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POSITION DESCRIPTION

Position Title: Human Resources OfficerIssue / Review Date: August 2015Department: People and CultureResponsible To: Manager, People and Culture

Organisational Context

“Vicdeaf’s vision is for access and equity for Deaf and hard of hearing people”The Victorian Deaf Society (Vicdeaf) provides information, programs, skills development and education to over 16,000 deaf and hard of hearing adults each year through its diverse range of services across Victoria.

Established in 1884, Vicdeaf is a progressive community service organisation that provides relevant, responsive and accessible services so that people who are deaf or hard of hearing can enjoy equal opportunities across all areas of life.

Position PurposeThe Human Resources Officer position will be responsible for assisting the General Manager, People and Culture with the implementation, administration and ongoing coordination of all major HR functions including recruitment, training and development, health and safety, employee relations, HRIS and general HR duties.

KRA: On boarding - Recruitment, selection, appointment and induction Manage the on boarding processes

Actions Performance Indicators Manage the recruitment process using

Vicdeaf’s recruiter portal within LinkedIn including sourcing candidates and short listing

Develop and post job advertisements including PDs on the Vicdeaf website

Maintain Vicdeaf’s Work With Us webpage and any other career webpages/profiles (e.g. Career Page on LinkedIn)

Arrange and/or participate in interviews with candidates and department managers

Create new employee files, employment contracts and Induction Kits to send to successful candidates

Manage police checks and other compliance checks as required ie (WWC)

Provide all relevant paperwork to Payroll to set up new employees and change conditions to existing employees.

Smooth and timely recruitment process using LinkedIn and Vicdeaf website

Vicdeaf’s Job Opportunities webpage and any other career webpages/profiles (e.g. Career Page on LinkedIn) are maintained

Contracts and inductions kits are prepared and received by the successful candidate prior to their commencement.

Ensure all paperwork is correctly received and tracked

All new employee police checks and other compliance checks are processed within a timely manner and the results recorded on the compliance checks database

Variations to employment contracts are discussed with the Manager and tracked

of 2PD-HRO (PC) Issue: 05Controlled Copy Next Review Date: AUG 2016


Liaise with managers regarding employment contract variations.

KRA: InductionCoordination of the Staff Induction Program

Actions Performance Indicators Establish 3 Induction Sessions per year for

new staff Liaise with all presenters and interpreters Set-up room, material preparation and

participant notification.

The Induction Session dates are organised and communicated to managers and staff well in advance.

Feedback from induction sessions is good

KRA: Policies, Procedures and Projects Assist with the development of policies and procedures and special projects.

Actions Performance Indicators Assist with the development of new policies

and procedures or update current policies. Undertake special projects as outlined in the

HR business plan or based on feedback from the staff satisfaction surveys

Policies and procedures are established within a timely manner and are legislatively correct.

Current policies are reviewed as required based on changes to legislation and best work practices.

KRA: OH&SProvide assistance when required with OH&S to ensure organisation compliance is achieved.

Actions Performance Indicators Organise annual first aid training for

designated first aiders. Organise ergonomic assessments if required. Organise annual flu vaccinations. Promote Employee Assistance Program

regularly Assist with the management of OH&S

including keeping up to date staff member’s responsibilities of Fire Wardens, First Aiders and OH&S Committee members

Ensure that the OHS, Fire Warden and First Aiders notices are updated.

Attend OH&S meetings and take minutes and save in W drive.

Training is organised as needed. Ergonomic Assessments are organised Flu vaccinations are organized Employee Assistance Program is promoted

regularly OHS, Fire Warden and First Aiders notices are

updated.

KRA: Training & DevelopmentCoordination of Internal Training and Development Program

Actions Performance Indicators Identify training needs of employees through Review of staff PPRs has been conducted.



an annual review of staff PPRs Establish training opportunities at Vicdeaf as

required Organise all aspects of the in-house and

training sessions, i.e. room set up, materials preparation and participant notification.

Send out E-Learning Resources to new staff (OH&S and Bulling and harassment) and ensure completion

Training session dates and times are organised and communicated to staff.

Training providers and interpreters are booked and confirmed.

Training is successfully promoted and all training courses have the required numbers to run.

Training courses are evaluated for their effectiveness based on the feedback forms and changes made as required

KRA: HR Administration Support/ProjectsProvide administrative support to the Manager, People and Culture

Actions Performance Indicators Analyse data and create reports for the

annual Staff Satisfaction Survey and Senior Management Team (SMT) Satisfaction Survey.

Manage monthly HR KPI reports. Create regular People, Culture & Quality e-

news with job advertisements, staff movements etc on an adhoc basis.

Respond to correspondence and general HR enquires from staff and managers

Create and maintain employee personnel files (including electronic) in accordance with existing policies.

Undertake other administrative tasks such as sorting mail, filing, scanning and photocopying as required.

Undertake research and other special projects as directed.

Keep a record of and organise the staff service awards on an ongoing basis

Manage the application for Employee Assistance Fund (EAF) for eligible staff and on approval, send confirmation to Auslan Connections.

Staff and SMT Satisfaction Survey Reports are completed within a timely manner.

KPI reports are completed monthly TalkAbout contributions are done regularly People, Culture & Quality e-news are published

regularly Accurate information is sourced and provided to

staff. High quality documents are produced in a timely

manner and all correspondence and queries appropriately dealt with in a timely manner.

Employee personnel files are current and up to date.

Additional duties requested by the Manager are undertaken and completed within requested time frames.

KRA: Additional DutiesUndertake additional duties in accordance with role expectations

Actions Performance Indicators Actively participate and contribute in team

meetings. Attend team meetings and participate as



Participate in training and personal development opportunities in accordance with the performance/career development procedure.

Take an active role in creating a safe and healthy work environment.

Perform duties in accordance with relevant Occupational health and Safety and Equal Employment Legislation.

practicable. Performance appraisals are undertaken on an

annual basis and a training and development plan generated from this process.

Job Competencies Knowledge of HR and employee relations practices and procedures Ability to interpret awards and enterprise agreements Demonstrated experience in providing administrative support Well developed communication skills, including written and verbal methods of communication Well developed personal organisational and time management skills Competent use of Microsoft office Suite and the ability to learn new software packages. Ability to exercise confidentiality, tact and discretion Numeracy skills Developed analytical and problem solving skills.

Core Values Integrity, Respect, Accountability, Diversity and Excellence

Personal Competencies Commitment to customer focused service. Ability to work independently with minimal direction. Ability to use initiative. Capacity and willingness to be flexible and adaptable (resilience) Willingness to learn Auslan and ability to use visual communication Maintain a positive attitude and demonstrate behaviors that support the values of the People Culture

and Quality team and Vicdeaf.

Key Interfaces General Manager, People and Culture Senior Management Team Senior Quality Coordinator All staff External Contacts



I have read and understood the requirements of this position. I understand that my employment is based the position outlined above and adherence to Vicdeaf policies and procedures.

Staff Member: Date:


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