Division/ Entity/Location / THQ / Organisational Unit/ Department / Human Resources
THE SALVATION ARMY INTERNATIONAL MISSION STATEMENT
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human need in His name without discrimination.
AUSTRALIA SOUTHERN TERRITORY’S MISSION AND VALUES
Mission / ValuesThe mission of The Salvation Army Australia Southern Territory is:
· Transforming lives: working for personal renewal through Jesus Christ, that touches and integrates the whole person
· Caring for people: engaging with others in need, without discrimination
· Making Disciples: patterning lives on Jesus
· Reforming Society: acting on the structures of society to restore justice / The values of The Salvation Army Australia Southern Territory are:
· Human dignity: respecting the sanctity of human life as being made in the image of God. We affirm the worth and capacity of all people.
· Justice: acting with integrity and fairness, without discrimination, and being an advocate for the disadvantaged; managing all resources responsibly as stewards. We promote healthy and whole relationships, and good society.
· Hope: sharing the gospel of Jesus as a gracious invitation to wholeness. We work for reconciliation, healing and transformation for all people and creation.
· Compassion: engaging with others in the Spirit of Jesus. We feel compelled to stand with and do something about another’s suffering.
· Community: owning our common humanity as we engage with people, working and journeying together, for mutual capacity building. We build community and meet with God in our encounter with others.
All employees in non-ministry positions in The Salvation Army are expected to work in accordance with the Australia Southern Territory’s mission and values and comply with Official Minutes, policies and procedures.
Position reports to / Territorial HR Director /Reportable Positions
/ 0Position Purpose / The Remuneration and Benefits Specialist is accountable for the design, implementation and management of an effective Remuneration and Benefits Strategy for The Salvation Army to attract, reward and retain a high calibre workforce. The position manages the remuneration and benefits program for all employees, with a focus on the award-free population. In addition, this role contributes to the achievement of the organisational HR strategy through engagement in other HR projects.
Qualifications / Degree level qualifications in HR. Certificate IV in Training and Education preferred or equivalent experience
Award (if applicable)
/ Award free /Classification
/ Hay level 16Resource Management / Nil / Total staff management (EFT) / Nil
Prerequisites / Eligible to work in Australia
Personal Competencies Required /
Job Competencies Required
¨ Willingness to work in accordance with The Salvation Army’s mission and values, and comply with Official Minutes, policies and procedures. / ¨ Significant experience in the development and implementation of organisational remuneration and benefits strategy and policy within a medium to large organisation¨ Excellent analytical skills, including ability to work with complex data sets
¨ High level of numeric reasoning ability
¨ High level of conceptual reasoning ability / ¨ Experienced in the use of job evaluation methodologies (either Hay or Mercer)
¨ Excellent verbal and written communications skills / ¨ Advanced level skills in Microsoft Excel
¨ Ability to make sound judgements and to anticipate implications and precedents set by their actions
¨ Able to appropriately manage sensitive and confidential information / ¨ Sound knowledge and understanding of key employment legislation, including Fair Work Act, Equal Employment Opportunity and Anti-discrimination.
¨ Ability to effectively manage competing priorities / ¨ Understanding of public benevolent institution status and benefits
¨ Experience in implementing other salary packaging benefits
¨ Persuasive/influencing skills / ¨ Ability to understand and accurately interpret organisational policies, awards and legislation
¨ Excellent attention to detail / ¨ Understanding of organisational values and ability to apply those to HR and remuneration and benefits matters
Key Result Areas / Key Activities / Standard Measures /
Design and implement remuneration and benefits strategy and supporting framework / · Design and implement the framework for decision-making in remuneration across the organisation
· Review and enhance existing remuneration and benefits policies to support the implementation of the HR strategy
· Identify and recommend improvements in remuneration and benefits programs
· Develop tools and materials to support managers and HR colleagues in communication about remuneration and benefits
· Provide analysis and reporting on the effectiveness of organisational policy and practice in remuneration in achieving the HR strategic goals
· Develop recommendations on pay differentiation which may include performance-based pay, incentive schemes and at-risk pay appropriate for the NFP sector and TSA
· Provide advice and guidance to the HR team on Remuneration and Benefits, including application of organisational policy
· Provide advice to HR colleagues and managers on individual salary treatment and interpretation of provisions / · Organisational framework implemented in accordance with plan
· Communication tools effectively turn complex messages into meaningful content appropriate to the audience.
· Policies and supporting tools reviewed regularly and enhancements made as required
· Pay differentiation framework developed and recommended
· Advice and guidance is provided in a manner which takes into account the potential flow-on, precedents and wider implications to remuneration practise and outcomes across the organisation
Job Evaluation / · Manage evaluation process for new and existing award-free positions, including:
o Initiate and chair evaluation panels, both regular and ad hoc
o Ensure evaluation panels use the Hay evaluation methodology appropriately and consistently
o Ensure that appropriate relativities within and between job families are maintained
o Maintain records of position evaluations, including organisational job evaluation matrix, benchmarks, and so on
o Monitor award-free positions to ensure that all positions receive a full evaluation over time
o Maintain records on salary policy lines / · Schedule to evaluate all award-free positions is developed and implemented
· New positions evaluated in in accordance with the job evaluation schedule and as required
· Job evaluations conducted in keeping with Hay methodology
· Evidence of good data integrity for all records
· Job evaluation process is conducted in a manner which takes into account the potential flow-on, precedents and wider implications to job evaluation outcomes across the organisation
· Salary policy lines records kept and available to appropriate people within the organisation
Annual salary review / · Provide information on market trends for input into decision-making regarding annual reviews
· Prepare recommendations and options for annual reviews which support achievement of the short and long term remuneration strategies
· Prepare data for the Finance Department for annual salary reviews of the award-free population / · Salaries for the award free population are consistent with organisational objectives
· Confidentiality and integrity of data is maintained
· Data is accurate and provided in accordance with the annual schedule
Remuneration for Award population / · Develop and implement framework to support effective salary setting for award-covered positions
· Develop recommendations for framework and internal pay scales for all award covered positions to appropriately manage above-award salary setting across TSA
· Maintain and provide advice regarding all award pay scales
· Maintain organisational pay scales to support implementation of the Equal Remuneration Order (ERO) for the Social, Community, Home Care and Disability Services Award
· Provide advice to HR colleagues in divisions on appropriate payments under ERO provisions
· Provide advice on remuneration for input into EBA negotiations / · Framework supports the achievement of organisational remuneration objectives
· Accurate pay scales for SCHCADS Award maintained and effectively communicated
· Framework and pay-scales for above-award salary setting is developed and implemented
Salary surveys / Prepares remuneration data for TSA contribution to the annual Hay salary survey / · TSA participates in Hay salary survey in accordance with contractual obligations
· Data integrity in maintained
Participate in development and implementation of Territory-wide HR projects / · Participate in project teams to develop a wide range of HR initiatives, policies and procedures
· As a member of the project teams, conduct research, consult with stakeholders, develop new/revised HR policies, procedures and tools and develop implementation plans to support the achievement of the organisation’s HR strategy.
· Provide support to divisions and THQ in the operational aspects of the implementation of HR projects and initiatives, which may include training / · HR project outcomes are compliant with relevant legislation, awards and TSA mission and values
· Documentation is clearly written and produced in a timely manner.
· Implementation of HR projects and policies is consistent with and helps to deliver on the organisational HR strategy
· Projects are delivered in accordance with project plans
· Project work, including training delivery, is of a high professional standard
Professional development and role as “internal expert” / · Maintain awareness and knowledge of developments in the specialist HR field of remuneration and benefits, with particular focus on matters applicable to the community services and not-for-profit sectors and make links to relevant application within TSA
· Information on significant developments in the Remuneration and Benefits field is shared with the wider HR team
· Maintain awareness and knowledge of developments in the broader Human Resources field / · Approved training and development plan implemented
· Recommendations on TSA Remuneration and Benefits policies, procedures and tools are representative of current research and developments in the field.
· TSA team kept informed of relevant developments in the Remuneration and Benefits field
Occupational Health and Safety / · Maintain knowledge of and participate in relevant risk prevention
· Co-operate in achieving a safe and healthy workplace
· Comply with statutory requirement of The Salvation Army policies and procedures and all instructions of managerial and supervisory staff. / § Risks or hazards identified and reported to Manager as they arise
§ Maintain safe and healthy work place relationships
§ Meet all OH&S policy and procedures.
Employee’s Signature: / Date:
Print Name:
Manager’s Signature: / Date:
Print Name:
PD_Rem and Benefits Consultant May2013.docx Page 4