Workforce Profile Risk Assessment

• Support organisational units to plan for future workforce and capability requirements and analyse workforce profile risk in the context of:
  1. the Higher Education Standards Framework, Threshold Standards and associated guides
  2. the ACU Strategic Plan
  3. VC Priorities.

• Produce a range of workforce data and reports to support organisational decision-making and performance measurement/reporting for internal and external purposes, including internal Staff Trend Report and other monthly/ quarterly supporting organisational reports.
• Publish workforce data and reports in Business Intelligence dashboards, Staff Connect and/or communicate to relevant stakeholders.

Change Management

• Support minor and major change in the University including:
  1. assist change lead in developing the change plan
  2. update HR system/s consistent with approved change
  3. prepare employment documents associated with change, including formal placement and notice letters.
• Undertake job evaluations for new positions, significantly revised positions and positions associated with organisational change.

Redeployment Services

• Provide a redeployment service to staff arising from organisational change, including identification of suitable alternative employment opportunities and support for staff affected by change.

Recruitment and Selection

• Deliver professional end-to-end recruitment and onboarding service which:
  1. supports hiring managers with job design, job evaluation, appointment type, recruitment sourcing options, work rights, working with children check and visas (including visa processing as required) and probation inclusions
  2. provides candidate care and experience in partnership with the hiring manager
  3. provides offers of employment and initiates the onboarding of new staff in partnership with the hiring manager.

Staff Induction

• Manage continuous review and update of U@ACU program for organisational relevance and new staff experience
• Manage online compliance programs for new staff and ensure organisational and legislative relevance
• Monitor, analyse, report and make recommendations to maintain effectiveness of ACU induction.

• Design and deliver engaging and relevant learning and development programs which support leadership and performance development aligned to the Academic Performance Matrices and Evidence (APME) and/or Capability Development Framework (CDF), Staff Code of Conduct and organisational strategy and Mission.

• Provide advice and support services to all staff on Level 2 HR matters referred to HR via the University’s customer service management system (Service Central) (Level 1 HR service via Service Central is delivered by the Service Central team with support from HR through the availability of resources and provision of feedback and training as required).
• Action relevant people management processes to support the University’s management of its people and workforce data.

• Support and guide HR and supervisors managing complex staffing issues and escalated cases involving, but not limited to, unsatisfactory performance, non-confirmation of probation, grievances, misconduct or serious misconduct, complaints of bullying and/or harassment and/or medical concerns.
• Undertake and/or provide advice regarding investigations in relation to staff complaints, allegations of misconduct or serious misconduct, bullying, discrimination and harassment.
• Implement best practice dispute management process in line with the ACU Staff Enterprise Agreement Dispute Settlement Procedure.

• Develop and inform employment policy, procedure, risk management and practice at the University, in line with current employment law and best practice.
• Manage the timely review and revision of HR policies in collaboration with relevant experts and stakeholders:
  1. Post-implementation of new ACU Staff Enterprise Agreement
  2. Annually where required due to external requirements
  3. On a regular and cyclical basis.
• Maintain knowledge articles contained in Service Central knowledgebase to enable staff and supervisors to access current information on common HR queries.
• Inform ACU staff of HR policies, procedures and guidelines including changes through a range of channels and/or activities.

Academic Promotions

• Annually deliver and administer an effective and efficient Academic Promotions process consistent with policy, procedure and guidelines.
• Deliver associated information sessions to eligible academic staff and academic supervisors.

Performance and Development

• Deliver an effective and efficient performance and development process for all staff aligned to strategic priorities.
• Provide guidance for managing performance/unsatisfactory performance.

• Deliver an effective and efficient payroll service that provides:
  1. timely and accurate payroll processing
  2. correct and timely deposits to appropriate accounts
  3. a range of reports produced and reconciled including compliance, month-/year-/financial year-end
  4. activities supporting payroll accounting
  5. effective mitigation of risks, application of rules such as taxation and sound audit controls through the payroll system.
• Manage external third-party arrangements (i.e. ATO, Centrelink, etc.).

• Manage staff information and processes associated with superannuation and salary packaging for the period of staff members’ employment from commencement to exiting.
• Manage external third-party arrangements with UniSuper and salary packaging provider.
• Promote services through staff communications and coordinating the UniSuper On Campus Consultant Service and information Sessions.
• Validate all changes to staff members’ circumstances in relation to employee/employer contributions (variance management).

• Manage the separation of employment and termination process, including administering termination payments and notifying relevant stakeholders of staff separations to enable them to undertake necessary actions. 

• Develop source systems in the context of University, regulatory and compliance requirements.
• Deliver self-service to enable staff to access, update and request changes to staff and employment information.
• Manage organisational structure, position attributes, employee records and data, ensuring data integrity to support University-wide processes and activities.

• In collaboration with a range of stakeholders, lead, develop, implement, review and update people management practices associated with equity, gender equality, diversity and inclusion.
• Support the delivery of the Aboriginal and Torres Strait Islander (ATSI) Peoples Employment Strategy.
• Provide expert advice and support to all areas of the University on equity, inclusion and diversity matters.

• Business ownership and management of enterprise HR systems, ensuring effective governance and compliance through the testing and implementation of scheduled system maintenance, legislative updates and implementation of ACU’s Enterprise Agreement and other industrial requirements.
• Provide system administration-related services by subject matter experts relating to data storage and reporting, systems security profiles and permissions and systems integration with HR and other University systems.

• Provide specialist advice, guidance and support to staff and managers to achieve a safe and timely return to work for injured employees in accordance with relevant legislative and regulatory frameworks.
• Provide education and awareness sessions on management responsibilities associated with Workers’ Compensation and Return to Work management to facilitate the return to work of a staff member at the earliest feasible time.