Position overview

The People and Culture Business Partner will lead the identification, development, implementation, promotion and evaluation of people and culture initiatives across the organisation. The People and Culture Business Partner is a key contributor to the formulation of strategies across the full spectrum of people and culture services across ACER and its business units.

The People and Culture Business Partner will take a lead role in one or more of the following areas and will work closely with the Manager, People and Culture Business Partnering  and the other People and Culture Business Partners:

• Talent Management
• Organisational Development
• Career and Professional Development
• Employee Relations

Position context

The People and Culture function reports directly into the CEO and provides business partnering services, support and assistance across the entire employee lifecycle within ACER.  This includes:  recruitment and selection; employee relations; learning and development; health, safety and wellbeing; culture and change; performance management; equity and diversity; and workforce planning.

Each People and Culture Business Partner provides dedicated support to their allocated business areas, as well as takes the lead and/or supports organisational wide P&C initiatives, projects and/or strategies.

Job responsibilities

• Contribute to the development of a workplace culture that is predicated upon the principles of ongoing learning, growth and innovation;
• Identify and instigate initiatives which contribute to the promotion and continued growth of ACER’s corporate brand, culture and organisational wellbeing;
• Provide exceptional people and culture client services and advice across the spectrum of people and culture services; including case management to assist staff resolve issues of concern;
• Partner with internal clients to achieve best-practice talent sourcing practices; including drafting / editing position descriptions and job advertisements, coordinating advertising, screening applicants and managing immigration and visa applications (where required);
• Contribute expertise to the development of cultural change programs and workforce planning activities; including advocacy for positive change and building of a sustainable work environment and adaptable culture of growth;
• Collect, analyse and interpret information regarding staff attitudes to organisational culture and professional development; including strategic and divisional goals, career progression, inter-departmental communication, business planning and decision making processes;

Additional responsibilities

• Develop and deliver strategic people and culture programs which build upon organisational capability; including the identification of capability requirements, interventions and ongoing assessment of workforce skills and competency gaps.
• Develop and manage initiatives which support specialist skills development; including the identification of departmental initiatives for team-specific, technical skills training;
• Facilitate the Annual Staff Professional Development Conversation cycle; including ongoing process improvement and specialist advice for the setting of objectives and identification of career and professional learning opportunities;
• Develop and manage initiatives in support of Equal Opportunity and Diversity; including the promotion of the ACER Equity and Diversity strategy;
• Develop and implement best practice, responsive people and culture policies and procedures which support a high-performance corporate culture;
• Contribute to people and culture strategic planning; and
• Undertake other duties, ordinarily expected at this professional level, as directed by the Manager, People and Culture Business Partnering.

Organisational accountabilities

• Proactively work towards achieving individual, team and organisational objectives while demonstrating ACER’s leadership behaviours:
  • Developing Self – involves self-management, self-reflection and self-improvement
  • Embracing Change – being open to change and leading change when appropriate
  • Pursuing Excellence – ongoing search for new and better ways of working
  • Setting Directions – strategic thinking and planning for the future
  • Supporting Colleagues – supporting and contributing to the development of others
  • Working Collaboratively – building highly effective internal and external relationships

• Actively work to create an equitable, fair and harmonious work environment which is free from harassment, bullying and discrimination by demonstrating respectful and courteous behaviour towards others
• Proactively foster an inclusive and diverse work environment which encourages and respects different experiences and perspectives, and values diversity of thought
• Comply with all occupational health and safety requirements, including following safe work practices for self and others
• Comply with all information security requirements, including completing regular security training and abiding by the standards and procedures laid out in ACER’s Information Security Management System
• Work in accordance with ACER’s policies and procedures.

Skills, knowledge and experience

Essential

• Extensive and demonstrated experience (7 years +) in a people and culture generalist role, with significant experience supporting the full spectrum of the employee lifecycle, including: recruitment and selection, employee relations, professional development, workforce planning and performance management, etc;
• Excellent interpersonal skills; including a demonstrated ability to communicate and negotiate effectively with people at all levels of an organisation, effectively facilitate training and speak publicly in a variety of forums;
• Ability to work closely and effectively with people from a wide variety of backgrounds and experience in the negotiation/facilitation of outcomes with stakeholder groups;
• Excellent written communication skills, including the capacity to draft detailed reports, undertake statistical analysis and develop promotional materials;
• Project management experience and demonstrated capacity to progress important agendas within an organisation, includes managing resources, budgeting and stakeholder management;
• Extensive knowledge of relevant legislation (State and Commonwealth) and proven capacity to apply legislative obligations in the workforce;
• Ability to maintain current knowledge of legislative and governance frameworks around people management;
• Experience reviewing and developing policy, procedures, and guidelines; and
• A demonstrated capacity to work as a member of a high performing team.

Desirable

• Experience with HRIS and/or a demonstrated aptitude for using a range of technology applications.

Education

Post-graduate qualification in human resources or a relevant related discipline. 

Our offer