HR Director - Konica Minolta Business Solutions - Sydney

Job description

The Role



The position is to established and lead the organisational capability and culture aligned to the vision, mission and values of Konica Minolta Business Solutions Australia.



Within the above parameters the primary responsibilities are to:

Proactively engage the Leadership Team to define, develop and implement the people and culture strategy.
Lead the definition of the workforce shape and organisational competencies required to deliver strategic imperatives in a customer-focused, service delivery business.
Initiate and align organisation development activities to plans and strategies.
Oversee and manage the development of best practice people policies, systems and processes aligned to the vision, mission and values and ensure the consistent application and implementation.
Lead the implementation of strategies to ensure appropriate behaviours and improved management standards that strongly reflect the organisational values.
Provide high level advice, support and coaching to the MD and the Leadership Team in relation to strategic people and culture matters.
Ensure the development of capability in staff to effectively manage, lead and develop others and build a pipeline of future leaders.

Desired Skills and Experience

About you



To be successful in this role you will have a passion for driving cultural change and by focused on organisational development.

Ideal Candidate



To be qualified for this position, ideally your background and skills will comprise of the following:



Tertiary level qualifications and membership of the Australian Human Resources Institute (AHRI) or equivalent.
10+ years’ professional experience incorporating generalist and strategic human resource management, employee relations and organisational development.
Highly developed leadership and strategic thinking skills to help sustain and grow the business.
Well-developed collaboration and influencing skills required to build consensus and drive complex.

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