Manager Human Resources

**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:

- Provide professional Human Resources services to the business, and
- Manage the delivery of a range of HR programs of work.

**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.
- Provide advice and guidance on employee relations matters in relation to complaints, grievances,

matters of compliance and other matters pertaining to the quality of relationships between ARPC and
its employees (including the renewal of the ARPC Enterprise Agreement, as required).
- Contribute positively toward the creation of a positive organisational culture which meets the

business needs of the agency, and reflects the agency’s values, including ARPC’s DEI program of work.
- Manage ARPC’s Employee Engagement program of work, including employee engagement surveys

and action planning.***
- Review and update ARPC’s Human Resources procedures and processes to ensure alignment with the

ARPC People Policy, current legislative and regulatory obligations and contemporary good practice.
- Complete work required to support ARPC’s remuneration management program of work.
- Maintain an appropriate work, health and safety environment which aligns with requirements set out
- by Comcare and SafeWork NSW.- Provide HR Business Partner advice and guidance to designated ARPC Executives and their teams,

including providing support toward the implementation of performance, engagement and culture
strategies and plans.
- Analyse HR data and metrics to identify trends and contribute to the development of solutions and

policies.
**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 Commonwealth Ombudsman in the

conduct of a PID investigation.- ARPC staff must assist the ARPC CEO (or delegate) and/ or the Commonwealth Ombudsman in the

conduct of a PID investigation.**Privacy Act 1988**
- ARPC staff must adhere to the Australian Privacy Principles and the ARPC Privacy Policy and report any

privacy breaches by any employee or contractor to the Privacy Officer (CFO) and/ or Privacy Champion
(COO) as soon as they become aware of them.
**Freedom of Information Act 1982 (FOI Act)**
- ARPC staff are responsible for notifying and supporting the Information Public Scheme (IPS) Team to

ensure published website Information is accurate, up-to-date and complete.- ARPC ‘owners’ of website content are required to review content on their page(s) at least annually.

**Security**
- Responsible for monitoring their staff (including contractors), resources and functions to ensure

security controls are maintained and operate effectively.- Responsible to ensure that staff (including contractors) are aware of and practice the appropriate

security procedures for protecting individuals, official information and other valuable resources.**Person specification**

**Qualifications and experience**

**Qualifications **(indicate whether mandatory or desired)
- Completed or working toward tertiary qualification in Human Resources or related field (or

equivalent experience) OR AHRI Certified Practitioner of Human Resources (CPHR) _Mandatory_

**Experience **(minimum type and level of experience required to perform the role)- Considerable experience in HR focused Manager or Business Partner role gained in a knowledge
- based organisation and within a highly regulated environment _Mandatory_
- Knowledge of insurance, reinsurance banking or financial service_ Desired_

**Technical Capabilities **(skills, knowledge, technical or specialist capabilities)
- Expertise in talent employee relations coupled with energy and passion for