Sultan Mahmud

Alfred Health is the main provider of health services to people living in the inner southeast suburbs of Melbourne and is also a major provider of specialist services to people across Victoria. The health service operates three outstanding facilities, The Alfred, Caulfield, and Sandringham. Develop a Human Resources Management Strategy for the corporation that is responsive to the needs of a workforce operating in a remote area.

• Review and update the corporation's existing HR policies, procedures and systems to ensure they are in line with the Human Resources Management Strategy and the corporation's strategic plan.
• Provide high level advice, guidance and support to management and staff on all facets of the Human Resource function.

• Working with management (and staff), gain an understanding of the business and organisation, including strategic and business plans, to ensure advice and support provided meets the needs of the program/directorate and organisation.
• Provide high level support and guidance to managers in the planning and implementation of department restructures/realignments, ensuring they are in line with HR change principles and frameworks.
• Establish and maintain effective relationships with internal and external stakeholders to ensure quality outcomes.
• Identify opportunities for improvement in HR processes, procedures and policies, developing solutions and implementation strategies alongside colleagues and management to ensure alignment with relevant agreements, legislation and the objectives of the department.
• Develop and implement tools, procedures and practices that support the provision of service excellence and the education and up-skilling of managers to achieve effective outcomes.
• Manage stakeholder engagement by providing clear and concise communication, consultation and planning whilst managing risk and responsibilities across the organisation.
• Coaching and development by providing accurate and timely advice to managers with an emphasis on building skills and capabilities in the employee life cycle. Key areas include performance, leave management, ill/injured employees, succession planning, retention, conflict, grievances, training and facilitation.
• Complete other duties including specific project tasks from time to time, facilitation and presentation, as required to meet department expectations.
Employee Relation -

• Demonstrated proactive action in managing employee grievance issues, including maintaining up to date knowledge of the industrial relations sector and implementing current best practice
• Understanding of workplace relations legislation and modern award interpretation
• Ability to facilitate in-house mediations, investigations and effectively resolve employee disputes
• Managing matters involving the Fair Work Commission
• Experience managing union and union delegate relationships
• Employee relations experience commensurate with an ability to think logically, strategically and translate this into practical operational outcomes that include analysing and explaining the risk profile