Direct Group is one of Australia's leading direct to consumer retailers. It is a trusted provider of products and services to the growing, high spending senior demographic which is often neglected and not effectively reached by traditional retail and e-commerce players. The Group markets and sells in Australia, New Zealand and Asia communicating directly with its customers through online, print, television and digital publishing.
The business operates through two divisions Innovations and TVSN and is supported by centralised Finance, Technology, People and Culture. Both divisions offer a broad range of merchandise across apparel, jewellery, homewares, craft, bed linen, electronics, books, entertainment and pets. Products are sourced through well-established international and local supply chains.
**ABOUT THE ROLE**:
The General Manager People and Culture provides leadership and oversight on developing and delivering Direct Group's People strategy. Together with the People & Culture team, provide effective and professional services and advice. Key elements to the role will be the ability to work collaboratively with a diverse and committed group of leaders and their teams, be 'hands-on' when required, and encourage an organisational culture that supports effective behaviours and ways of working, demonstrating clear commitment to Direct Group's values.
**KEY RESPONSIBILITIES WILL INCLUDE BUT NOT LIMITED TO**:
- Leading and inspiring a team of specialists responsible for the day-to-day delivery of HR, Payroll, WHS, & Facilities, and further develop an effective business partnership model that is responsive and agile to meets the expectations of internal stakeholders
- Maintain and develop HR information systems and explore new technologies where appropriate - introducing and overseeing the preparation and analysis of HR metrics and providing feedback that supports decision-making in specified areas
- Support cross-organisational working practices that ensure the HR team influences and is influenced by organisational discussions, lessons and decisions
- Promote the team's professional development and facilitate ongoing performance management, including objective setting, identifying learning and development needs, coaching, and welfare. Create and maintain key performance indicators - ensuring external good practice and thinking are reflected internally
- Use technical expertise and interpersonal skills to influence managers to develop a more flexible, responsive, innovative workforce and methods of delivering services, maximising outcomes with reduced resources
- Develop and support leaders and people managers across the organisation to organise and deliver their priorities effectively through their teams - providing inspiration to advance leadership development processes
- Design and cultivate learning and development strategies to help staff identify areas where skills and experience can be expanded, and performance grows, as well as implement programs for continuous employee learning and development to foster a culture of employee growth and skill enhancement
- Oversee annual processes to assess and update staff pay and benefits, ensuring good performance is valued, and adjustments are implemented fairly
- Assist in identifying ways staff recognition and development initiatives can be met
- Develop and implement effective talent acquisition and retention strategies
- Build a strong talent pipeline and succession planning
- Ensure innovative recruitment and succession planning is in place: oversee fair and effective processes to attract and bring on board new staff while processing learning from the experiences of those who leave
- Develop an attractive Employee Value Proposition to attract and retain staff
- Stimulate employee engagement and involvement, including employee surveys and ensure feedback is used to generate reflection, learning and improvement
- Ensure safeguarding policies and reporting mechanisms are clear and accessible to all staff and kept up to date: play a key role in supporting teams to be aware of their responsibilities while promoting a culture where observance is the norm. Everyone contributes to a safe and positive working environment
- Design a competitive compensation and benefits program
- Design, lead and actively contribute to improve workplace culture
- Drive initiatives to promote diversity, equity and inclusion
**WHAT YOU WILL BRING**:
- Qualified with at least 5 years in a people leadership role
- Degree in Human Resources Management or equivalent essential
- Excellent Communication Skills, both written and verbal
- Ability to articulate HR strategies and initiatives to all levels of the organisation
- Proven track record in leading change and managing ambiguity
- Proven track record of working in a collaborative and collegiate way across diverse leadership teams
- Proven track record of staying current with employment law and regulations
- Strong experience