Job and Person Specification

JOB AND PERSON SPECIFICATION

1. ROLE DETAILS Role Title Senior HR Consultant Classification ASO5

Position Number TBA June 2014

Group Corporate Services Date Approved May 2017

Team Leader, HR and Records Reports To March 2017 Management

2. ROLE CONTEXT Organisational The SACE Board of South Australia operates within legislative requirements as detailed Overview in the SACE Board of South Australia Act 1983 and adheres to work health and safety requirements, equal opportunity principles, and public sector principles. The SACE Board of South Australia is responsible for the development and management of curriculum and its assessment, as well as the certification and reporting of student achievement and student participation data, in the South Australian Certificate of Education. The Office of the SACE Board is organised around three functional groups: Curriculum and Assessment, Information Services, and Corporate Services. In collaboration with other groups across the SACE Board, the Corporate Services group provides a range of strategic and operational functions relating to strategic and business planning, performance monitoring and reporting, communications management, financial management, human resource management, procurement management, records management, protective security management, facilities management and customer services.

Role Summary The Senior HR Consultant manages a small team and is accountable to the Team Leader, HR and Records Management for delivery of a diverse range of HR related functions and projects, including consultancy and advice, work health and safety, and policy development that contribute to the achievement of the goals and objectives of the Corporate Services group.

Role Purpose The Senior HR Consultant manages a small team and is accountable to the Team Leader, HR and Records Management for:  providing consultancy and advice to managers and staff across a full range of HR related functions including recruitment and selection, industrial relations, performance management, classification, and work health and safety  developing, reviewing and evaluating HR policies, procedures, guidelines and systems and coordinating/providing relevant training  coordinating the implementation of strategic projects on a diverse range of Human Resource related functions, including workforce planning, organisational development, training and development, and work health and safety  coordinating human resource reporting for the Commissioner for Public Sector Employment and SACE Board management (including quarterly and ad-hoc reports)  building effective relationships with key stakeholders, including Executives, Managers, employees, government agencies and employee associations  providing support to the Team Leader, HR and Corporate Projects as required, and undertaking the responsibilities of the role in the Team Leader’s absence  contributing to the shared work of the SACE Board in collaboration with all SACE Board working groups and teams.

Ref: A640903, 1.0 1 of 2 Last Updated: 5/05/2017 9:50 AM Line Management  Direct line management of one staff member Responsibility Authority to Act /  Refer to SACE Board of SA delegations Delegations Special Conditions  Voluntary flexible working arrangements  Intrastate travel to regional and remote locations / interstate travel may be required  Annual performance agreement for the achievement of specific service or program outcomes  The incumbent works under the SACE Board of South Australia Act  An intense time of activity within the SACE Board of South Australia occurs between October and December. The incumbent would not normally be able to take planned leave during this period  Appointment is subject to a satisfactory background screening and national criminal history check obtained through the Screening and Licensing Unit, Department for Communities and Social Inclusion to be renewed every 3 years thereafter from date of issue. Existing employees who have undertaken a Police Check and are cleared and subsequently charged with an offence are required to inform their Line Manager immediately

3. ESSENTIAL MINIMUM REQUIREMENTS

Qualifications  Appropriate tertiary qualification in human resources and /or business (or equivalent experience) Communication and  Ability to deliver a high quality customer and advisory service to management and Interpersonal Skills staff on a range of human resource services  Demonstrated ability to work independently and collaboratively, within and across teams to achieve agreed outcomes Organisational Skills  Ability to strategically determine priorities, meet tight deadlines and produce high standard work under pressure  Demonstrated skills in managing the work of others to achieve business objectives Technical Skills  Experience in a range of human resource management areas, including workforce planning, organisational development , training and development, recruitment and selection, industrial relations, performance management, classification and work health and safety  Ability to keep accurate and complete records of business activities in accordance with the State Records Act 1997 Policy and Analytical  Experience in interpreting relevant information (including Acts, Regulations, Skills Awards, Agreements and Policies), and in applying the knowledge in a manner that is clear and adds value to the achievement of business objectives  Ability to research and undertake sensitive and/or complex investigations and projects, analyse and summarise information, and develop and report on appropriate policies, strategies and solutions.  Experience in developing, implementing and evaluating corporate strategies, policies, procedures and guidelines in line with Strategic Plans  Sound knowledge and understanding of policies and principles relating to equal employment opportunity programs and Work Health and Safety

DESIRABLE CHARACTERISTICS

Attributes/Experience  An understanding of the role of the SACE Board of South Australia as a statutory authority, including knowledge of the legislation, Strategic Plan priorities for the organisation, and the Board and committee structures

4. ACKNOWLEDGEMENT

Chief Executive/Delegate Snezana Maio Signature Date 10 / 5 / 17

Employee Name Signature Date

Ref: A640903, 1.0 2 of 2 Last Updated: 5/05/2017 9:50 AM