People & Culture Manager

Job description

• $149,739 - 173,174 + super
• Sydney CBD / hybrid - 3 days in office
• Permanent 

• Work with the executive to develop organisational culture objectives and a change management plan to achieve them.
• Manage the client relationship with the external service provider for payroll and personnel functions, monitoring performance and ensuring service delivery problems are addressed.
• Encourage and partner with managers to give priority to workforce planning and talent management, taking a collaborative approach to capability development and career path planning.
• Work with the executive to develop organisational culture objectives and a change management plan to achieve them. Work directly with the executive and the wider leadership group to manage organisational change programs.
• Establish process and outcome KPIs for the P&C function and for workforce management practice, implement data collection systems to track performance, monitor and report performance, and adjust or develop strategies based on findings.
• Model, monitor and maintain the highest standards of probity, accountability and consistency in the team’s work with stakeholders.
• Participate and contribute as a member of the leadership team, building and nurturing relationships with other divisions to achieve a coordinated approach to the functions and an integrated and collaborative culture.
• Provide guidance on job evaluation and classification matters using recognised methodologies (e.g. Mercer CED) to support consistent, transparent and defensible organisation design decisions.
• Support the application of classification and job evaluation principles in the development and review of position descriptions, ensuring alignment with NSW Government frameworks.

• Tertiary qualifications in Human Resources or a relevant discipline, or relevant equivalent experience
• Demonstrated experience in interpreting and applying employment legislation, industrial instruments and NSW public sector HR frameworks, including awards and conditions of employment, and the ability to provide clear, practical advice to managers and staff.
• Demonstrated experience in job evaluation and classification frameworks, with the ability to apply Mercer CED methodology to support high-quality, defensible workforce and organisational design decisions.
• Strong analytical and problem-solving skills, including the ability to use HR systems and workforce data to inform decision-making, reporting and continuous improvement in P&C services.