Methodist Ladies’ College Hiring for Senior Human Resources Advisor Job at Kew Full Time

Methodist Ladies’ College

Position Description

Position: Senior HR Advisor/ Workforce Planning & Performance Lead

Reports to: Director of Human Resources

Department: Human Resources and Payroll

Date: February 2022

Primary Purpose

The Senior HR Advisor/ Workforce Planning and Performance Lead is a highly skilled HR practitioner. In

addition to being the Senior HR Advisor to the Teaching and Learning cohort of staff at the College, this

role is responsible for the overseeing the workforce planning, performance and wellbeing functions

within the HR and Payroll Department.

This role is a respected and trusted position within the College, as such the occupant must

demonstrate exceptional standards of integrity and confidentiality.

Position in Context

MLC is one of Australia’s most respected and innovative schools, with over 2,000 students from Early

Learning (MLC Kindle) to Year 12, including international students and boarders. MLC is a technology–
rich environment, teaching staff and students from Year 3 have a notebook computer and Prep to Year

2 students have an iPad.

MLC is comprised of four schools: Junior School (MLC Kindle – Year 6), Junior Secondary School (Years

7 and 8), Middle School (Years 9 and 10) and Senior School (Years 11 and 12). The Senior School

program offers a comprehensive curriculum including the Victorian Certificate of Education (VCE),

International Baccalaureate (IB) and Vocational Education and Training (VCE – VET) pathways. Year 9

students may participate in a unique eight-week residential learning by living experience at our remote

MLC Marshmead campus near Mallacoota.

Every student at MLC is offered a wide variety of subject choices, pathways, co-curricular and leadership

opportunities, and a strong support network through an extensive wellbeing program.

The College has approximately 800 staff in total, including 400 teaching and support staff who are

employed either full-time or part-time, and 400 casual staff. The College has one main campus at Kew that

includes our Early Learning Centre (MLC Kindle) to Year 12 and the Tiddeman Boarding House. We have

two remote sites for our Education Outdoors program in Victoria. One site, MLC Marshmead, is located

near Mallacoota, and the other site, MLC Banksia, is located in Gippsland Lakes.

The Senior HR Advisor/ Workforce and Performance Lead reports to the Director of HR. The Director of

HR reports directly to the Principal and is a member of the College’s Senior Management team. The

Human Resources and Payroll team consists of the Director of HR, Senior HR Advisor/IR Lead, Senior HR

Advisor/ Workforce Planning & Performance Lead, Talent and Acquisition Advisor, HR Administration

Assistant, Payroll Manager, Senior Payroll Officer, and a Payroll Administrator. The team works closely

together to service the HR and Payroll needs of the entire College at all campuses.

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Key Contacts

Internal

• Human Resources and Payroll team

• All MLC Management and Teaching & Technician Staff

• College Management Team

• Lead MLC EAP Ambassadors

• Lead MLC Staff Wellbeing & Support team

External

• Independent Schools Victoria Workplace Relations Service

• Liaison with Service Providers / Consultants (e.g., EAP, training)

• Liaison with Legal and Consultancy firms

• Liaison Industrial/employment bodies (Fair Work and the IEU)

Major Duties and Responsibilities

Advisory: Teaching & Technician Staff

• Oversee the HR Advisory Service to Teaching and Technician Staff through the provision of pro-

active and value-added advice to Mangers and staff regarding all HR issues including policies,

employment contracts, employment legislation, performance management, employee relations,

change management and workforce planning advice around recruitment decisions.

• Build strong partnerships with leaders and staff to improve work relationships, build morale and

increase productivity and retention.

• Provide accurate workplace relations advice to managers and staff on matters relating to

employment terms and conditions, including determining correct salary classifications through the

interpretation of relevant Awards and Agreements.

Workforce Planning and Management

• Partnering with Heads of Department and the Director of Learning and Curriculum to formulate

individual workforce plans for each department, capturing the diversity of each department to

ensure balance within the teaching cohort to deliver the best teaching and learning outcomes for

students at the College.

• Act as lead for the HR Department during the Annual Staffing Process and oversee the

management of leave, flexibility and change of status requests in addition to the captured annual

actions within in each teaching department individual workforce plan.

• Lead the development of workforce and succession planning process for Teaching and Technician

staff at the College.

• Working closely with the Payroll Manager to ensure that contracts include all relevant information for

new employees to be correctly set up in payroll, including accurate salary calculations against various

employment conditions, such as leave, hours or work and annual allowances.

• Working with Payroll and line managers to identify when contracts should be captured under Individual

Flexibility Agreements and then draw up those contracts.

• Support line managers and employees through discussions to agree on MLC Retirement Plans that

support both the employee and the College.

Workforce Performance (Teachers) & Staff Wellbeing

• Chair of the Staff Wellbeing Committee, set the agenda and manage this committee to deliver wellbeing

initiatives to all College staff.

• Oversee the management of the Employee Assistance Program service at MLC including the review and

negotiation of EAP service agreements and the dissemination of appropriate EAP promotional

information and materials.

• Lead the MLC EAP Ambassador program and team.

• In conjunction with the Director of Learning and Curriculum oversee the management of the New

Teacher Evaluation Process.

• In conjunction with the Director of Learning & Curriculum facilitate the administration of the annual

Teacher Salary Band Assessment process.

• Liaise with Payroll to ensure outcomes of Salary Band Assessments are recorded in salaries the following

year.

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• Liaise with Staff Learning on the outcomes of Exemplary Teacher Assessments to ensure outcomes are

accurately recorded in Payroll records each year.

Continuous Improvement, Policy, Practice and Projects

• Provide guidance to the HR and Payroll Team in Award interpretation as it relates to pay and

classification levels as per the appropriate industrial Agreements and Awards.

• As required conduct reviews with payroll to ensure underpayments identified by managers or by

payroll can be understood and rectified, through the preparation of relevant reports which include

a recommended course of action for the Principal and HRD to review and approve.

• Review contracts of employment and support the HR Administrator in the creation of appropriate

documentation to ensure correct employment terms as they relate to rates of pay and

classification levels.

• Coach and assist managers on staff issues, performance management and employee relations to

build capability of managers and to minimise risk for the College.

• As required provide support and advice to managers and staff regarding grievances, complaints of

discrimination, harassment, and bullying, to ensure an effective and legally robust resolution for

the College. Case management in peak periods to be escalated to the Senior HR Advisor / IR Lead.

• As required, undertake workplace investigations or co-ordinate, and assist the process if externally

investigated, relating to alleged discrimination, harassment, and bullying. Case management in

peak periods to be escalated to the Senior HR Advisor/ IR Lead.

• As required undertake major workplace change and consultation activities such as restructures

including preparing necessary documentation and record keeping, to minimise risk for the College.

Case management in peak periods to be escalated to the Senior HR Advisor/ IR Lead.

• Responsible for updating all HR/Payroll SharePoint communications pages, including: EBA

Negotiations; Employee Recognition; Recruitment; People Managers Playbook; HR/Payroll

Calendar; Pay & Benefits; all Staff Wellbeing Pages (MLC Retirement Planning; MLC Ambassador

Program; Domestic & Family Violence; Pandemic Care & Support; Strategies for a Healthy Lifestyle;

Parental Leave Program; Breastfeeding Accreditation).

HR Policy

• Review and update HR policies in consultation with the Director of HR to ensure best practice for

the College and in line with current legislation.

Projects

• Project leader for a variety of projects that are workforce planning/ management, performance

and wellbeing focused:

a) Provide research and assistance to the Director of HR during the enterprise agreement

negotiation process.

b) Undertake project/research work in relation to HR initiatives, such as: performance review

process, staff recognition program, workforce planning, succession planning.

c) Staff Wellbeing initiatives as per the MLC Staff Wellbeing Strategy.

d) Payroll reviews as required (internal and / or with external payroll advisors).

e) Rollout and management of compliance training (EEO; Bullying; Harassment) via College’s

preferred training provider (CompliSpace).

f) Rollout and promotion of People Managers playbook (at Staff Learning Days).

g) Facilitate the promotion of Annual Employee Recognition Program.

h) Support HR Team in the facilitation and organisation of Annual Orientation Days (also

participate as HR presenter).

Person Specification

Essential Criteria (competencies, qualifications, knowledge, and experience)

• HR related tertiary qualification (Law, HR Management, Industrial Relations, or a related

discipline).

• Previous experience in a generalist HR role, with an excellent working knowledge of all HR

principles and practices.

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• Superior knowledge of the full HR lifecycle and how this role will impact on the quality of service

delivered to those that have direct interaction with this role.

• Data analysis and report writing skills (e.g., workforce planning reports).

• Exceptional theoretical knowledge and practical application of Australian employment law and

Award frameworks.

• Demonstrated ability to absorb the culture of the College and manage “people issues” in line with

expectations.

• Excellent interpersonal skills, gravitas and demonstrated ability to influence people at all levels

(staff through to management/ Executive).

• Excellent initiative and proactiveness and the ability to manage multiple tasks/projects and meet

deadlines.

• Excellent technology skills, including Word, Excel, and Email (SharePoint and Microsoft Teams).

Desirable Criteria (competencies, qualifications, knowledge, and experience)

• Previous experience working in HR in an educational and or not for profit setting.

• Previous experience and /or exposure to EBA negotiations.

• Membership of the Australian Human Resources Institute (AHRI) or equivalent would be desirable but

not essential.

MLC performs thorough assessments of potential and existing employees. The assessments will be used to

ascertain whether the potential or existing employee is a fit and proper person to be trusted to work in a

school environment and in the position applied for or held. The screening process includes, but is not limited

to, Criminal Records Checks and Working with Children Checks.

MLC’s commitment to child safety

MLC is committed to the safety, participation and empowerment of all children. All members of our

community, including employees, contractors, agency staff and volunteers, have an important role in

providing students with a safe and nurturing environment in which to prosper and thrive. MLC has zero

tolerance of child abuse, and all allegations and safety concerns will be treated very seriously and

consistently within our policies and procedures.

MLC is committed to preventing child abuse through identifying risks early and removing and reducing

these risks. We have robust human resources and recruitment practices, supported by regular training

and development.

We support and respect all children, as well as all members of our community.

We are committed to the cultural safety of Aboriginal students, the cultural safety of children from a

culturally and/or linguistically diverse background, and to providing a safe environment for children with

a disability.

This position description is the property of Methodist Ladies’ College and is intended for candidates’ and

employees’ use only. It cannot be reproduced without the College’s permission.

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