The Role

The Director of People & Culture will serve as a key member of the Executive Leadership Team (ELT) guiding BDI’s people strategy, culture transformation and organisational development. The purpose of this position is to lead the development of best practice human capital management to drive a value-based, strategically aligned and high performing workforce that delivers outcomes for the Black Dog Institute. This role will have a primary focus on leading and managing change initiatives that support growth, adaptability and the optimisation of the workforce at BDI whilst ensuring alignment with business goals and values.

The Director of People & Culture will oversee the development and execution of comprehensive people strategies, focusing on continually enhancing organisational culture and ways of working in alignment with BDI values, strategic workforce planning and management, talent acquisition, leadership development, employee engagement, diversity, equity, inclusion and belonging, organisational development, performance development, and succession planning.

Reporting to the Chief Operating Officer, this role will be responsible for planning, developing and providing strategies for all aspects of People’s function.

The Director of People & Culture will nurture and develop the relationship with UNSW HR and will also be accountable for ER compliance and mitigating and managing risk across the HR operational function. In addition it will also provide sound advice and recommendations relating to all ER activities ensuring policies and procedures are aligned to support organisational change and continual improvement.

Duties & Responsibilities

1. Executive and Team Leadership –coaching and support

• Playing an active role in the strategic deliberations and planning as part of the BDI Executive Leadership Team.

• Lead each member of the People team by providing appropriate expert advice, coaching, support and guidance where needed.

• Execute Black Dog’s business partnering function by providing strategic advice supporting progress towards P&C strategic objectives.

• Lead the entire spectrum of Talent Management processes from acquisition to retention. This includes developing innovative TA strategies, enhancing employee engagement, fostering professional development, and managing performance to ensure the Institute attracts and retains talent.

• Manage day to day activities, conduct performance reviews and provide constructive feedback across the team.

• Oversee and review the most appropriate and operating model for the P&C team

• Lead the Diversity and Inclusion strategy providing support to the working group and D&I initiatives.

• Support progress towards becoming a trusted partner to First Nations communities. Oversee the submission and implementation of the Innovate RAP with line management of the Reconciliation Action Officer.

• Partner with senior leadership to build leadership capabilities that promote a culture of accountability, innovation and high performance.

2. People & Culture – Strategy & Planning

Culture

• Continually enhancing organisational culture, employee engagement and ways of working in alignment with BDI values.

• Ensure that people and culture initiatives are integrated into broader business strategies serving as a thought partner to other directorates to align priorities .

• Support the development of a robust culture through role modelling Institute values and the behaviours which drive this culture.

• Be a Champion of an organisational culture that is inclusive and diverse to create a workplace where every employee feels welcomed, valued, and respected.

Strategic Workforce Planning & Strategy 

• Develop and implement the strategic workforce and people plans that align with the organisational strategic objectives and direction.

• Talent Acquisition, Retention and Management, including identification, development.

• Develop and execute strategies which drive performance, accountability

• Develop and execute strategies which result in BDI attracting, retaining and investing in the development of the best talent in our research areas of focus and in professional areas critical to enabling and supporting our growth and strategy and succession planning.

Development: 

• Organisational development

• Leadership development and organisational learning and development strategies

• Promote access to professional development and, where appropriate take the lead on planning organisational training

• Diversity, Equity, Inclusion & Belonging

• Aligned and engaged employee culture with a focus on Diversity, Equity and Inclusion (DEI) and innovation

• Ensuring diversity strategies incorporate First Nations perspectives, gender equity, community-driven approaches and lived-experience inclusion and culturally responsive frameworks into all of our processes.

3. People & Culture - Operations

• Lead and support change leadership and cultural engagement programs to ensure strategic alignment of goals and high staff engagement.

• Oversee the delivery of operational HR support for and advice to Executives and People Leaders on all employment lifecycle issues, including; Workforce Planning, Talent Management, Performance Management, Remuneration and Benefits, Employee/Industrial Relations, Learning and Development, Employee Success and Experience (onboarding and separation), Workplace Health & Wellbeing, Diversity, Equity & Inclusion (DEI) and Employee Value Proposition (EVP).

• Develop and take responsibility for the annual P&C budget management process

• Ensure accurate reporting of HR metrics and use data to make strategic recommendations that have a positive impact on retention and capacity building.

• Serve as a key advisor to the COO and ELT with the implementation of key change management strategies to improve employee and organisation engagement and performance.

• Oversee delivery of operational HR support for and advice to Executives and people leaders on all employment life-cycle.

• Manage and mitigate any employee relations-related risk by ensuring HR compliance with governance policies and procedures.

• Providing insightful crisis management advice when required.

• Review and analyse relevant external/employment trends and metrics to support progressive P&C recommendations and strategies.

• Assist in and contribute to the development of, and as necessary review and recommend changes to, BDI’s strategy, and operational plans.

• Coordinate the BDI Ways of Working behaviours in all P&C initiatives and policies.

• Manage and implement the P&C Internals comms strategy

• Provide support and advice, as required, across operations to drive continuous improvement of the HRIS and support integration of the HRIS with relevant systems across the business.

• Monitor and measure the success of change initiatives, using data-driven insights to continuously improve process and engagement.

4 Stakeholders Communication

• Collaborate and contribute to the strategic development of BDI and actively participate in relevant working groups and committees.

• Ensure all internal and external communications relating to People & Culture initiatives are aligned to the overall business strategy

• Represent People and Culture on the Senior management committees and forums where appropriate.

• Ensure that positive strategic relationships with relevant external partners such as UNSW are actively maintained.

• In times of crisis communication in relation to organisational change, or external challenges, provide strategic oversight and guidance on communication to minimise disruption, maintain employee engagement and protect the reputation of BDI

• Prepare board level presentations that summarise People & Culture initiatives, and trends in a way that it aligns with company goals and strategies. This may include recommendations for investment in relation to investments, risk management related to talent, and changes to employment law

• Serve as a strategic partner to the board and ELT providing insights and updates on key people issues and strategies that impact BDI’s overall performance, growth and compliance

5 Work Health and Safety

• Oversee all Work Health and Safety (WHS) and wellbeing matters, including policy review and compliance, injury management/workers' compensation, EAP, WHS Committee, and other WHS wellbeing training and initiatives.

Skills & Experience Required 

1. Tertiary qualification in a relevant discipline, and 10+ years of progressive experience in HR management with at least 5 years in a senior leadership role

2. Extensive experience in core and complex HR management services in a complex organisation.

3. Accustomed to advising and working closely with Executive team members and/or C-Suite level.

4. Strong and audience appropriate communication, interpersonal, and stakeholder management skills and demonstrated ability to inform, influence and negotiate successfully with a wide range of internal and external stakeholders.

5. Proven up to date knowledge in employee relations and experience implementing compliant HR governance policies.

6. Leadership experience with demonstrated capability to mentor, develop, and motivate the team to deliver value to stakeholders and customers.

7. Demonstrated advanced problem solving and planning and organisational ability to deliver results and enhance the value provided to Divisions in delivering their operational and strategic plans.

8. Demonstrated IT literacy comprising extensive experience with advanced knowledge of relevant programs (e.g. Microsoft Excel) and experience with enterprise systems.

9. Proven capability to implement and evaluate HR Metrics and strategies.

10. Track record of successfully leading diversity, equity and inclusion efforts and fostering an inclusive workplace culture Desirable Criteria

11. An understanding of risks to and promotional factors to workplace mental health

12. Experience in the Not-For-Profit sector.

13. Willing to travel from time to time

EEO Statement
Black Dog Institute is committed to achieving a diverse and inclusive workforce that reflects our wider community. We ensure equal employment opportunity for all, regardless of age, appearance, carer status, cultural and/or racial background, disability, gender identity, lived experience, religion or sexual orientation. 
 

How to Apply 
To become a part of the Black Dog Institute team, follow the link to ELMO to apply and submit your most up to date resume. If you are shortlisted for the role, we will call you and let you know you are successful. Please do not respond to any suspicious emails requesting you to upload your ID or personal details. We are a 2022 Circle Back Initiative Employer and commit to respond to every applicant.