Overview
The Manager, Business Partnerships, leads the Business Partnerships team, assists the Director, Employee and Industrial Relations, and brok cross‐team partnerships to deliver timely, quality and seamless people services to the organisation's leaders and clients. The role also oversees the provision of expert employment relations services, including human resources advice, complex case management, and workforce education to client groups within the department.
Responsibilities
* Work collaboratively with the Director, Employee and Industrial Relations to maintain the business partnering model of service, delivering client‐focused outcomes that support leaders and clients.
* Lead specialist Business Partnerships practitioners who engage with the business, delivering integrated fit‐for‐purpose solutions that add value to the organisation and clients.
* Provide leadership and direction to the Business Partnerships team by promoting and maintaining a culture of continuous improvement, peer review and knowledge sharing.
* Provide specialist oversight and leadership to Business Partnerships in the provision of contemporary, best practice HR/ER services, including:
* Complex employment relations matters
* Support on organisational change initiatives
* A focus on continuous improvement in relation to innovative strategies addressing critical people and workplace issues
* Maintain best practice knowledge and understanding of contemporary people management practices, policies, instruments and legislation, and their application to systems and processes that support the delivery of a contemporary business partnering service.
* Provide and/or oversee the provision of professional, authoritative and timely strategic advice to the Director‐General, Senior Executive delegates on sensitive and complex issues pertaining to employee‐related misconduct and corrupt conduct.
* Ensure effective management of human, financial and physical resources.
* Promote an accountable, fair and safe work environment through the implementation of management practices, policies and procedures, including achievement planning and equal employment/anti‐discrimination.
* From time‐to‐time you may be required to lead projects, for example: organisational change; service innovation and business improvement initiatives; strategic workforce planning; employment and industrial relations strategy; and policy updates.
* It is a requirement of all employees to maintain cultural capability, commit to self‐directed learning regarding Aboriginal and Torres Strait Islander cultures, and to contribute to a culturally safe and inclusive workplace.
Occupational group
HR & Industrial Relations
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