The Office of the Executive Director is responsible for:

• Practice Leadership, including:
  • Providing definitive interpretation of HR policy
  • Participating in the recruitment and selection of local HR staff
  • Participating in the performance management of HR staff (in respect to professional competency)
  • Facilitating professional development for HR staff across the University (inc. Chancellery, Common and Local)
  • Leading and supporting HR staff to deliver services to meet client expectations
  • Representing and managing interactions with external stakeholders in relation to HR matters (inc. Go8, U21 and other sectoral representative stakeholders)
• Management of HR business functions not undertaken by the University Services Business Centre

The project team is responsible for:

• Development, facilitation and review of University wide HR projects and programs such as:
  • Melbourne Staff Survey
  • Awards and Trusts
• Organisational Policies and Frameworks:
  • Performance Development Framework
  • Orientation and Induction
  • Workforce Planning
• Executive Development:
  • Senior Executive—360 degree feedback (fee for service);
• Advocacy and representation programs

The Employee Remuneration and Benefits Services team take care of:

• Payroll processing (ie production of payroll)
• Payroll maintenance, including processing deductions, variations to loadings & allowances
• Administration of superannuation
• Processing all University generated salary increases (i.e. EB)
• Issue payment summaries
• Payroll services for Senior Executive
• Advisory services to local HR Administrators
• Payroll reconciliation & reporting requirements.
• Provide payroll bureau services for semi autonomous bodies (eg Caval).
• On-line services (eg all leave types, bank changes, address changes, etc.).
• Payroll adjustments requiring intervention (eg cashing out leave, 48/52, LSL half pay, etc).
• Manage external relationships for payroll related functions (eg fleet providers, health insurance).
• Remittance of deductions to 3rd parties (eg health providers, NTEU, etc.)
• Superannuation payments
• Support the HR Performance Review and Analysis Unit in reporting to external government agencies on payroll related matters
• Bank transfers
• Advice and information to staff on salary, superannuation, salary packaging and other entitlements
• Manage and maintain staff payroll files

The People Capability Team is responsible for the following services:

• Developing and facilitating learning and development courses as per the agreed annual schedule including:
  • PDF Skills for Staff
  • PDF Skills for Supervisors
  • Orientation for Professional Staff
  • Academic Orientation
  • Recruitment and Selection Interviewing Skills
• Leadership and Management Programs:
  • New Academic Leaders Program
  • Future Academic Leaders Program
  • Academic Women in Leadership Program
  • Leadership In Action
  • Leading Your Team
  • Managing Myself and Influencing Others
  • Managing Difficult Performance Coversaions
  • Management Essentials
  • Manager As Coach
• Cultural Change Programs
• Managing the Staff Development Centre  
• Consultancies
• THEMIS admin support, testing and problem solving

• Management and provision of advice on the prevention and resolution of:
  • Formal grievances and disputes
  • Discrimination, sexual harassment and bullying complaints
  • Misconduct, discipline and appeal processes
  • Identify and initiate the development of related policies, programs and services
• Recruitment, selection, appointment, training, advice and support for Advisers (inc. Discrimination, Sexual Harassment, and Bullying Prevention Advisers), conciliators and investigators
• Development and implementation of a range of fairness and diversity-related strategies, plans and initiatives, including the University’s Staff Equity and Diversity Framework
• Promotion of policies and appropriate behaviour regarding fairness and diversity, including:
  • Development of resources, e.g. brochures, guidelines and web pages
  • Provision of specialist consultancy advice and training
  • Advice for local HR staff on fairness and diversity matters
  • Develop, implement and review policies and procedures for legal compliance that relate to discrimination, sexual harassment and bullying
• Recruitment, selection, appointment and training for observers on academic promotion and confirmation panels.
• Management of the preparation of reports and awards submissions to document and attain recognition for the University’s fairness and diversity provisions and achievements (including to statutory bodies)
• Provision of consultancy advice for budget divisions to develop and implement local fairness and diversity plans and strategies

The HR Performance Review and Analysis team is responsible for:

• Monitoring and benchmarking organisational & Budget Division HR performance indicators (e.g. staff turnover, staff numbers) with other organisations
• Submission of HR aspects of whole of University reporting to internal stakeholders and external agencies (e.g. DEEWR, ATO, SRO, EOWA)
• Reporting on the administration of the policies relating to discrimination, sexual harassment and bullying
• Application for and administration of awards to highlight University policies and practices to internal and external audiences
• QUT benchmarking data collection
• Annual reports monitoring the University’s performance, such as:
  • Women in senior positions
  • Academic promotions by gender
  • Recruitment and Selection Panels
  • Employment Profile by Gender
  • Register of Senior Women
  • Go8 Academic & Professional Staff

The Strategy and Policy team are responsible for:

• Development, maintainence and review of overall University HR Strategy as well as targeted strategies such as:
  • Indigenous Employment Strategy
  • Equity & Diversity Strategy
• Development, maintainence and review of HR policy and procedures.
• Development, implementation and review of policies and procedures for legal compliance, including:
  • Monitoring changes to legislation and case law
  • Policy development and review
  • Analysis and Education

This team are responsible for the coordination and administration of:

• Co-ordinate and  administer specialised recruitment and promotion processes for Senior appointments.
• Immigration and sponsorship advice and support, including lodgement of 419 Sponsorship Nominations.
• Recruitment advertising, including specialist advice
• Administration and management of the e-recruitment system (PageUp), including updates, testings, issues resolution and access control.
• Investigation and implementation of any new or proposed future functionality of PageUp

The Systems team provide the following:

• Administraton and management of THEMIS HR system requirements, including system configuration, updates, testing, issues resolution and access control.
• Investigation and implementation of any new or proposed future functionality
• Advisement on and investigation of proposals and requests for systems enhancement from Budget Divisions or Chancellery, and configure and develop the system to meet new or existing business requirements
• Provision of system diagnostics and problem solving
• Provision of reporting services
• Maintenance of payroll validation and exception reports