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Closing Date:  21 Feb, 2020

Head of People and Culture

Job  | Full-time  | 

Head of People and Culture at Sydney Symphony Orchestra.

Full Details

                                                                                          

Role Description

Head of People and Culture

Department:   Finance and Administration

Reports to:     Director of Finance and Administration

Reports:           Nil



Primary purpose of the role:

The Head of People and Culture is the primary support for employee issues and programs to meet the needs of current and potential staff and musicians for working conditions, compensation, company policies, and benefits.  Advising the Executive, CEO and Board, the Head of People and Culture oversees staff recruitment and retention, controls the performance evaluation process, coordinates workplace health and safety, the injury management program (including return to work programs), supports collective bargaining requirements, and develops training and development programs.

The Head of People and Culture is the organisation's principal adviser on organisational culture, strategic cultural alignment, and reform strategies to shape the desired behaviours in the organisation.  It has a crucial role in provoking vigorous debate, shaping behaviour in the organisation, and establishing a consensus on the desired culture for now and the future.  The role drives change leadership in supporting the CEO, Board and executive.

The Head of People and Culture works with SSO Managers and recruiters to identify suitable candidates to fill vacancies and in consultation with the Payroll Manager advises on remuneration levels and conditions.

This role supports the Executive in dealing with all employment life‐cycle issues including: 

  • • Recruitment
  • • Induction
  • • Culture shaping and engagement
  • • Employee relations and associated policies
  • • Professional development and training
  • • Workplace health and safety
  • • Exit (eg retirement, resignation) and lessons learned

The role reviews and analyses trends in Arts employment and in particular maps the employee journey to ensure appropriate support for all employee groups and roles. 

               

Key accountabilities:

  • • Drive change leadership and cultural engagement programs to ensure strategic alignment of goals
  • • Develop organisation strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organisational strategic thinking and direction; establishing human resources objectives in line with organisational objectives
  • • Implement human resource strategies by establishing accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, EEO compliance, and labour relations
  • • Develop and continuously improve the SSO’s suite of employee policies and processes
  • • Manage human resources operations by recruiting, selecting, orienting, training, coaching, counselling, and disciplining staff (in support of their manager); planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer‐service strategies; designing systems; accumulating resources; resolving problems; and implementing change
  • • Provide accurate and appropriate advice and support to the CEO and the Executive team on all employee relations, performance management, industrial relations, recruitment, workforce planning and resource/remuneration planning matters
  • • Provide human resource reporting on the annual business plan and ongoing delivery of the business plan
  • • Provide human resource reporting for annual regulatory reporting processes
  • • Support the Musician and Administration Staff EBA negations through investigation, research and negotiations and manage the administration of the EBA negotiations. 
  • • Advise and support the Orchestra Management team and musicians on the correct interpretation and application of the Musicians EBA
  • • Give accurate and timely advice to Heads of Department & Directors on all employment matters
  • • Manage all day to day employee relations requirements; including: end‐to‐end recruitment for administration, remuneration administration, statistical reporting, visa applications and employment contracts
  • • Provide support and guidance to staff and musicians on relevant employment matters 
  • • Investigate, mediate and ensure resolution of employee issues, including manage disciplinary processes, where required
  • • Oversee work health and safety matters including: policy review and compliance, board reporting, annual flu vaccinations, hearing testing, WHS Committee and WHS training and initiatives
  • • Manage SSO Injury Management Program including all workers compensation matters and act as Return to Work Officer and case manager
  • • Keep updated internal HR governance policies and regularly monitor regulatory compliance
  • • Communicate and negotiate with external parties (eg. unions, regulators, public authorities) across the portfolio of activities
  • • Review personnel contracts for industrial relations compliance to ensure the company’s full rights are preserved
  • • Liaise with the Payroll Manager to recommend remuneration levels and conditions for employment contracts

Accountabilities

Qualifications and Skills:

  • • Relevant tertiary qualification
  • • Demonstrated success and broad‐based experience of between 3 and 5 years in a senior human resource management role
  • • High level experience in managing employee relations and strong industrial relations experience
  • • Strong business acumen and operational experience, proven success at seizing opportunities and taking initiative to lead complex staff projects through to an end point
  • • Model excellent judgment and demonstrate courage to take smart risks that improve business performance
  • • Demonstrated success in change management, leadership and management of employees
  • • Highest possible ethical standards in all aspects of professional life
  • • Proficiency in Microsoft Office suite
  • • Superior written and verbal communication skills
  • • Thorough understanding of Australian employment laws and their effective application in an arts or small business environment
  • • Superior negotiating skills
  • • Understanding of Work Health and Safety laws and best practise application in a SME 
  • • 5 years in an HR Business partnering or advisory role

Development:

  • • Continue professional development with a focus on employment relations, risk management and statutory employment reporting
  • • Develop advanced personnel management skills in organisational change and team leadership

          

 Please email recruitment@sydneysymphony.com. All applications will be treated in strictest confidence. The Sydney Symphony Orchestra is an equal opportunity employer.

     

Capabilities:

Capability Group

Capability Name

Level

Display Resilience and Courage

Advanced

Act with Integrity

Highly Advanced

Manage Self

Advanced

Value Diversity

Advanced

Communicate Effectively

Highly Advanced

Commit to Customer Service

Advanced

Work Collaboratively

Advanced

Influence and Negotiate

Advanced

Deliver Results

Advanced

Plan and Prioritise

Advanced

Think and Solve Problems

Highly Advanced

Demonstrate Accountability

Highly Advanced

Finance

Advanced

Technology

Adept

Procurement and Contract Management

Adept

Project Management

Advanced

Manage and Develop People

Highly Advanced

Inspire Direction and Purpose

Advanced

Optimise Business Outcomes

Adept

Manage Reform and Change

Advanced

Group and Capability

Level

Behavioural Indicators

Personal Attributes

Act with Integrity

Highly Advanced

  • • Champion and act as an advocate for the highest standards of ethical and professional behaviour
  • • Drive a culture of integrity and professionalism across the organisation, and in dealings crossindustry, cross-jurisdiction and outside of the business
  • • Define, communicate and evaluate ethical practices, standards and systems and reinforce their use
  • • Create and promote a climate in which staff feel able to report apparent breaches of rules, policies and guidelines and act promptly and visibly in response to such reports

Relationships

Communicate Effectively

Highly Advanced

  • • Articulate complex concepts and put forward compelling arguments and rationales to all levels and types of audiences
  • • Speak in a highly articulate and influential manner

Group and Capability

Level

Behavioural Indicators

  • • State the facts and explain their implications for the organisation and key stakeholders
  • • Promote the organisation’s position with authority and credibility cross-jurisdictionally and outside of the

SSO

  • • Actively listen, and identify ways to ensure all have an opportunity to contribute 
  • • Anticipate and address key areas of interest for the audience and adapt style under pressure

Relationships

Work Collaboratively

Advanced

  • • Build a culture of respect and understanding across the organisation
  • • Recognise outcomes which resulted from effective collaboration between teams
  • • Build co-operation and overcome barriers to information sharing, communication and collaboration across the organisation and crossgovernment
  • • Facilitate opportunities to engage and collaborate with external stakeholders to develop joint solutions

Results

Think and Solve Problems

Highly Advanced

  • • Establish and promote a culture which encourages initiative and emphasises the value of continuous improvement
  • • Engage in high-level critical analysis of a wide range of complex information and formulate effective responses to critical policy issues
  • • Identify and evaluate organisation-wide implications when considering proposed solutions to issues
  • • Apply lateral thinking and develop innovative solutions that have long standing, organisation wide impact
  • • Ensure effective governance systems are in place to guarantee quality analysis, research and reform

Results

Demonstrate

Accountability

Highly Advanced

  • • Direct the development of effective systems for the establishment and measurement of accountabilities, and evaluate ongoing effectiveness
  • • Promote a culture of accountability with clear line of sight to government goals
  • • Set standards and exercise due diligence to ensure work health and safety risks are addressed
  • • Inspire a culture which respects the obligation to manage public monies and other resources responsibly and with probity
  • • Ensure that legislative and regulatory frameworks are applied consistently and effectively across the organisation
  • • Direct the development of short and long term risk management frameworks to ensure the achievement

of government aims and objectives

Business Enablers

Advanced

 Apply a thorough understanding of recurrent and capital financial terminology, policies and processes

Group and Capability

Level

Behavioural Indicators

Finance

to planning, forecasting and budget preparation and management

  • • Identify and analyse trends, review data and evaluate business options to ensure business cases are financially sound
  • • Assess relative cost benefits of direct provision or purchase of services
  • • Understand and promote the role of sound financial management and its impact on organisational effectiveness
  • • Involve specialist financial advice in review and evaluation of systems and processes used to identify opportunities for improvement
  • • Respond to financial and risk management audit outcomes, addressing areas of non-compliance

Business Enablers

Project Management

Advanced

  • • Prepare scope and business cases for more ambiguous or complex projects including cost and resource impacts
  • • Access key subject-matter experts’ knowledge to inform project plans and directions
  • • Implement effective stakeholder engagement and communications strategy for all stages of projects
  • • Monitor the completion of projects and implement effective and rigorous project evaluation methodologies to inform future planning
  • • Develop effective strategies to remedy variances from project plans, and minimise impacts
  • • Manage transitions between project stages and ensure that changes are consistent with organisational goals

People Management

Engage and motivate staff and develop capability and potential in others

Highly Advanced

  • • Ensure performance development frameworks are in place to manage staff performance, drive development of organisational capability and undertake succession planning
  • • Drive executive capability development and ensure effective succession management practices
  • • Implement effective approaches to identify and develop talent across the organisation
  • • Model and encourage a culture of continuous learning and leadership, which values high levels of constructive feedback, and exposure to new experiences
  • • Instil a sense of urgency around addressing and resolving team and individual performance issues and ensure that this is cascaded throughout the organisation

People Management

Manage Reform and

Change

Advanced

 Clarify purpose and benefits of continuous improvement for staff and provide coaching and leadership in times of uncertainty

Group and Capability

Level

Behavioural Indicators

  • • Assist others to address emerging challenges and risks and generate support for change initiatives
  • • Translate change initiatives into practical strategies and explain these to staff and their role in implementing them
  • • Implement structured change management processes to identify and develop responses to cultural barriers