IN BRIEF
Are you eager to use your HR and culture expertise, significant influencing skills, intellectual
prowess, and ability to lead at a place where you can have a huge impact? We're on the hunt
for a dynamic T&C Manager who can strategically partner with GPJ to deliver best-in-class
employee experiences.
This role reports to the Managing Director and will be responsible for collaborating with
leadership to develop and implement organisational success. This role would suit someone
keen to continue building on their partnering skills within a high-performing environment. Key to
your success will be your credibility and positive attitude.
Having experience with employment awards and contingent employment contracts,
remuneration and performance management and fair work legislation is critical. The Talent &
Culture Manager will be highly motivated, enthusiastic, and professional, with the ability to build
and maintain relationships.
RESPONSIBILITIES
HR Leadership and HR Business Partnering:
- Drive the business and constructively challenge leadership, employees and people leaders to improve outcomes or processes and coach all levels of management
- Develop and execute HR strategies aligned with the company's business objectives and aligned with the HR strategy
- Provide consultative, strategic guidance to executive and senior management on organizational and talent issues to move the business forward.
- Provide guidance and input on organizational design, workforce planning, talent management and succession planning
- Research the latest employment law changes and trends and update the leadership team
- Conduct regular, proactive meetings with employees, managers and leaders to develop, assess, and anticipate People related needs
- Be a partner to and participant in the executive leadership team
HR Administration
- Manage the monthly payroll administration
- Manage HRIS (Workday) updates
- Manage forecast spreadsheets, in support of Finance
- Managing employee leave processes
- Oversee training and social budgets
- Manage government portals e.g. PRODA
- Maintaining all employee information is current on all internal systems including, HRIS
- Administer the employee leave process, auditing monthly for consistency between Cloudpay and Workbook
- Preparation and filing of general letters and correspondence including contract management, leave forms, role or remuneration letters, process and policy communication
Recruitment:
- Support and facilitate the recruitment process for the ANZ region to ensure the acquisition of top talent to meet business needs, liaising with the hiring managers on recruiting requirements; job posts, candidate selection/screening, progress communication, and reference/insurance checks etc.
- Advise and design recruitment strategies to attract top talent, coaching talent acquisition lead in best practices, implementing and refining strategies to identify, nurture, and retain key employees
- Design and update job descriptions, advise on compensation and collaborate with talent acquisition and hiring managers on recruitment processes
- Create and manage an active pool of experienced independent contractor resources from a variety of sources. Liaise with recruitment agencies as required
Employee Relations:
- Foster a positive and inclusive work environment by promoting diversity, equity and inclusion equality in line with our company values
- Develop and lead a Wellness strategy and program of activities
- Address employee concerns and grievances while maintaining a fair and transparent resolution process
- Promote effective communication channels to enhance employee engagement and satisfaction
- Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations when needed
- Counsel employees and proactively facilitate conflict resolution between employees, escalating issues as appropriate
- Maintain in-depth knowledge of employment law matters related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consult with external employment law attorneys as needed/required
Performance Management:
- Lead the management and implementation of GPJ’s annual performance feedback processes
- Guide performance evaluations, career development, and goal setting
- Maintain current salary surveys for annual pay reviews and individual pay actions. Recommend pay structure reviews for all levels within GPJ Australia
- Manage Competencies Matrix, training executive and team leaders on usage
- Manage the staff appraisal process including:
- Planning, appraisal and monitoring process – yearly and half-yearly
- Train managers on staff management qualities (including coaching, mentoring and disciplining requirements)
- Follow-up on training/course requirements
Employee Engagement, Development & Retention:
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
- Ensure the Employee experience and engagement strategies, planning and activities are well-rounded, aligned with values and goals, and within budget
- Design and administer a competitive, marketing-leading EVP
- Conduct stay/exit interviews and provide feedback as required to improve employee experiences
- Bring people (HR) insights to the attention of leadership to make informed decisions
Compliance and Policies:
- Ensure compliance with labour laws and regulations in the ANZ region
- Develop and update HR policies to align with evolving legal standards and industry best practices
- Collaborate with Executive leadership and global counterparts to ensure policies are globally consistent and localised where necessary.
- Responsible for developing, implementing, and communicating operational policy and procedure throughout the organisation, supporting people leaders in compliance
- Be across relevant Australian employment legislation including privacy law, industry awards, redundancy law, workplace relations, sexual harassment, bullying, Fair Work Australia etc.
- Ensure the company is compliant with state regulations regarding Occupational Health and Safety (“OH&S”). Immediately report any work-related accidents or injuries to the Management team
- Responsible for the internal rollout of the Project: Worldwide Ethics & Compliance program
PROFESSIONAL EXPERIENCE
Capabilities & Experience
- 5+ years experience in a generalist position, business partner, or functional manager role
- Experience in professional services, advertising, or marketing industries a plus
- Self-motivated, collaborative and empowering leadership
- Be able to work at all levels of the HR stack, strategic, operational, and tactical.
- Demonstrated ability in building positive relationships with leaders, to develop a culture of innovation, excellence and openness; abilities and ideas that build and enhance the culture.
- Proven capabilities in guiding organizations through periods of change
- Excellent understanding of FairWork legislation and relevant employment laws across each state and territory in Australia
- Experience using an HRIS; Workday and Workbook experience is a plus
GPJ’S VALUES
Our values underpin how we show up each and every day. What do they mean and how do they influence our daily interactions at GPJ?
- BRAVERY - Having the courage to push ourselves out of our comfort zone. Being bold. Breaking barriers. Acts of bravery can be big and small. It's these brave choices to think big and take well-considered risks that will help us push forward as an agency.
- COLLABORATION - The old adage is true, we are stronger together. Collaboration - with our colleagues, partners and clients - undeniably leads to better outcomes because embracing fresh and diverse perspectives elevates the work we do.
- EMPOWERMENT - Being proactive, driven and adopting an entrepreneurial spirit. Owning our decisions (as well as our mistakes). This growth mindset will set us up for success.
It should be noted and understood that this Position Description has been drafted to focus on the “key” responsibility areas for this position. It is not intended to be a detailed record of every task and duty.
George P. Johnson recognises that all members of staff, on a regular basis, will be asked by the Senior Executives to perform tasks that are not included in the Position Description. Whilst these tasks do not necessarily fit in the definition of “key” responsibilities, they are nevertheless important for the ongoing management of the business.
George P. Johnson is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, citizenship, disability, or any other protected class. In addition to federal law requirements, GPJ complies with applicable state laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation and training. George P. Johnson expressly prohibits any form of workplace harassment based on any protected class.