Manager Training and Development Position Description

**ARPC Position Description**

**Function**:People and Culture **Classification broadband**:EL1

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

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

**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 support ARPC to build capacity to improve individual and organisational
performance through the delivery of ARPC’s Training and Development program 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.

employees.

**Training and Development**:

- Maintain currency of knowledge on training and development provisions from appropriate benchmark
- sources, including the APSC, insurance sector and other relevant industries.
- Provide advice, guidance and input into strategic training and development plans.
- Provide advice and hands on management in the design and delivery of programs and practices that

build a high-performing, future ready and values-led team:

- Maintain ARPC’s succession plan
- Complete regular talent reviews (performance Vs potential)
- Manage the discovery, research and analysis, design and delivery, and evaluation of training and

development needs across the ARPC team under the direction of the Head of People and Culture
- Conduct needs assessments (desk top analysis and facilitation of workshops with ARPC leaders) to

determine training and development needs for ARPC team members
- Define, promote and support the development of critical capabilities across ARPC
- Identify and incorporate contemporary good practice and lessons learned into program plans
- Build and maintain positive relationships with a range of suitable external training and

development partner organisations
- Review evaluations of training courses, objectives and accomplishments
- Establish processes for assessing the effectiveness of training in terms of employee

accomplishments and performance (return on investment)
- Support the broader People and Culture team with scheduling of staff training sessions (including
- induction)
- Review and propose updates to ARPC’s People and Culture procedures and processes as relevant to

training and development, to ensure alignment with the ARPC People and WHS Policies, current
legislative, regulatory obligations and contemporary good practice.
- Complete actions in relation to the Employee Engagement Action Plan as applicable to training and

development practices.
- Support the broader People and Culture programs of work as applicable to training and development

practices.
- Ensure content relevant to training and development provisions available internally to all ARPC team

members is appropriately maintained for accuracy.

**Cyclical Performance and Development Process**:

- Manage the annual performance and development process, including objective setting as well as mid
- year and year-end reviews
- Derive insights into training and development needs through the performance and development
- process
- Integrate learnings regarding training and development needs into forward looking training and
- development plans
- Support performance improvement activities as required.

**Other**:

- Ensure that Policy, Procedures, and Processes are reviewed as required, including associated risks and
- controls.
- 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

**Work Health and Safety**
Health and Safety and have active roles in the ongoing management of Work Health and Safety to ensure
compliance with WHS legislation as enforced by Comcare and SafeWork NSW. The Manager Training and
Development role is responsible for:

- ensuring ARPC employees (workers as defined in the WHS Act 2011) have the knowledge and

information they need to fulfill their WHS obligations as workers of ARPC.

**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