Job Brief:

●        Permanent full-time position

●       Working Hours: 38 hours per week Monday to Friday

●       Salary Range: 90,000 per year + superannuation

●       Location of Employment: Unit 43/52 Parramatta Rd, Homebush NSW 2140

 

About the Business

Staff Domain Inc. is in the Business Process Outsourcing (BPO) sector/industry.

Staff Domain is one of the top Business Process Offshoring (BPO) organizations in the world for small and medium businesses. It continues to enhance the BPO landscape for SMEs, by providing a smart, seamless, and transparent offshore outsourcing solution businesses can trust.

We currently have three employment markets. Manila, The Philippines where we built our first state-of-the-art facility that is now home to the country’s best accountants, recruiters, marketers, tech engineers, and more. Our second employment market is in Randburg, South Africa. Finally, India. An exceptional location for talent in IT and development. With three international locations, you have a huge talent pool increasing your chances of finding the absolute best person for any job.

With support teams in Australia, North America, and Hong Kong.

Responsibilities:

The Human Resource Director will report to the Director and Chief Finance Officer and will have the following responsibilities, including:

Primary Function: Strategically align human resources policies, practices, and initiatives with organizational objectives while fostering a positive work culture, facilitating talent acquisition and retention, managing employee relations, ensuring maximum workforce productivity, and ensuring compliance with relevant laws and regulations.

 

Essential Functions and Responsibilities:

Executive Leadership and Strategic Planning

·        Serve as a key advisor on human capital matters by providing valuable insights and recommendations regarding the company's workforce and talent management strategies.

·        Ensure that human capital strategies are aligned with the company's overall strategic objectives.

·        Understand the organization's goals and direction to provide guidance on how to optimize the workforce to support these objectives.

·        Evaluate complex issues and situations, considering various factors such as legal requirements, industry trends, and organizational needs, to make informed decisions that benefit the company and its employees.

·        Responsible for building and developing a high-performing HR team capable of delivering results and driving organizational success.

·        Identifies and mitigates HR-related risks that could impact the organization's reputation, financial performance, or legal compliance. They implement policies and procedures to minimize risks related to employee relations, compliance issues, and workforce management.

·        Define and track key performance indicators relevant to different departments and roles within the organization.

·        Establish measurable goals and benchmarks to assess productivity levels and performance outcomes.

·        Allocate resources strategically based on business priorities, workforce needs, and performance expectations.

·        Identify areas where resources are underutilized or overextended and reallocate them to maximize efficiency and effectiveness.

 

Talent Acquisition

·        Identify critical skills and competencies needed for the company's future success, as well as implementing strategies to recruit and nurture talent effectively.

·        Collaborate with department heads and senior management to understand current and future staffing needs based on organizational goals and objectives. Conduct workforce planning to identify gaps in talent and develop strategies to address them.

·        Develop comprehensive recruitment strategies aligned with the organization's business objectives. This involves determining the most effective sourcing channels, leveraging employer branding initiatives, and utilizing recruitment technology.

·        Work to enhance the organization's employer brand and reputation as an employer of choice.

·        Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding, to attract and retain top talent.

 

Employee Relations

·        Implement policies, procedures, and practices to promote effective communication, resolve conflicts, and maintain a harmonious workplace.

·        Develop processes for handling employee grievances and complaints in a fair and timely manner. Ensure that employees feel comfortable raising concerns and that grievances are addressed promptly and confidentially.

·        Establish disciplinary procedures for addressing misconduct or performance issues in accordance with organizational policies and legal requirements.

·        Ensure that disciplinary actions are applied consistently and fairly and that employees understand the consequences of their actions.

·        Assist with performance coaching, feedback delivery, and performance improvement plans as needed to address performance issues and promote accountability.

 

Performance Management

·        Designing, implementing, and evaluating systems and processes to ensure employees are effectively contributing to the achievement of organizational goals.

·        Work with department heads and managers to establish clear, specific, and measurable performance goals and objectives for each employee aligned with the organization's strategic priorities.

·        Design and administer performance appraisal processes to evaluate employee performance against established goals and expectations.

·        Coordinate training and development programs to enhance employees' skills, knowledge, and competencies.

·        Identify training needs based on performance appraisal results and strategic priorities, and offer opportunities for professional development to address those needs.

·        Regularly review and evaluate the effectiveness of performance management processes and practices.

 

HR Compliance

·        Develop and implement HR policies, procedures, and practices that comply with applicable laws and regulations. This may include creating employee handbooks, codes of conduct, anti-discrimination and harassment policies, and procedures for handling grievances and complaints.

·        Ensure that recruitment and hiring practices comply with equal employment opportunity laws and regulations to prevent discrimination based on factors such as race, color, religion, sex, national origin, age, or disability.

·        Administer employee benefits and leave programs in compliance with employment laws and regulations and ensure that employees are provided with the required benefits and leave entitlements and that benefit plans are administered according to legal requirements.

·        Implement measures to safeguard employee data and ensure compliance with data protection requirements.

·        Conduct regular audits and assessments of HR practices and processes to identify compliance gaps and areas for improvement.

·        Take corrective action to address non-compliance issues and implement preventive measures to minimize legal risks.

Skills Required:

Successful applicants must have:

·        At least five years of progressive Human Resources Management experience

·        Bachelor’s Degree (or international equivalent) in Human Resources, Psychology, Business Management or related field

·        Strong leadership, organization, and self-motivation skills

·        Unwavering commitment to - and leadership of - business ethics, integrity, and appropriate professional confidentiality

·        Fluency in reading, writing, and speaking English

·        Computer proficiency including expertise in all Microsoft Office products

·        Ability to multi-task including flexibility to quickly respond to a dynamic operation

 

Apply now to become a part of an industry leader and contribute to shaping the future of HR practices at Staff Domain Pty Ltd!      .