People and Culture Business Partner

The primary focus of the People and Culture Business Partner is to provide strategic and operational Human Resources Management and Industrial and Employment Relations advice to managers and employees within the organisation.

The position formulates partnerships with business units, providing appropriate people management assistance to support the engagement and growth of Access4. The role is required to oversee the full recruitment lifecycle from identification of the recruitment needs through to the onboarding of new Access4 employees.

The performance of the People and Culture Business Partner is crucial to the achievement of the People and Culture Strategy and to allow Access4 to become an employer of choice.

The People and Culture Business Partner will champion the principles of fairness, transparency, productivity and innovation in workforce development.** Values**

**fic Accountabilities**:
Business Partnering
- Provide proactive professional, business-focused people and culture services to management and employees throughout the organisation.
- Provide a range of fit for purpose solutions to enable improvements or new initiatives which lead to efficiencies, enhanced capability, productivity, retention of talent and employee engagement.
- Collaborate with business leaders to design organisational structures, job roles, and talent management processes to drive Access4 strategy.
- Analyse trends and metrics to recommend the development of solutions, programs and policies.
- Constructively challenge decisions and offer alternatives.

Talent Acquisition and Onboarding
- Provide specialist advice on current and future recruitment needs including the development of position descriptions and salary benchmarking.
- Partner with the senior stakeholders in the recruitment and interviewing process and conduct referee and other compliance checks in line with company policies.
- Represent the company at recruiting events (i.e., university employment expo’s), providing company/job information and interviewing applicants.
- Track hiring metrics including but not limited to time-to-hire, time-to-fill and

source of hire to ensure the organisation can track acquisition and retention

performance.
- Take ownership of the onboarding program including related cultural activities in accordance with company calendar.
- Oversee the data integrity of Bamboo HR and ensure all employee files are maintained in accordance with company processes
- Coordinate exit procedures as required

Workforce Planning
- Contribute to the design, development and implementation of strategic workforce plans (focusing on capacity, capability, culture and change leadership) that are aligned with business goals and outcomes.
- Prepare and present monthly workforce reports as required and analyse the data to develop action plans with leaders to address key issues arising from these reports.
- Assist with the coordination of internal and external satisfaction surveys, and work as part of the team to develop and implement improvement strategies.
- Create and oversee the effective execution of an Access4 Graduate Program.
- Assist in the development of succession plans and career pathways across the organisation.

Industrial and

Employee Relations
- Maintain an in-depth knowledge of the Fair Work Act and any other relevant employment legislation to be able to advise Managers effectively and confidently on industrial relations matters.
- Ensure contracts and all policies/HR processes are legally compliant.
- Advise and support leaders in the development and implementation of performance management, performance improvement and disciplinary matters.
- Facilitate the resolution of grievances, complaints or disputes and conduct procedurally appropriate investigations where required.
- Contribute to policy development and implementation in relation to industrial and employee relations matters.

Learning and Development
- Manage the learning and development calendar, attendance and related activities - facilitating management and employee training as required.
- Identify training needs for business units and individual executive coaching needs and follow up as required.
- Evaluation and monitoring of training programs to ensure success. Following up to ensure training objectives are met.
- Ensure any goals or professional development needs identified are tracked and budgeted for in conjunction with the senior stakeholder in the area.

Organisational Development and Change Management
- Understand the organisational culture, vision, values, strategies and
- Lead the development and implementation of a performance development and review process that is values led, outcomes oriented and which supports career development for Access4 employees.
- Advise and support leaders in identifying training and development needs for their teams.
- Assist in evaluating and monitoring the success development programs.

Remuneration and Benefits
- Maintain database of remu