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Human Resources Manager, People & Culture
The Human Resources Manager, People and Culture plays a key role in the delivery of strategic and tactical human resources support and services to the organization.
The role works with stakeholders and functional teams to develop and implement the people and culture strategy, which supports the execution of organizational people activities and initiatives across the organization.
Strategic planning and execution:
Play a key role in the development of the ACDC People and Culture plans and facilitate the execution of the plan to advance business performance. The plan will provide an integrated approach to leadership and employee development, talent reviews, succession planning and internal development to enable leaders to meet current and future performance requirements.
Provide change management consulting to support the successful execution of changes.
Work closely with other parts of the organization to ensure that initiatives and programs are consistent with the People and Culture Plan and are executed efficiently and effectively, tapping into resources and capability across the organization.
Develop and execute special HR projects to close gaps identified in the capacity, capability, and people component of the business organization.
Deliver client service:
Provide advice, guidance and practical support to developing and implementing strategies and plans for the management of organizational and team effectiveness, organization development, workforce planning, talent development, succession planning, attrition, and retention.
Lead implementation of HR strategies and programs, including employee engagement, performance and career development, and talent management.
Develop, roll out and support the execution of programs such as leadership development, succession planning, supervisory development, employee development, individual performance management and compensation.
Build, manage, and continuously improve the company-wide talent review process and tools to ensure a consistent bench of talent is in place for senior leadership and other critical roles across ACDC. Working with leaders to effectively manage talent and create robust succession pools at all levels of the organization from identification of talent through strong development and career planning.
Lead the work to identify and implement leadership assessments for development and career progression and support leaders in identifying learning and development opportunities and resources, programs, and tools to support employees’ development.
Build a development strategy including tools and programs to enhance employee short / long term careers and internal mobility and to enable Leaders to have effective development conversations with their teams.
Plan and coordinate the company wide individual performance management process, which includes goals setting, individual development plans, mid-year reviews and annual performance reviews.
Work with the HR Services team to support and coordinate execution by HRBPs with leaders of annual compensation activities, such as allocation and determination of bonus and merit increases.
Develop and implement plans based on change management processes to support the company-wide adoption and sustainment of people and leader development programs.
Gather feedback from clients regularly to ensure the alignment of planning, projects, services and support with business area needs.
Continuous Improvement:
Diagnose organization issues, identify interventions and work with leaders to facilitate improvement and change.
Influence and support the development and delivery of fit for purpose governance, programs, processes, and services within the different parts of the HR Department.
Qualifications, Experience, Skills and Attributes
Education and Work Experience:
Bachelor’s degree essential preferably in a business-related subject such as commerce, technical or human resources.
15 years of progressive HR generalist experience with significant experience working as a broad generalist with experience of specialist skills such as talent management, leadership development, employee engagement, change management, individual performance management, and organization development in combination with other business experience.
Must have demonstrated people leadership experience.
Experience working within an extractive or industrial organization with mature assets and remote sites.
Skills and Attributes:
Strong business sense with demonstrated understanding of the business.
Pragmatic and principled with a practical approach to problem solving and execution.
Ability to build and maintain strong relationships with a wide range of stakeholders including managers and employees.
Ability to work in a collaborative team environment.
Strong interpersonal skills including listening, verbal, and written communication skills; negotiation and influencing skills.
Possess curiosity, resilience and optimism in their work and in dealing with others.
Ability to consistently deliver a high level of service to managers and employees aligned with ACDC’s values and culture.
Demonstrated critical thinking to collect and analyze quantitative and qualitative data, interpret and promote findings that inform business decisions.
Ability to coach and guide others on effective management and direction of their staff to ensure their behaviors align with ACDC`s culture.
Systems knowledge (Microsoft Office, SAP, Analytics).
