genuinely contribute to the community we work in. Full Disclosure means no surprises. Share the right information, with the right people, at the right time, so we can all do our jobs well. Talk about the risks, as well as all of the opportunities. It’s not about sharing everything with everyone, but using your judgement to ensure all stakeholders have the information they need, when they need it. Do No Harm. Do no physical or psychological harm. This means to other people, but also extends to our assets, environment and our community. Be honest, respectful and ethical. POSITION ACCOUNTABILITIES Working within a system of established Human Resources and Organisational Development Policies and Procedures: • The HRP will advise and guide City of Playford Managers to achieve a stable core workforce

through: o Analysing (and compiling where necessary) workforce metrics (turnover, age, skills

gaps etc.) to identify emerging challenges and identifying potential solutions to the challenges in accordance with establish policy and procedure

o Advising Managers in regards to developing workforce plans, o Advising Managers in recruitment and selection, o Advising Managers with planning/monitoring the induction and orientation of their

staff o Conducting exit interviews

• The HRP will advise and guide Managers in developing and sustaining a workforce culture that is responsive to changing organisational needs by:

o Supporting and advising Managers in the development of initiatives to address the outcomes of employee engagement pulse survey and / or internal services survey

o Guiding and facilitating change management processes in accordance with documented policy and procedure,

o Coaching Managers in performance improvement and investigation of disciplinary matters.

o Working together with the Learning and Development Partner to ensure the effective delivering of training, programmes/workshops

• The HRP will in ensure that terms and conditions of employment applied are compliant with legislation and policies and procedures by:

o Providing advice to Managers on the interpretation of awards, enterprise agreements, policies and procedures

o Advising, supporting and coaching Managers thorough objective performance/disciplinary investigations.

o Providing prompt responses to employee queries and enabling employees to resolve their concerns constructively

o Monitoring critical compliance issues including police clearances, right to work (visa checks), probation reviews, mandatory training, and performance reviews.

• Workplace policies, procedures and systems for risk identification, risk assessment, risk control, Injury management and workplace health and safety meet or exceed expected standards.

• Contribute to OD-related projects and the continuous review and update of workplace policies, procedures and systems relating to the employee life cycle as required

• All policies and procedures adopted by the City of Playford including the Code of Conduct for Employees are complied with by self and team to expected standards.

QUALIFICATIONS/KNOWLEDGE/EXPERIENCE Qualifications: • Relevant tertiary qualifications in Human Resources, Organisational Psychology,

Organisational Development or a related discipline would be highly regarded. Knowledge, Skills & Experience (Essential) • 3-5 years (minimum) HR Generalist experience providing advice in the functions of

recruitment, learning and development, IR/ER, performance management (improvement, disciplinary, and development), change management

• Proven integrity, the ability to maintain confidentiality when working with sensitive issues and experience in participating in case management.

• Highly developed verbal and written communication and interpersonal skills including negotiation and influencing and the capacity to establish and maintain effective relationships with peers and stakeholders deal professionally with the public and external agencies and work effectively in a team environment.

• Proven problem solving capability. • Excellent computing skills and record management practices. Knowledge, Skills & Experience (Desirable) • Knowledge and Experience in enterprise negotiations and the processes associated with

Enterprise Bargaining Agreements • Experience and knowledge of current IR trends and; the interpretation and application of

legislation. • Experience with talent management, organisational design, HR online systems

development/implementation. • Experience working within a unionised work environment. POSITION REQUIRMENTS

Legislative Requirements: • Prescribed Position – Yes ☐ No ☒

*Please refer to the Children & Vulnerable Persons Policy, the Children and Young People (Safety) Act 2019 (SA) and/or the Child Safety (Prohibited Persons) Act 2016 (SA) for the definition of a prescribed position.

• National Criminal History Clearance GENERAL This position description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the role.