Human Resources Manager

About us
The Aboriginal and Torres Strait Islander Legal
Service (Qld) Limited (ATSILS) is a not-for-profit, community-based
organisation that delivers innovative, professional criminal, civil and family
law services and early intervention projects to Aboriginal and Torres Strait
Islander clients throughout Queensland.
Established in 1972, ATSILS has grown to 25 offices
with approximately 280 staff strategically located across Queensland. We also operate specialist Through Care,
Community Legal Education, Law Reform and Coronial Enquiries programmes to
supplement our primary legal services across many of our regions.
Our Vision is
to lead in the delivery of innovative and professional legal services.
Our Mission
is to deliver quality legal assistance services, community legal education, and
early intervention and prevention initiatives which uphold and advance the
legal and human rights of Aboriginal and Torres Strait Islander people. Purpose
of the role
- management,
development, implementation, and evaluation of human resource policies and
practices;
- development and
implementation of State-wide Workforce Development Strategy, and
- co-ordination of
human resources Risk Management and Workplace Health and Safety (WHS) systems.
This
role allows a qualified and organised professional to provide enthusiastic and
diligent service with specialist human resources and administrative support
staff, working closely with our Executive staff. Opportunity
You will have excellent opportunity to influence the
Executive staff and lead a team of Human Resources staff specialists to promote
a confidential, diverse, professionally rewarding workplace that values equity
and justice. Organisational development sees your talent in predictive analysis
and proactive strategic drive rewarded with diverse work-culture projects
Statewide.
Corporate services based in Brisbane provide
administrative, public relations and legal services; with a supportive
operational team to include Payroll, Safety and HR Co-ordination, Leadership
Coaching, Learning & Development Co-ordination, and Rehabilitation services,
to ensure support for a values-driven State-wide contemporary practice in a
social justice setting.
Our Regional Offices provide an interesting opportunity
for occasional travel.

B. REPORTING STRUCTURE

The HR Manager takes direction from and reports to the
Chief Executive Officer (CEO), the Principal Legal Officer (PLO) and the Chief
Financial Officer (CFO), and high-level consultation with the Director of
Sector Engagement and Communication occurs on specific workplace projects
agreed by the CEO. Four mid-level
positions report to this role to increase the specialist services provided
State-wide to our workforce.

C. SELECTION
CRITERIA

ESSENTIAL CRITERIA (7)
1.

**Values**: alignment to the values and vision of ATSILS and an
appreciation of, and sensitivity to the challenges our clients have faced, and
continue to face, in their fight for and their right to justice and equity.

**2. Qualifications and expertise**: Tertiary qualifications (ideally post-graduate
qualifications atop a Human Resources Bachelor, Social Science/Business
Administration with HR, or industrial relations/psychology or equivalent), plus
a minimum of five (5) years’ practical managerial experience in a diverse
workplace.

**3. Core requirements**: High level of knowledge of contemporary workforce management and
related elements such as legislation, delegations, with competence in inclusion
and equity initiatives, workplace health, safety and rehabilitation, and a
proven ability to implement state-wide innovation in such areas; proven broad
HR background in organisational development and implementation is valued.

**4. Communications**: Sound interpersonal and technological communication skills including a
demonstrated ability to empathetically convey precise information or advice to
senior, managerial, current staff and prospective staff individually and in
groups. Present written information and
technology including learning management systems, integrated HR information
systems, and reports.
5. Confidence in and knowledge of legislation and HR

**procedure**: An in-depth working
knowledge of key legislation, procedures and regulations in a range of
Commonwealth legislation such as the Fair Work Act ( (2009), Work
Health & Safety Act (2011), Corporations Act (2001), Privacy
(1984), the Australian Human Rights Commission Act (1986), Paid
Parental Leave Act (2010); with additional focus on relevant Queensland
legislation such as the Workers’ Compensation and Rehabilitation Act (2003),
Invasion of Privacy Act (1971), Anti-Discrimination
Act 1991 (Qld) and Human Rights
Act (2019). Expertise in research, revision
and roll-out of approved work-culture policy is essential.

**6. Access, teamwork, security, and communication**: preparedness to work after hours if necessary; ability
to provide senior level training and support services across the State; sound