Caroline Morel

As the Lead HR Advisor, I am responsible for leading a small team to deliver service excellence by providing responsive, tailored, expert advice and coordination on core aspects of People & Culture services to DELWP. Key points of focus include HR policy advice and interpretation, complex HR case management, workforce change advice, and general management advice and coaching. Day to day responsibilities include but not limited to:

• Build and maintain effective business partnerships with leaders and managers across DELWP with a view to understanding, influencing, and negotiating the people-related business requirements of the different parts of the department and ensuring compliance with government and departmental policies and standards.
• Provide leadership and direction to direct reports and other junior colleagues within the HR Advisory Services team
• Provide responsive, specialist advice, evaluate and formulate customer-centric options for HR-related issues across DELWP.
• Collaborate on, contribute to, and manage the implementation of HR-related operational services and projects across DELWP.
• Build and maintain effective business partnerships with internal and external stakeholders to develop and maintain a solid understanding of HR-related initiatives (e.g., across the whole of Victorian government) and their implications and opportunities for different business areas across DELWP.
• Identify emerging complex or highly sensitive issues, risks and trends impacting on the successful achievement of objectives and priorities and develop innovative, customer-centric solutions and options.
• As an active member of People & Culture Division, contribute to the delivery of group and departmental priorities, and to building an inclusive and high performing workforce that is customer focussed, collaborative, professional and engaged.
• Exercised leadership capabilities by successfully motivating and inspiring others.
• Strengthened communication skills through regular interactions with others.
• Used strong analytical and problem-solving skills to develop effective solutions for challenging situations.

As the Snr HR Business Partner for Health & Biosecurity I am primarily responsible for the delivery of all strategic and HR operational services to our employees and our executive management teams across CSIRO through excellent service and trusted advice.

As the Snr HR Business Partner, I adopt an internal consulting approach and work in partnership with Business Units providing a range of services including workforce capability planning, occupational health and safety, employee relations, industrial relations, cultural improvement, recruitment and selection, learning and development interventions, workforce wellbeing initiatives, and workforce reporting. The responsibilities included below are indicative of the role, but by no means exhaustive:

• Provide technical and strategic advice to the Executive Management Team on people management and workforce planning issues.
• Ensure line managers are provided with the required support to assist with the resolution of workplace relations matters, including grievances, conducting workplace investigations and performance management.
• Drive employee performance initiatives including appraisal, reward programs, leadership development and workforce capability planning.
• Work with the leaders on organisational design, building strong internal succession plans, talent pipelines and identify business critical roles and development opportunities.
• Identify training and development gaps within the teams and liaise with the Learning & Capability team to implement strategies to address these deficiencies.
• Support line managers throughout the recruitment process, ensuring the key skills and attributes are recruited to deliver CSIRO’s business and diversity strategy, reflecting our client and the industry environment we work within.
• Act and work as a trusted advisor by providing professional, expert guidance and support to the business.
• Actively promote the Diversity and Inclusion Program by participating as a member of the D&I Committee to ensure initiatives are delivered according to the action plan.
• Provide specialist advice to address specific technical queries from internal clients and deliver appropriate solutions, in line with policies and processes.
• Identifies engagement actions for sector from feedback/surveys.
• Participated in team projects, demonstrating an ability to work collaboratively and effectively.
• Developed and maintained courteous and effective working relationships.
• Excellent communication skills, both verbal and written.
• Completed general labor tasks such as loading and unloading materials, cleaning up job sites and operating heavy machinery.
• Demonstrated leadership skills in managing projects from concept to completion.
• Used strong analytical and problem-solving skills to develop effective solutions for challenging situations.
• Resolved problems, improved operations and provided exceptional service.

• Expert and timely advice in relation to interpretation and application of company policies and procedures, employment-related legislation and industrial instruments
• Expert case management for complex employee relations matters such as performance counselling, investigations, bullying, harassment, conflict resolution and misconduct matters
• Establish and maintain effective working relationships with internal and external stakeholders including unions.
• Increasing capability of business leaders and human resource advisors in areas of employee and industrial relations through education, coaching and advice to enable self-management of employee relations matters.
• Support employees and management to settle employee disputes and workplace grievances by advising on and or arranging investigations, mediations or early resolution meetings.
• Participate and implement organisational reviews, restructures and realignments.
• Support business units with organisational change, development of Position Descriptions, including evaluation and classification of jobs.
• In consultation with Injury Management Team manage the health and wellbeing and return to work of employees.
• Administer and provide advice on remuneration issues, salary packaging and total remuneration packaging details required for governance, payroll and contracts of employment.
• Maintain Senior Officers remuneration schedule in accordance with the requirements of relevant legislation and governance requirements.

• s and realignments
• Support business units with organisational change and the development of Position Descriptions, including the evaluation and classification of jobs.
• In conjunction with the Injury Management Coordinator, manage employees injured in the workplace.
• Administer and provide advice on remuneration issues, salary packaging and total remuneration packaging details required for governance, payroll and contracts of employment
• Maintain the Senior Officers remuneration schedule in accordance with the requirements of relevant legislation and governance requirements

• Provision of sound advice on Policy and Award interpretation
• Conducting exit interviews and reporting major findings to senior HR management
• Providing advice and guidance to managers and supervisors in the resolution of employee disputes, queries and disciplinary matters
• Coordinate the recruitment and selection process
• Manage and maintain accurate information on the HRIS
• Provide general human resources advice and support to Council staff and other relevant stakeholders
• Ensure position descriptions are reviewed and updated in accordance with Council Guidelines and the Victorian Local Authorities Award 2001
• Prepare relevant correspondence, reports and documentation on recruitment, selection and general Human Resources related issues
• Process performance review documentation and reports
• Facilitated initiative to address disparities in hiring racial and ethnic minority applicants.
• Launched studies to improve alignment between components of organization and organizational framework.
• Met with staff to resolve difficult situations related to performance and conflict management.
• Guided leaders and employees as subject matter expert in areas of employee classification and compensation studies, talent management and training.