People DivisionProvide strategic and operational HR advice, with a strong focus on building manager capability, and supporting workforce planning and strategic recruitment planning.Coach and guide managers on workforce and people issues (including support for issues requiring local management action), and where appropriate triage complex people issues to broader People Division teams.Work under limited direction and use sound judgement to ensure line management is briefed on emerging issues on park and complex issues referred into subject matters experts where required.SalaryEL 1 - $120,290 - $129,379 per annum plus superannuation
LocationCanberra, ACT, Darwin, NT
Identified position
This position is an 'Identified' position which signifies that the role has a strong involvement in issues relating to Aboriginal and Torres Strait Islander people.
The successful applicant must have an understanding of the issues affecting Aboriginal and/or Torres Strait Islander people and an ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander People.
Who we are
Parks Australia has a geographically dispersed workforce with diverse skills, and distinct local challenges and opportunities.
Our national parks range from Christmas Island and Pulu Keeling, far out in the Indian Ocean, to Norfolk Island in the Pacific.
Three of our national parks are jointly managed with Traditional Owners - Booderee on the NSW south coast and World Heritage-listed Kakadu and Uluru-Kata Tjuta National Parks in the Northern Territory.
We also manage a network of 60 Marine Parks and the Australian National Botanic Gardens in Canberra.
The Job
We are looking for accomplished HR practitioners to offer strategic and complex operational HR support for the Parks Australia Division.
It is expected we will have two vacancies to fill.
The primary focus of these roles is to provide strategic HR advice, undertake workforce projects, provide coaching and guidance to managers on park to handle people and workforce-related matters.
Additionally, it involves directly assisting the Park Manager to implement tailored people initiatives that align with the unique needs of each park.
Working in partnership with DCCEEW People Division and the park management teams, the successful candidates will:provide strategic and operational HR advice, relative to your HR experience, to the Parks leadership team, with a strong focus on building manager capability, and supporting workforce planning and strategic recruitment planning,in conjunction with the relevant People Division teams, coach and guide managers on workforce and people issues (including support for issues requiring local management action), and where appropriate triage complex people issues to broader People Division teams, such as People Support or Professional and Ethical Standards or Workplace Relations,work under limited direction and use sound judgement to ensure line management is briefed on emerging issues on park and complex issues referred into subject matters experts where required,contribute to the implementation of the Parks Workforce and Culture Action Plan,identify workforce trends and issues through observation on park and analysis of workforce and census data, and feed insights into broader strategy/initiative development,provide on-park support to the park/s to meet with managers and staff and facilitate workshops on various HR topics,promote the services of other People Division functions and contribute to building relationships between Parks and the broader Enabling Services Group,refine and improve the delivery of HR services and support on park (including contributing to broader HR policies and frameworks and sharing insights/building knowledge of Park's unique challenges with People Division colleagues).What we are looking forKnowledge and experienceHighly developed cultural competency (or ability to quickly learn) and a demonstrated capacity to work with and communicate sensitively with First Nations peoples.Demonstrated knowledge and experience interpreting and applying HR legislation and policies, and contemporary HR practices including workforce planning.Relevant HR qualifications and experience is highly desirable.Skills and capabilitiesExceptional communication, engagement and interpersonal skills with a proven ability to build collaborative relationships in a culturally diverse environment.The ability to manage complex relationships, and exercise good judgement, confidentiality and discretion on complex and sensitive HR issues.The ability to think strategically, take a solutions-focused approach and demonstrate initiative, innovation and agility to achieve results and provide quality and timely advice.The ability to be self-aware and foster respect and inclusion in the workplace.Well-developed leadership, coaching and mentoring skills.Strong conflict management and negotiation skills and ability to influence others to achieve outcomes and deescalate challenging situations.A high level of personal integrity and adherence to the DRIVE leadership behaviours, the APS Values and Code of Conduct.Desirable QualificationsRelevant HR qualifications and experience is highly desirable.Eligibility and other requirementsCitizenshipTo be eligible for employment with the Department of Climate Change, Energy, the Environment and Water you must be an Australian citizen.
Security ClearanceThis position requires a Baseline Vetting security clearance.
You will be required to obtain and maintain a clearance at this level.
Pre-employment CheckYour suitability for employment will be assessed through a pre-employment screening process.
This process includes a requirement to undergo and satisfy a National Police Check, referee checks, character clearance and where required a pre-employment medical assessment, specified mandatory qualification(s) validation and a probation period of 6 months.
For additional information, please read the Job Description below.Candidate Information Pack (PDF) Opens in new window
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