• Opportunity to work with an engaged community of educators - working to close the education gap
• Flexible work practices including options to WFH
• Allowance and time off for professional development

Teach For Australia would like to acknowledge the many Traditional Custodians of the lands throughout Australia. We pay our respects to their Elders past, present and emerging, for they hold the memories, the traditions, the culture and hopes of Australia's first peoples.

Teach For Australia's vision is an Australia where education gives every child greater choice for their future. The mission is to grow a community of leaders committed to equity for children and young people, by recruiting and developing exceptional people to teach and lead across Australian schools.

Teach For Australia provides:

• Opportunity to work with an engaged community of educators - working to close the education gap
• Flexible work practices, including the option to work from home
• Allowance towards professional development and generous leave options to support you both professionally and personally including: 14 weeks paid parental leave, purchased leave, study leave

Role Purpose

The People & Culture team lead the implementation of TFA’s People & Culture strategy and support the organisation’s wider strategic goals, through supporting teams and managers.

This role proactively oversees the People & Culture function to strategically partner with TFA’s workforce to design and deliver people and culture practices to achieve organisational goals.

Qualifications and Experience

Essential:

• Expert knowledge of Australian employment legislation, compliance standards and best practice across a national organisation
• Experience in managing a human resource function in a medium size organisation
• Extensive generalist human resource experience in a complex and evolving environment across; talent acquisition, remuneration & reward, performance management, change, employee relations, talent development, workforce planning, learning and development, and health safety and wellbeing.
• Tertiary qualification in relevant discipline and/or relevant professional experience.

Desirable:

• Experience as a user or a system administer of ELMO (HRIS);
• Experience as a people manager;
• Membership with Australian Human Resources Institute (AHRI), and actively undertaking professional development opportunities.

Skills, Attributes and Knowledge

Essential:

• ​​Capable and comfortable working at strategic and operational levels with ability to identify when additional external expertise is required.
• ​Understand the importance of and ensuring that all people and culture initiatives directly speak to, and support achievement of the organisation’s strategic goals.
• ​Strong ability to translate conceptual information into operational plans, including ability to think laterally and creatively to solve problems.
• ​Strong leadership orientation - proactive, self-starting, takes initiative and is a team player.
• ​Strong influencing, relationship management and communication skills, particularly with senior stakeholders.
• ​Demonstrated continuous improvement and learning orientation mindset.
• ​High level of diplomacy, professional integrity, ethics and discretion with a strong ability to remove your personal lens when assessing an organisational situation.
• ​Highly developed emotional intelligence, approachable and empathetic.
• ​Excellent project, change management and organisational skills.
• ​Sound judgement, particularly in respect of impact of change on people. ​

Primary Accountabilities

People & Culture Leadership:

• Supported by the Chief Operating Officer, lead the People & Culture function through the design and delivery of the People & Culture strategy to prioritise the delivery of value-add People & Culture solutions to aid achievement of organisational strategic objectives.
• Develop and implement annual People & Culture functional plan.
• Guide individual team workplans to achieve People & Culture Functional objectives.
• Mentor and coach, the People & Culture Advisor in the pursuit of their professional development and to achieve functional success.
• Act as the People & Culture subject matter expert and lead on all People & Culture projects and initiatives.

Business Partnering:

• Act as a trusted and highly knowledgeable partner for Executive Leaders, People Managers and the workforce through coaching, training and where available, use the application of tools to strengthen their individual capability in leadership to drive a strong and consistent application of people-related practices across the organisation.
• Draw upon extensive working knowledge of complex industrial relations topics in an Australian context to strategically advise on matters including, but not limited to:
• recruitment, performance development and management, change management, capability planning, employee engagement, workforce planning, learning and development, employee relations and health, safety and wellbeing.
• Identify the internal and external stakeholders with whom the function must collaborate with to achieve the strategy, anticipate their motivations, barriers, and competing needs and assist in supporting the priorities to ensure shared goals are set, and can be met.
• Research complex issues and develop solutions to resolve People & Culture related matters.

People & Culture Operations:

• Effectively manage the operational aspects of the P&C function, in line with overall P&C strategy
• Regularly audit and update HR policies and processes in line with legislative changes and best practice
• Ensure proactive compliance with employment legislation and oversee the update to processes and practices accordingly.
• Champion and deliver continuous improvement across the employee lifecycle.
• Introduce quarterly HR metrics reporting to leverage ELMO implementation.
• Oversee annual reporting to the Workplace Gender Equality Agency and other statutory bodies.
• Manage employee engagement initiatives including engagement surveys using appropriate tools and systems.
• Develop and lead the organisational onboarding program and seek to continuously improve that process.
• Lead and evolve TFA’s Employee Value Proposition.
• Lead and evolve TFA’s Learning and Development arrangements.
• Support and champion TFA’s Reconciliation journey.
• Support the implementation of the Diversity and Inclusion strategy.

Data governance:

• Actively engage in the functional maintenance and execution of TFA’s data strategy both proactively and as guided by the relevant people manager.

Reconciliation and DEIB (Diversity, Equity, Inclusion, and Belonging) Accountabilities 

• Demonstrate dedication to personal learning to further your understanding of R-DEIB, and understand how it pertains to your remit and your leadership. ​
• Model learning, growth, responsibility and accountability in your role as a leader in pursuing our R-DEIB commitments, seeking out diverse perspectives to inform your decision-making processes, where applicable.​
• Empower your staff/team to engage with R-DEIB initiatives connected to the role and dept remit, and encourage staff to seek out learning and leadership opportunities in driving forward this work.​
• Demonstrate openness, curiosity, and respect towards TFA’s commitment to Reconciliation, Diversity, Belonging and Inclusion in a way that aligns to your personal learning journey in a professional setting. This may include, but is not limited to; joining internal committees, engaging in professional learning sessions, supporting members of your team in their learnings, leaning into work in this space outside the scope of your role, supporting your Functional area to drive strategic Reconciliation/DEIB initiatives etc. 

A position description is attached.