Key accountabilities of the role include:

Strategic People and Culture Leadership

• Develop, implement and monitor ACRRM’s People and Culture strategy, ensuring alignment with the College’s strategic plan, values and operating priorities.

• Provide high-quality strategic and operational advice to the CEO, COO and Executive Leadership Team on people, culture, workforce and employment matters.

• Lead the People and Culture function to deliver practical, contemporary and compliant HR services across the College.

• Identify emerging workforce risks, trends and opportunities and develop strategies to support organisational performance and sustainability.

• Contribute as a member of the Executive Leadership Team to whole of organisation planning, governance, risk management and decision making.

Workforce Planning and Organisational Design

• Lead workforce planning activities to ensure ACRRM has the capability, capacity and structure required to deliver its current and future priorities.

• Partner with executives and senior leaders to review organisational structures, role design, workforce needs and resourcing models.

• Provide advice and support on organisational design, restructures and workforce transition processes.

• Lead the people related aspects of organisational change, including consultation, communication, employee impacts, risk management and implementation planning.

• Ensure change processes are managed in accordance with relevant employment, industrial and consultation obligations.

Employee and Industrial Relations

• Provide expert advice on complex employee and industrial relations matters, including performance, conduct, grievances, workplace investigations, disputes and employment risk.

• Ensure employment practices comply with relevant legislation, industrial instruments, employment contracts, policies and procedural fairness requirements.

• Lead or oversee workplace investigations, disciplinary matters and formal employment processes.

• Manage employment related risks and support leaders to make fair and consistent decisions.

• Liaise with external advisors, legal representatives, unions, regulators or other parties as required.

Remuneration and Benefits

• Lead and oversee ACRRM’s remuneration framework and ensure that the College’s remuneration practices are transparent, financially sustainable and aligned with the organisation’s strategy, workforce needs and relevant employment obligations.

• Lead annual salary benchmarking and remuneration review processes, including the preparation of recommendations for executive and Board consideration.

• Provide advice on classification, role evaluation, salary positioning, benefits and employment conditions.

Leadership and Capability Development

• Lead the design and implementation of leadership, capability and performance frameworks that support a high-performing workforce.

• Partner with leaders to strengthen people management capability, accountability and confidence.

• Oversee the College’s performance development processes, including goal setting, feedback, performance reviews, performance improvement and development planning.

• Identify capability gaps and develop practical initiatives to build workforce capability across the College.

• Support succession planning, talent development and leadership development initiatives.

Culture, Engagement and Employee Experience

• Lead initiatives that strengthen the College’s culture, values, employee engagement and overall employee experience.

• Oversee key employee lifecycle processes, including recruitment, onboarding, development, retention and exit processes.

• Support initiatives that improve employee wellbeing, inclusion, communication and connection across the College.

HR Systems, Data and Frameworks

• Oversee the development, review and continuous improvement of HR policies, procedures, systems and processes.

• Ensure HR frameworks are practical, compliant, accessible and consistently applied.

• Lead the use of people data and workforce reporting to inform decision-making, planning and risk management.

• Identify opportunities to improve HR systems, data quality, process efficiency and the overall effectiveness of the People and Culture function.

Workplace Health and Safety

• Provide leadership and oversight of workplace health, safety and wellbeing matters in partnership with relevant internal stakeholders.

• Support the identification and management of psychosocial hazards and other people-related workplace risks.

• Ensure leaders understand and meet their responsibilities in relation to safe, respectful and healthy workplaces.

• Support injury management, return-to-work and workers’ compensation processes where required.

• Lead or support wellbeing initiatives that promote sustainable performance and employee health.