PEOPLE AND CULTURE MANAGER - POSITION DESCRIPTION

Department People and Culture

Immediate Manager General Manager
Manager once removed Managing Director and CEO
Updated and approved April 2017

Position Purpose
This position actively contributes to COPE's achievement of its vision by ensuring that COPE's HR environment is
effectively managed and that COPE has the talent it needs to achieve its organisational goals and objectives.

Operating Context
Works as part of the COPE Executive and in conjunction with the business to provide advice and support across
multiple human resource disciplines. Work generates based on business needs and in line with established
business plans and strategies. Influences stakeholders at all levels of the organisation to implement business
solutions effectively.

Autonomy
Works under limited supervision and self-prioritises work. Work is reviewed at key milestones and driven by
business needs. Works in partnership with the business to develop and implement strategies and overcome
complex obstacles. Recommends best practice courses of action and employs discretion regarding the
escalation of unresolved issues. Required to exercise sound judgement, particularly in the management of
sensitive/serious matters.

Position Accountabilities
1. Actively contributing to the achievement of COPE’s vision and the development and implementation of
COPE’s business strategy.
2. Providing reliable, useful and timely expertise and advice in relation to a broad range of human resource
related disciplines, including complex industrial relations matters.
3. Developing an overarching people strategy that aligns with COPE's customer-centric focus, with an
emphasis on building capability and workforce planning.
4. Developing and implementing a diverse range of best practice attraction and retention related strategies
to ensure that COPE has the talent necessary to achieve its objectives.
5. Developing and implementing fit-for-purpose policies and supporting frameworks to ensure human
resource related functions and issues are effectively managed, with an emphasis on capability building,
ensuring compliance and optimising team performance.
6. Maintaining current knowledge of the workforce related environment, opportunities and threats, along
with external industry trends, best practice human resource strategies and legislative changes.
7. Developing and implementing strategies and programs to promote employee engagement and
participation.
8. Overseeing the management of injured employees and actively contributing to a positive impact on
associated metrics.
9. Developing, implementing, improving and overseeing a range of HR functions and processes, including
those related to the employment lifecycle.

Generic accountabilities – manager

• Consultative and collaborative person who acts as a trusted advisor.
 • Build team and individual capability, ensuring personal effectiveness for work in current and future roles.
• Contribute to the effectiveness of the team.
• Monitor performance against team KPIs and take corrective action as required.
• Support team meetings at which progress against KPIs is monitored and discussed.

Generic accountabilities – every employee

• Provide a safe working environment within your area of responsibility, supporting a ‘safety first’ culture.
• Contribute to the effectiveness of the team.
• Make sound time management judgement in relation to prioritising work and meeting deadlines.
• Ensure compliance with statutory and regulatory requirements, Federal Group and business unit polices.

Dimensions
The position manages 1-2 Direct reports
Expenditure authority TBC
Expense budget TBC
Revenue n/a
Assets under control n/a

Position Relationships
Key Internal Relationships Key External Relationships
• General Manager • Recruiting agencies
• COPE Executive • Personal Development Consultants
• State / Operations Managers • Insurer and Broker
• Depot Managers • Rehab Coordinator
• Employees
• LMS and Payroll
• Federal HR Community

Success Profile
Essential Qualifications,
Experience and Expertise
• Relevant qualifications in a related field or equivalent demonstrated
experience
• Extensive experience working in similar roles which manage a multi-
disciplinary HR function, perferrably in a medium-to-large commercial
organisation
• Proven ability to achieve results in a fast-paced, dynamic work
environment
• Proven ability to exercise inititaive and sound judgement, and manage
risks
• Superior relationship building, negotiation and influencing skills
• Superior interpersonal and communication skills
• Advanced practical understanding of relevant legislation
Employment Pre-requisites • Satisfaction of the essential requirements of this position
• Eligibility to work in this role in Australia

Behaviours • Delivering results – introduces progressive improvements for improved

business performance and uses fact based data to assist in establishing
new ways of doing things.
• Adapting to change and leading change – effectively engages others to
change and links the reason for change to broader company objectives.
• Formulating strategies and concepts – develops own strategy within
known area and contributes to strategy beyond own area.
• Leading teams – gains support across the organisation through a shared
and accepted vision. Empowers the team to take ownership.
• Coaching people – makes linkages between development needs and
organisational requirements and provides concise and timely feedback.
• Customer orientation – builds long term trusting customer relationships