∞ Provide strategic advice and input on HR/workforce management developments, options and opportunities that will support organisational success and minimise risk.∞ Maintains a suite of clear and coherent HR/WHS policies and procedures, consistent with legal and business requirements. ∞ Manage WHS processes and obligations including hazards, injury and compensation management, wellbeing programs and associated initiatives.∞ Surveying and analysing the workplace atmosphere, staff satisfaction and engagement with their jobs and organisational objectives, recommending initiatives for improvement.∞ Developing and implementing strategies and processes to deliver effective change management.∞ Develop and maintain a suite of employment contracts and related conditions. ∞ Manage the process of staff recruitment and induction∞ Develop and maintain a structured staff performance management and career development process including allocation of discretionary benefits/rewards across the organisation and the effective handling of performance issues and concerns.∞ Support the development of a clear framework around the competency requirements for each job category. Ensuring each role in the organisation has a clear duty and qualification description.∞ Manage all termination of employment arrangements – voluntary and involuntary and any related post-employment responsibilities including exit interviews.∞ Provides support to relevant Managers for the systematic development of staff with the knowledge, skills and capabilities to fulfil their current role, and maximise their personal potential and value to the organisation. ∞ Ensure there are effective and efficient HR business processes, record management and retrieval systems in place and in operation.

∞ Coach and mentor senior and line managers in HR best practice methods.∞ Facilitate a high-performance work culture.∞ Provide high-quality, prompt advice to managers and staff on HR-related issues.∞ Performance management.∞ OH&S and Company Policy development, updates and implementation.∞ Position description development and updates.∞ Manage the HR cyclical calendar, including annual performance review, benchmarking and salary review processes.∞ Identify and coordinate learning and development needs across the business.∞ Manage training and certification programs and records.∞ Maintenance and implementation of HR documents and forms.∞ Manage end to end recruitment of a broad range of technical and non-technical positions.∞ Development of talent acquisition practices.∞ Project Management of Time and Material engagements.∞ Staff and project timesheet management.∞ Management of company Business Partner programs.∞ Conference and event co-ordination