Position Description People Engagement & Performance Manager

HR – PD – People Engagement and Performance Manager – V1.0 Page 1 of 3 Issue Date: September 2019 Review Date: Position Descriptions are under continual review. See the Recruitment and Selection Procedure. THIS DOCUMENT IS UNCONTROLLED WHEN PRINTED

Location/s Support Services

Reporting to Head of People and Culture

Level Band F

Date Updated September 2019

About the Role

The purpose of this position is to identify and implement strategies and initiatives that relate to employee engagement and performance, lead existing allocated projects as specified within the Workforce Capability Program and People Management Strategy, and provide high level guidance and expertise to management in building a culture where employees feel valued, empowered and their skills are being fully utilised to benefit our clients.

Key Responsibilities

Strategic People Management

Provide visibility to management on the linkages of the Relationships Australia (Qld) Strategic Directions, the People Management Strategy and the Workforce Development Work Plan; and the outputs of the People and Culture Group.

Assist the Head of People and Culture on delivering strategies which impact upon organisational capability and performance and increase employee engagement.

Regularly review and monitor the deliverables that the position is responsible for contained in the Workforce Capability Programme, responding to the People Management Strategy, and champion how this plan and its deliverables add value to the organisation.

Provide strategic guidance and coach management in the skills, abilities and behaviours to align with and meet RAQ’s values and Strategic Directions.

Employee Engagement Collect and analyse data on the organisation’s culture and provide recommendations to management on strategies to improve employee engagement.

Act as an adviser to the organisation’s management regarding employee engagement, ensuring a trusted business partner relationship.

Organisational Development

Be a lead in the implementation and ongoing review of capability and development processes.

Provide managers with training, guidance and ongoing support in the application of capability and development processes.

In the spirit of continuous improvement, provide recommendations and advice on future changes to organisational capability processes, and implement changes.

Employee Wellbeing Collect and analyse data on the employee wellbeing and provide recommendations to management on strategies to prevent psychosocial hazards and foster a mentally healthy workforce.

Undertake research and analysis to identify best practice and innovative concepts to ensure wellbeing initiatives are designed instill physical, mental and emotional benefits for our employees, demonstrating how we care and value our employees.

Position Description People Engagement & Performance Manager

HR – PD – People Engagement and Performance Manager – V1.0 Page 2 of 3 Issue Date: September 2019 Review Date: Position Descriptions are under continual review. See the Recruitment and Selection Procedure. THIS DOCUMENT IS UNCONTROLLED WHEN PRINTED

Employee Recognition Be responsible for the Employee Recognition Program, providing structure and consistency in the way we recognise the achievements and high performance of our people.

In consultation with the Manager – Communications, communicate to our employees the range of choices and benefits we offer.

Work with the Manager – Communications in deploying elements of the Internal Communications Strategy that provide opportunity for employee recognition.

Ensure the Program provides a variety of formal and informal mechanisms, along with a range of materials, for adaptation and use by individuals, leaders and teams.

Project Management and Reporting

Manage projects end-to-end with strong attention to detail, including monitoring and advising of resource requirements.

Apply project management processes to the undertaking of projects that the People Engagement and Performance Manager is responsible for.

Identify risks and issues relevant to the people function of the organisation, assess and provide solutions as appropriate.

Plan, monitor, track and report on project progress to ensure key milestones and deliverables are met within agreed timeframes.

In consultation with the Head of People and Culture, draft high quality briefs on key HR issues requiring decision-making, particularly those relate to organisational risk.

Prepare statistics and HR analytics for the purpose of reporting to the Board, Sub-Committees to the Board, and management.

Policy and Procedure Development

Partner with key stakeholders to establish and review relevant policies and procedures, ensuring alignment with the objectives of the Workforce Capability Programme.

Professional Development

Demonstrate ongoing commitment to participation professional development as per organisational policy and procedure.

Be receptive to and reflect on feedback to improve employee performance.

Other Organisational Responsibilities

Adhere to all organisational policies, procedures, standards and practices.

Act only in ways that advances RAQ objectives, values and reputation.

Other duties, consistent with skills and experience, as directed by the reporting manager.

Core Competencies

Business Acumen Applies knowledge of the business and the industry to advance the organisation's goals.

Inspires Others Creates a climate where people are motivated to do their best to help the organisation achieve its objectives.

Service Excellence Builds strong client relationships and delivers client-centric solutions. Seeks ways to improve outcomes for clients as consistent with RAQ’s Mission, Vision and Values.

Professionalism Gains the confidence and trust of others through honesty, integrity, and authenticity.

Inclusion Interacts with all stakeholders in ways that demonstrate respect of social and cultural differences, and a commitment to challenging attendant social inequities.

Position Description People Engagement & Performance Manager

HR – PD – People Engagement and Performance Manager – V1.0 Page 3 of 3 Issue Date: September 2019 Review Date: Position Descriptions are under continual review. See the Recruitment and Selection Procedure. THIS DOCUMENT IS UNCONTROLLED WHEN PRINTED

About You To be successful in this position you will have:

Required Highly Desired

Qualifications Undergraduate qualifications in Business, Human Resources (HR), Psychology or other relevant field.

Postgraduate qualifications in Business, Human Resources (HR), Psychology or other relevant field

Experience

Significant experience with deploying a wide range of employee initiatives within a complex industry.

Proven history of developing and executing effective programs that support a positive company culture and employee experience.

Experience in applying people management best practice principles and processes.

Experience in identifying business needs, implementing plans and leading people management projects.

Experience in identifying, develop and implement organisational policies and procedures that ensure efficiency and respond to business demands.

Experience in enacting project and change management methodologies.

Knowledge A strong working knowledge of employee and industrial relations frameworks.

Knowledge in people management best practice principles, initiatives and processes.

Skills

Excellent risk assessment skills at the organisational and individual level.

Demonstrated ability to prepare and present briefs and reports, dealing with both strategic and operational HR issues.

Capacity to problem solve and to elicit feedback.

Strong communication with excellent writing ability and attention to detail.

Ability to be highly confidential, discreet and tactful.

It should be noted that Position Descriptions are under constant review and may be changed

at any time.