People, Culture Manager

**People and Culture Manager**

**Purpose**: The role is responsible for building strong relationships by providing high quality HR guidance and support to management and employees that enables continuous improvement in operational performance as well as the achievement of desired cultural change.

**Responsible to**: General Manager

**Positions under **N/A

**LINC’s Vision**:A harmonious community where the people and the land flourish.

**Statement**: All duties are to be carried out in accordance with LINC’s mission statement, values and vision statement, the requirements of the funding body, program standards and guidelines, LINC policies and procedures and constitution, relevant legislation, relevant industrial awards and local government requirements.

**Purpose of the Position**:
The role works closely with the General Manager and Business Manager’s to support strategic objectives, through strong HR policy and procedures.

**Duties**
**1. Recruitment and selection**
- Manage the end-to-end recruitment and selection process for all vacancies at LINC
- Liaising with Manager’s regarding changes within teams, resignations, temporary assignments and review structures and roles as required.
- Prepare and formalise employment contracts and contract variations as per relevant legislation
- On-boarding and resignation documentation
- Coordinate panel members appropriate for the level of the position
- Provide flexible and responsive advice and support to managers and employee’s on a broad range of HR, IR and performance management.

**2. Performance Management**
- Coordinate the annual performance review process, including the review of position descriptions with the General Manager
- Assist with training and development programs for staff to equip them with the required skills and strategies to deal effectively with workplace issues
- Coordinate training and development for all employees in conjunction with the employees and their supervisor
- Coordinate performance and grievance meetings as required with the General Manager

**3. Industrial Relations**
- Implement changes resulting from any alterations to industrial relations legislation (Awards),
- State Government reform, revised job grading or classification and technology changes
- Liaise with unions on matters relating to staff policy and structure as required
- Provide industrial and employee relations advice to both management and employees as required
- Manage and resolve complex employee relations matters, conducting effective thorough and objective investigations.
- Keep up-to-date with FairWork, National Employment Standards, interpret Award changes and implications for the organisation.
- Maintain affiliation of appropriate industry specific e-news and employment law authorities

**4. Policy, procedure and compliance**
- Review, update and as required draft human resources policies and procedures to ensure they comply with Award and statutory requirements.
- Understanding of EEO principles.
- Exercise judgement and initiative where procedures are not clearly defined.
- Assist with reviewing policies and procedures annually.

**5. Training and Development**
- Develop, monitor and review LINC training plan
- Undertake human resources training projects within budgets and deadlines as assigned
- Provide advice on relevant legislation to ensure compliance with employer and employee responsibilities in the workplace
- Maintain active participation in appropriate industry networks, such as AHRI Central West

**6. Human resources administration**
- Preparation of Employment Agreements and other HR documents with high level accuracy
- Ensure compliance for all staff is completed and reviewed regularly (WWCC, Police, NDISWC,
- First Aid, Registration, and Insurances)
- Annual review of staff files to provide reporting and analysis on human resources KPIs as per
- LINC’s organisational strategic plan
- Prepare monthly Board report with accurate and timely information
- Provide accurate advice to all staff on HR matters with reference to the Award, policies, procedures, terms of employment, induction, salary, EAP, disciplinary matters.
- Liaison with Supervisors to assist with follow-up documentation required in timely manner

**7. Finance**
- Provide high level advice on the interpretation of terms, classification levels and salary with
- Awards and Fair Work entitlements.
- Maintain HR and payroll systems to ensure all information is up to date and accurate whilst working with payroll deadlines.
- Ensure accurate remuneration is paid, and investigate structures to support budget
- Restructure and refilling positions are monitored for budget and improved effiences, within the organisation.
- Monitor employment contracts for ending dates, temporary assignments
- Incremental increases are monitored and actioned in timely manner
- Assist with preparation of or prepare organisation budget in liaison with management.

8. **Health, Safety and Worker