Manager People and Culture

2 weeks ago

Sydney, Australia Australian Reinsurance Pool Corporation Full time

**ARPC Position Description**

**Function**:Human Resources and CEO
Office

**Classification broadband**:EL1

**Location**:Sydney **Security clearance**:Baseline

**Role Reports to **(role title)**:Head of People and CEO Office

**Direct Reports **(role titles)**:Nil

**Purpose of the role **(Why the role exists; how the role contributes to the ARPC’s strategic objectives)

The purpose of this role is to:

- Manage a range of people and culture programs of work, and
- Partner with defined ARPC teams to provide generalist HR support and guidance.

**Key Accountabilities** (Key activities, tasks and outcomes to be achieved)***

Role model ARPC’s Values and Code of Conduct and capabilities set out in the ARPC’s Capability Framework.

**Employee Relations**
- Provide direct support to assigned ARPC teams, as their HR business partner

and guidance in relation to complaints, grievances, matters of compliance and other matters
pertaining to the quality of relationships between ARPC and its employees
- Provide guidance on legal obligations and be the conduit for sourcing external legal advice for the HR

team where required
- Provide SME which supports the resolution of workplace conflict and effective liaison between

parties
- Support the Head of People and CEO to ensure renewal ARPC’s Enterprise Agreement, including:

- Understanding and following the relevant processes set out by the Australian Public Service
Commission
- Consulting with ARPC employees in a manner which is aligned with ARPC’s values and

culture, and which meets the requirements of the Fair Work Commission (FWC)
- Progressing a proposed agreement through the necessary steps as set out by the FWC
- Implementing the agreement into the organisation, including actioning any provisions

**Organisational Culture**
- Contribute positively toward the creation of a positive organisational culture which meets the

business needs of the agency, and reflects the agency’s values
- Manage and execute ARPC’s Employee Engagement program of work, including:

- Preparation of engagement survey’s (annual and interim, as required)
- Presentation of survey results to the Senior Executive Team
- Sharing of results with the broader ARPC team
- Facilitating Engagement Action Planning sessions with all employees
- Collaborating with the HR Team and the Senior Executive Team to agree an agency wide
engagement action plan which serves to support a continual enhancement of engagement,
commitment and satisfaction sentiment
- Maintain a focus on employee engagement and support ongoing engagement activities
across the agency

***

**Remuneration Management**:

- Manage ARPC’s Remuneration Management program of work, including:

- Maintain ARPC remuneration in accordance with approved remuneration changes, including
provisions in the Enterprise Agreement and Senior Executive Engagement Agreements
- Maintain Job Evaluation outcomes for EL2 and Senior Executive roles (which is outsourced)
- Complete the annual remuneration review, including remuneration benchmarking against

both APS and General Insurance Sector remuneration survey data
- Prepare reports as required

**HR Policy and Procedures**
- Manage the planning work for the reviewing and updating of ARPC’s document policy’s procedures

and processes,
- Understand policy review due dates, and plan for the HR team to complete the review and update

work (assigning review work to the team as appropriate),
- Ensure documents:

- reflect updated legislation and any relevant government requirements,
- are reviewed and updated on time, and
- are communicated with employees.
**HR Business Partner Services**
- Provide advice and guidance to ARPC team members in relation to ARPC’s HR policies, procedures

and processes
- Be the point of contact for assigned ARPC senior executives and their teams, and provide generalist

HR advice and guidance
- Support leaders to effectively manage employee matters such as complaints, grievances,

performance improvement etc.
**Other**
- Actively contribute to planning and continuous improvement, and actively share knowledge and

feedback as a member of the team
- Lead and participate in ARPC Corporate projects as and when opportunities arise

**Working Relationships **(Key stakeholders, clients, customers, suppliers, providers, consultants, etc.)***

**Internal Relationships**
- Build and maintain strong relationships with the ARPC team

**External Relationships**
- Build and maintain strong relationships with vendors and partners

**Regulatory Responsibilities**

**Public Interest Disclosure Act 2013 (PID Act)**
- ARPC Managers may receive disclosures from staff they supervise or manage, and are responsible for

providing to an ARPC Authorised Officer (CEO, CFO, COO) as soon as practicable, any information provided
- to them that concerns disclosable conduct (within the definition of PID Act S.60A).- ARPC Managers must assist the ARPC CEO (or delegate) and/ or the Commonw

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