Team Responsibilities

SydneyPeople is divided into HR teams that work together to service all your HR needs:

• HR Relationship Management
• HR Service Centre
• SydneyRecruitment
• Change and Devlopment - Learning Solutions
• Change and Development - Case Management Group
• Change and Development - Staff and Student Equal Opportunity Unit
• Change and Development - OHS and Injury Management
• Remuneration Strategy

HR Relationship Management

HR Relationship Management provides advice and guidance to academic and administrative clients on strategic and operational human resources issues impacting the University's performance.

The team manages the overall delivery of all SydneyPeople services to clients in:

• recruitment
• leadership/staff development
• remuneration and benefits
• workplace issue resolution
• staff payroll and benefits
• management information

Each member of the team has dual reporting lines. For example, a HR Relationship Manager reports to the Director, SydneyPeople and also has a dotted line relationship with the Deans they support. Relationships are managed as follows:

• Executive Deans work with Director, SydneyPeople
• Deans work with HR Relationship Managers
• Heads work with HR Relationship Co-ordinators

HR Service Centre

The HR Service Centre provides a centralised, consistent approach to the management and processing of all Human Resources related transactions for the duration of a staff member's employment with the University.

The HR Service Centre has two main responsibilities:

• Service Delivery - co-ordinating the processing of all individual staff transactions, administering payroll and benefits, answering queries and progressively moving towards full employee self-service.
• Management Decision Support – providing data to help faculties/units track performance and make decisions. The HR Service Centre is working towards providing a dashboard for monitoring trends and measuring outcomes.

The team aims to reduce the HR related administrative tasks performed by the broader University community, giving you more time to focus on teaching and research.

SydneyRecruitment

The SydneyRecruitment team manages the end-to-end recruitment of staff and the on-boarding of new staff. The team helps the University to attract the best candidates and enhance the University brand.

Enabled by branding expertise, innovative sourcing and technology, SydneyRecruitment supports hiring managers permanent and contract recruitment, level D&E recruitment, asual recruitment (Unistaff). Services include:

• providing advice on sourcing strategies
• drafting and placement of recruitment ads
• selection process management
• candidate care and managing documentation.

SydneyRecruitment plays a strategic role in ensuring the University’s overall workforce planning and talent management objectives are achieved through:

• Employment branding
• Strategic ‘proactive’ and ‘passive’ sourcing
• Building ‘on demand’ and future ‘pipelines’ of talent
• Relationships with external providers.

Access is provided through the SydneyRecruitment portal for internal staff and external candidates to search and apply for vacant positions or to register with the University's talent pool.

Your first point of contact is your HR Relationship Team who will then liaise with the relevant recruitment/search specialist.

Change and Development - Learning Solutions

Learning Solutions builds and enhances the University's capabilities through proactive development of internal talent, leadership and staff training, particularly during times of change. Learning Solutions has a broad charter of supporting the University’s growth and sustainable capability through:

• Professional development
• A strategy and programs to enhance leadership capability at all levels of the University, with an emphasis on Heads and Deans
• A pro-active talent management approach that identifies a talent pool of potential leaders to be developed for key positions in the University
• Effective change leadership and change management process.

Learning Solutions uses ‘insourced’ development programs and expert trainers from external professional bodies.

For information about Learning Solutions training programs and initiatives, contact specialist staff direct or visit the Learning Solutions website. For management information, contact your HR Relationship Manager.

Change and Development - Case Management Group

The Case Management Group (CMG) is responsible for providing supervisors and managers with advice and support to ensure staffing issues are managed and resolved fairly, efficiently and effectively within a reasonable timeframe. The CMG is comprised of specialist staff who have expertise in:

• Performance management
• bullying and intimidation
• workplace conflict
• non-work related health matters
• disciplinary matters.

The CMG is a resource for supervisors and managers to obtain advice about:

• their rights as managers and supervisors, including appropriate and reasonable expectations of staff
• their legal obligations, including their personal responsibilities under different legislation
• the support provided by the University (through the CMG), such as early intervention, mediation and problem solving.

The CMG also increases general awareness of workplace issues through management training.

For confidential enquiries and more information, contact your faculty/unit's case management coordinator.

Change and Development - Staff and Student Equal Opportunity Unit

The Staff and Student Equal Opportunity Unit (SSEO) ensures the principles of workforce diversity and EEO are embraced across the University.

The team:

• Train staff in Equal Opportunity principles and practices.
• Manage discrimination complaints from staff and students.
• Report on the University’s compliance with equal opportunity targets.
• Conduct programs to redress representation of equity groups in the University.

Contact specialist staff direct with confidential enquiries. For management information, contact your HR Relationship Manager.

Change and Development - OHS and Injury Management

OHS and Injury Management (OHSIM) manages risks associated with occupational health and safety and work-related injuries. The team aims to:

• Ensure the University provides a safe place to work and study.
• Identify and provide feedback to managers about risks within the workplace.
• Minimise the need for University resources to deal with problems arising from identifiable risks.

Contact specialist staff direct with confidential enquiries.

For management information, contact your [[HR Relationship Manager.

Remuneration Strategy

Remuneration Strategy enables the University to compete for and retain top talent through a competitive remuneration and benefits strategy.

Remuneration Strategy is a small team of specialists focused on ensuring the University’s overall remuneration strategy meets the domestic and global competition for talent. The team works closely with the HR Relationship Management team to facilitate the effective delivery of remuneration strategy in-line with the University’s pay-for-performance philosophy.

The team operates at three levels:

• Strategy - relation of remuneration and benefits strategy and programs.
  Consultation - providing advice to senior executives and academic and general managers on key remuneration and benefits decisions.
  Analysis - monitoring market remuneration and benefits trends and practices.

Your first point of contact for remuneration strategy advice is your HR Relationship Management team.