People and Culture Manager

Australian Ethical is Australia’s original and fastest-growing super fund and ethical investment manager. We are ASX-listed with over $8 billion in funds under management and offer a selection of award-winning managed funds and superannuation products.

Our purpose is to invest for a better world, and we have been pioneers in this space for over 30 years. For us, investing has two aims - generating solid financial returns and a positive impact for people, planet, and animals. At Australian Ethical, we prove that money can be a force for good. We do this by staying true to our purpose, which is embedded throughout our organisation and drives our everyday activities as a business, investor, brand, employer, and corporate citizen. We’re a registered B Corp and fully committed to an inclusive, equitable and forward-thinking workplace culture.

**Position Objectives**
The People & Culture Manager plays an important role in developing and implementing inclusive talent practices and sustainable people solutions to enable the business to better execute on its strategy, working in partnership with the Chief People & Culture Officer and broader P&C team. The People & Culture Manager has a deep understanding of the AE business and talent across the organisation to inform AE People Plan (HR Strategy) priorities and initiatives.

**Key Responsibilities**:
**Talent Management & Capability Development**
- Co-develop strategic people and talent practices and frameworks to attract, retain, and grow our people to ensure AE has the best talent, including:

- Talent management and development
- Leadership and management capability
- Learning and development solutions

**Performance Management**
- Optimise the performance of our people by embedding AE’s performance management framework as the foundation of our high-performance culture.
- Execute the annual performance management cycle including system set up (CultureAmp), setting the communication strategy, delivering employee and manager training, and producing reports.

**Diversity, Equity & Inclusion (DE&I)**
- Co-develop AE’s multiyear DE&I strategy to drive meaningful and sustainable change across the organisation, and to deliver to the overall performance of AE.
- Build out initiatives for each DE&I focus area together with a short-, medium-, and long-term implementation plan.
- Actively contribute as a key member of the Reconciliation Action Plan (RAP) working group, including developing and implementing actions that fall within People & Culture’s remit e.g., cultural awareness training.
- Lead the annual Workplace Gender Equality Agency (WGEA) reporting and identify and implement opportunities to promote and improve gender equality at AE.
- Build a culture of inclusion by embedding DE&I strategies into HR practices so that what we say we stand for and value is what we consistently deliver.

**Culture and Employee Experience**
- Design and lead AE’s engagement/listening strategy involving biannual employee engagement survey and ad hoc pulse surveys; this includes system set up (CultureAmp), analysing results data to determine company-wide priority areas, prepare and present findings and trends to management.
- Develop and implement financial, physical, emotional, and social wellbeing initiatives as part of AE’s Wellbeing program.
- Chair the AE Culture Committee to assist and advise management in ways to continue to cultivate and reinforce a workplace culture that helps attract, motivate and retain talent.
- Continuously evaluate culture and employee experience shifts ensuring its impact on business performance.
- Develop internal communications aligned to the principles of ‘content, connectivity and conversation’ as a means to evolving our culture and enhancing the employee experience.

**Other**
- Keep abreast of market and HR industry trends, and employment legislation changes, and provide insights to ensure AE remains competitive and compliant in the market.
- Contribute to and support other People & Culture projects as part of a high performing team.
- Support projects related to the selection and implementation of new HR Technology.
- Develop and maintain strong working relationships with leaders and employees.
- Leverage data to provide insightful analytics and trends and recommend actions to senior leadership to guide business critical and talent decisions and measures of success.

**Key competencies**
- A sound understanding of the many disciplines within HR, including diversity equity and inclusion, performance management, talent management and development, employee relations, work health & safety.
- The ability to develop and execute solutions to business challenges.
- Forward thinking, proactive and pre-emptive, demonstrable initiative and strong problem-solving skills.
- Strong verbal and written communication skills and a natural ability to engage at all levels.
- Ability to distil information into high quality, accurate reports / presenta