MEGT People and Culture - General Manager People and Culture

OBJECTIVES OF THE DIVISION

The People & Culture Division provides advice and service relating to the management and effectiveness of staff, apprentices and trainees employed by MEGT. 

 

The Division’s main objectives are: 

     Talent Management  

  • Attract, engage & retain the right people 

  • Build on staff performance, learning and development 

  • Develop a skilled and diverse workforce that meets current and future business needs 

 

     Culture

  • Positively shape MEGT’s culture into the future

 

     Workplace Health, Safety & Environment 

  • A safe and healthy working environment – Think Safe, Work Safe, Home Safe 

  • Environmentally friendly work practices 

 

POSITION DESCRIPTION

As an integral member of the Senior Leadership Group the General Manager People & Culture will provide expert and highly influential support and leadership on all people and culture matters in support of the achievement of organisational goals.

 

The General Manager People & Culture must apply expert analytical capabilities and business acumen to identify high level People & Culture priorities, lead the development of significant projects and review the effectiveness of initiatives, practices and continuous improvement methodologies.

 

The General Manager People & Culture will utilise high level leadership and management capabilities to ensure strategic alignment and to effectively lead, manage and develop members of the People & Culture team to provide support and direction to key stakeholders. 

 

This role will encourage an organisation-wide commitment to quality by leading customer-centric development initiatives, building collaborative relationships with internal and external stakeholders, empowering staff by recognising the importance of individual contributions and analysing and evaluating data to make decisions that address current and future business and human capability needs. 

 

RELATIONSHIPS

  • Reporting to the Chief Executive Officer

  • Working closely with the Senior Leadership Group, Board of Directors, managers, and staff

  • Building and maintaining relationships with all external stakeholders 

 

DIMENSION

Division:  People & Culture

Employees directly supervised: 11

Agreed outcomes:  as per Key Performance Indicators (KPIs)

 

MANDATORY QUALIFICATIONS AND EXPERIENCE

  • Apply high level leadership and management capabilities to effectively lead and/or influence the development of strategic action plans to support the goals of the organisation.

  • Exercise well developed analytical skills to lead research and analysis of complex HR matters and prepare expert and influential recommendations to address business risks and/or improvement opportunities. 

  • Apply well developed negotiation and influencing capabilities to effectively influence stakeholders, foster collaborative relationships, resolve complex issues and achieve sustainable outcomes. 

  • Apply expert knowledge of HR generalist functions regarding workforce planning, cultural reform, employee engagement and development, communications, employee relations, WHS, equal opportunity and diversity, recruitment, retention, quality audits and organisation metrics. 

  • Demonstrate commitment to define, lead and proactively drive effective process changes and continuous improvement activities.

  • High quality communication and interpersonal skills with the ability to effectively lead and work collaboratively as a member of a diverse team.

  • Industry (HR) experience of 10+ years.

  • Degree in Human Resources or a relevant business discipline.

 

SKILLS, KNOWLEDGE AND ABILITIES 

  • Strong strategic planning and financial management skills, with established business development and marketing experience applied to support organisational objectives.

  • Outstanding leadership and people management skills with proven experience in motivating staff members and senior leadership groups to achieve organisational objectives.

  • Demonstrated experience in formulating and delivering accurate and timely reports and presentations.

  • High level analytical skills with creative, and problem-solving capabilities, making decisions based on evidence balanced with experience and intuition.

  • Strong ability to actively manage relationships with internal and external customers to achieve sustained success.

  • Ability to represent MEGT in a confident, professional and knowledgeable manner, acting with trust and integrity at all times.

  • High level experience in recruiting, motivating and managing team members to reach organisational objectives and encouraging an organisation-wide commitment to quality.

  • Proven record of ethical behaviour and a demonstrated commitment to the values and ethics of MEGT.

  • High level of digital literacy across a range of devices, multiple Microsoft Suite applications and programs.

 

DUTIES AND RESPONSIBILITIES

  • Lead the people management and engagement function at MEGT to achieve organisational goals.

  • Provide leadership in fostering an open, positive and inclusive workplace culture.

  • Provide strategic guidance and leadership to design and implement people and culture initiatives to achieve organisational objectives with a focus on:

    • improving attraction, engagement and retention of staff.

    • implementing, monitoring and evaluating systems to improve staff performance.

    • facilitating staff development by encouraging a culture of learning across the organisation.

    • implementing, monitoring and evaluating systems to improve the safety of staff, apprentices and trainees.

  • Contribute to the communication and promotion of MEGT’s mission, vision, strategy, policies and procedures throughout the organisation.

  • Provide professional and timely advice and service on human resources/organisational development issues.

  • Actively pursue up to date knowledge of all relevant employment legislation and ensure such knowledge is effectively communicated to the organisation.

  • Inspire, encourage and recognise contributions to improvement and achievements by staff and other internal and external stakeholders.  

  • Empower staff to take initiative by providing all required resources and training, with a focus on individual accountability.

  • Provide advice and service to the Chief Executive Officer, Board of Directors and Board Sub-committees.

  • Strive for a high level of staff engagement by conducting surveys to assess staff satisfaction, communicating the results of, and taking action based on, survey feedback. 

  • Make staffing decisions and implement people and culture projects based on accurate and reliable data, ensuring all personal and business data is held securely. 

  • Undertake continuous professional development activities by engaging with the MEGT Performance Appraisal and Development Program. 

 

Note:  This Position Description is indicative of the initial expectation of the role and subject to change in line with requirements of the Department of Education and Training and/or MEGT’s goals and priorities, activities or focus of the job. The incumbent can expect to be allocated duties not specifically mentioned in this document, but within the capacity, qualifications and experience normally expected from persons occupying positions at this level.  

 

KEY PERFORMANCE INDICATORS

  • Implementation, monitoring and measuring of initiatives to improve the attraction, engagement and retention of staff.

  • Implementation of collaborative initiatives to identify development needs, improve staff performance, empower staff to take initiatives and enable self-evaluation of their performance against personal and business objectives. 

  • Implementation, monitoring and measuring of initiatives to improve staff, apprentice and trainee safety.

  • Provision of People & Culture Division advice and service, ensuring all requests are acknowledged within 24 hours and/or actioned within seven days, wherever possible.

  • Ensure that the Division’s activities are undertaken within its budget allocation.

  • Achievement of specific objectives as set by the Chief Executive Officer

 

HEALTH, SAFETY AND ENVIRONMENT RESPONSIBILITIES

All staff are required to take reasonable care for their own health and safety and that of other personnel who may be affected by their conduct.

 

NATIONAL POLICE CHECK

This position is required to undertake a National Police Check prior to commencing employment. A State/Territory Working with Children or Working with Vulnerable People Check may also be required by any applicable State/Territory legislation. The National Police Check must be renewed every two years as a minimum.

 

DIVERSITY

MEGT is committed to welcoming and maintaining a diverse workforce, which will help us attract and retain a team of talented people to better serve our clients and improve business results.

 

PRIVACY NOTIFICATION

MEGT requires personal information relevant to your employment. The collection and handling of the information will be consistent with the requirements of the Privacy Act.

 

INFORMATION SECURITY COMPETENCIES

MEGT requires all staff to demonstrate and maintain an adequate and proportionate level of information security knowledge and competence. 

 

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