JOB DESCRIPTION
Date:
October 2016
Position:
General Manager People and Culture
Responsible to:
Chief Executive
Key relationships:
Leadership Team
All WIAL Staff
External HR advisors/specialists
Recruitment Agencies
Direct Reports:
Executive Assistant
Administration Assistant
Primary Purpose of Position:
The GM People and Culture is responsible for co-ordinating and managing the human resource requirements of
WIAL, as well as managing the office administration functions of the company.
Additionally, the position reports to the CEO and is part of the Leadership Team. As such the person will be
involved in contributing to the strategic direction and performance of the company.
Key Responsibilities:
a) Human Resources
 Be the first point of contact for all HR related issues within WIAL and provide appropriate advice/seek
expert opinion on all HR related issues
 Develop relationships with external HR advisors/specialists to assist with HR related issues
 Support and process manage all HR related issues including disciplinary issues, performance issues
and complaints etc to ensure proper procedure is followed and the right outcome is achieved
 Support and process manage any organisational restructures or changes to ensure proper procedure
is followed
 Contribute to the development of key strategies for HR management, change management and
organisation development by:
o providing advice on the development and improvement of HR strategies and systems in
alignment with WIAL goals and objectives;
o contributing to change management and organisation development initiatives;
o assisting with continued development of organisational development plans for WIAL;
o and assisting with the development and implementation of improved systems for training,
development, and career and succession planning.
 Oversee the administration of the overall WIAL recruitment process by:
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o liaising with managers to ensure the recruitment administration process is managed effectively
in accordance with WIAL policies and legislative requirements, and within agreed timeframes;
o preparing draft advertisements, job descriptions and recruitment information for approval in
consultation with the hiring manager;
o liaising with agencies and the hiring manager regarding placement of recruitment
advertisements;
o ensuring job vacancies are posted on WIAL’s intranet;
o preparing draft interview questions with the hiring manager for interview panels;
o assisting with interviewing as required;
o creating Employment Agreements and associated documentation and ensuring these are
signed by all parties;
o and assisting to maintain accurate job descriptions by conducting regular reviews and analysis
of positions.
 Develop and roll out an annual HR plan for WIAL at the beginning of each financial year. The plan
will include:
o training needs analysis and plan
o performance management plan
- Key accountabilities process and timeline
- Biannual performance/Annual salary review process/timeline
- Salary review process and timeline
 Oversee the organisation of, and assist with, Collective Employment Agreement negotiations
 Ensure WIAL policies remain current
 Ensure communication remains open between the Executive Team and all WIAL staff
b)
People and Performance
 Take responsibility for the company’s culture and values, regularly reviewing these alongside the
Leadership team and assessing the company’s engagement with and uptake of these
 Monitor the performance management system and implement agreed improvements to the existing
performance management system by:
o ensuring that performance reviews are conducted in a timely manner and in compliance with
WIAL policy
o collating, summarising and safe keeping all staff performance review ratings and records
together with records and skill inventory including qualifications, achievements and
development plans
 Conduct a training needs analysis for key managers with the objective being to develop all managers
to be effective performance and people managers
 Oversee the staff engagement programme and follow-up action plan
 Oversee the implementation and administration of a company diversity policy
 Support the function of the WIAL Social Club
 Oversee the staff wellbeing programme
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 Be aware of general staff morale and work with staff to keep this at a high level
c)
Office Administration
 Manage the administration team and ensure they work cooperatively within all areas of WIAL so that
tasks are completed in a timely manner
 Ensure telephones are staffed and well serviced at all times
 Ensure the corporate office is supplied with all necessary supplies and materials, including liaison with
external suppliers as required
 Ensure staff long-service awards and significant staff occasions are recognised in accordance with
WIAL company policy
 Oversee the organisation of the WIAL Induction process for new employees
d)
Financial Management
 Contribute to the preparation of, and deliver upon, WIAL financial budgets and projections
 Successfully manage cost centre budgets, achieving all feasible savings and preventing any
unapproved cost over-runs
e)
Staff Management
 Lead, coach, motivate and develop a high-performance team and ensure robust competency profiles,
development and succession plans are in place for all staff
 Annual key performance indicators (KPIs) will be discussed, agreed and set after consultation between
the Business Unit Manager and the employee. KPIs will be reviewed quarterly and annually.
 Live and lead through organisational values, role modelling these for others
f)
Other
 Maintain personal awareness of current professional and industry best-practice, skills and trends for
potential benefit to the company
The above list is not exhaustive – due to business needs, individuals may be required to carry out additional
duties.
Safety
It is important for all staff to:

Ensure a thorough knowledge and understanding of all appropriate safety responsibilities as detailed in the
WIAL Safety Management Systems Manual, WIAL Exposition and WIAL Health & Safety Manual

Report all accidents, incidents, hazards or potential hazards to staff and the public within the terminal
precinct

Be an active and willing representative from their section or work group in achieving Health and Safety best
practices

Achieve performance standards in the Health and Safety Management System as part of their performance
requirements

Undergo Health and Safety training and annual refresher course in Health and Safety best practices
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
Health and Safety performance targets will be set annually. To achieve these targets, an annual Health
and Safety Plan will be developed and promulgated. Employee contribution and performance will be
measured against the annual Health and Safety targets and successful implementation of the plan
The GM People and Culture must:

Ensure all staff undertake workstation assessments under OSH procedures

Purchase necessary office equipment to ensure H&S standards are complied with

Identify the health and safety training needs in their area of responsibility
Key Performance Indicators
Annual key performance indicators (KPIs) will be discussed, agreed and set after consultation between the
Department Manager and the employee. KPIs will be reviewed every six months.
Key Competencies Required:

Practical experience in general HR

A relevant tertiary qualification in HR or a related field is desirable

Ability to think strategically, logically and methodically

Ability to work in consultative and team environments

Ability to work under pressure

Well-developed influencing and negotiating skills

Relates well and deals effectively with a wide range of people

Communicates effectively in the written and spoken word

Able to plan, organise and prioritise work

Responds quickly and effectively to emergencies

Innovative, flexible and results orientated

Excellent computer and keyboard skills

Trustworthy, ethical and committed to confidentiality
It is the responsibility of each individual to ensure personal health, safety and welfare and that of others who
may be affected by individual’s actions.
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