People and Culture Advisor

Role Overview: We are seeking a pragmatic People and Culture Advisor with strong ER leadership to join our team. In this role, you will partner directly with Centres and our Network Leadership Teams (Area Managers / Regional Managers) to solve people issues directly in our Centres.  You will be skilled at pragmatic intervention, getting to the root of issues to ensure our Centres are places that people love to be.
 
Key Responsibilities:
 

1. Address Issues Promptly: Respond to any major / critical issues as they arise by attending Centres with conduct or behavior concerns. Lead the resolution directly with the team member, including conflict resolution, grievance handling, and conducting both informal and formal meetings with team members at all levels
2. Post-Issue Follow-Up: Follow up with Centres after issues have been addressed to ensure agreements are enacted and interventions have resolved the problems.
3. Data-Driven Culture Reviews: Use insights and data, in agreement with the Area Managers, to attend Centres with high turnover, low NPS, or ER issues. Conduct culture reviews to identify root causes and partner with Area Managers and Centre Leadership Teams to develop and implement solutions.
4. Psychological WC Investigations: Investigate and make recommendations where psychological workers’ compensation issues arise.
5. Thorough Investigations: Conduct all investigations within the State efficiently and thoroughly, ensuring clear plans for swift resolution and actioning any outcomes.
6. NWRI Management: Ensure all NWRI (Non-Work-Related Injuries) are managed appropriately, maintaining accurate medical records and understanding to mitigate risk.
7. Proactive Performance Conversations: Partner with Area Managers and Centre Managers to initiate early, meaningful, and documented conversations focused on improving performance. Role model effective communication techniques.
8. Individual Development Plans (IDPs): Collaborate with Area Managers and Centre Managers to create tailored IDPs for low-performing and Improvement Required Team. Ensure regular check-ins, provide feedback, and improve or resolve performance issues efficiently.
9. Training and Development: Provide training to Area Managers and Centre Leaders on positive performance management, team member lifecycle, and resolving people issues.
10. Identify High Performers: Identify high-performing Centre Leaders and Lead Educators who are natural people leaders.
11. Project Management: Lead projects such as team surveys to gather insights and drive improvements.

 
 
 
To be successful in this role you will:

• Be a confident decision maker; uses pragmatism to decipher the facts alongside company procedures / policies to ensure that a practical but fair solution is reached.
• Be a skilled communicator; being able to talk in an informal style, like you are talking to a friend. Making our processes easily understandable, not using HR jargon, so you are relatable  
• Have proven experience supporting a fast paced, blue collar, multi-site organisation.
• Have an eye for detail, you can identify patterns and trends.
• Be comfortable working in ambiguity, managing multiple priorities, having the ability to advise on multiple people matters with confidence
• Get a real sense of achievement from helping to solve people issues in a fair, pragmatic way.