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Role: Employee Relations and Policies Associate Manager   

Location: Sydney/Melbourne 

Fixed Term Contract for 6 months

Employee Relations are the interactions we have with, and messages we send to, our people throughout the employee lifecycle. Employee Relations are key focus points in Accenture’s culture setting, leadership, people management and policy approaches.  

The Employee Relations and Policies Associate Manager, Australia and New Zealand (ANZ) is responsible for providing specialist advice to the whole of HR, and Accenture/Avanade leads and employees throughout ANZ; Working in partnership with local and global Employment Law, the Global Sensitive Matters team, Corporate Investigations, global Employee Relations, and global Policy; and Enhancing policies and procedures.  

  

Key Responsibilities  

Subject Matter Expertise and Advisory  

• Provide timely advice that is accurate, and aligned culturally, strategically and operationally, and is compliant with Accenture/Avanade policies, Employment Agreements and statutory requirements  

• Be a subject matter expert on employee lifecycle situations including: change management, talent planning, reorganisations, managing performance issues, managing conduct issues, managing redundancy, ethics, respect, fairness, mediation, work health and safety, well-being, duty of care, terms and conditions of employment, and Making our Conduct Count  

• Have working knowledge of the Australian and New Zealand employment law framework, relevant Modern Awards, Accenture’s Employment Agreements and HR policies, and accurately interpret and advise accordingly  

• Support our people with compassion and understanding of the impacts of illness and injury at work  

• Promotion of programs led by Employee Relations, Health and Safety   

• Research, reporting, and identification of trends; and related proposals  

• Delivering educational presentations, including developing materials   

• Understanding of health and safety principles and how they relate to employee relations  

 

Investigations  

• Confidently conduct workplace investigations in a fair, reasonable and diligent manner locally, and in partnership with Employee Relations and Global Conduct Counts Matters teams (where relevant)  

• Apply specialist knowledge to reach investigation outcomes  

• Recognise when investigations are not required  

• Advise and support People Partners and HR Business Partners in conducting investigations  

  

Case Management and Reporting  

• Manage and advise on cases from start to finish in line with existing guides on managing conduct issues, managing performance issues and managing redundancy   

• Diligently keep records and contribute to related reporting   

• Assist in the development and management of  compliance plans   

Enhancement and Education  

• Provide specialist advise on Global and local ANZ HR Policies (including Accenture’s Making our Conduct Count Policies 1000-1004)   

• Keep abreast of Australia and New Zealand’s Employee Relations landscape, landmark decisions in employment law, and changes to employment laws    

• Enhance Policy supplements, particularly further to statutory or strategic changes   

Project Management  

• End to end project management of Employee Relations and Policy initiatives and enhancements  including development and migration of relevant systems and tools

Operational diligence  

• Diligence in record keeping and an ability to manage case management software system, and related reporting and coaching  

• Strong stakeholder management skills – particularly timely and reliable end to end task management, and responsiveness   

• High attention to detail  

  

Mindset  

• Enthusiasm and willingness to learn, develop and contribute  

• A respectful and fair ethos  

  

Career Level Expectations  

Below are the expectations for all employees in this role.   

  

Complexity  

Degree of difficulty of an assignment or the level of problem-solving assessment and resolution required, as indicated by degree of problem-solving, strategic vs. routine focus, and stakeholder interactions (e.g., Executives, Supervisor, etc.)   

• Requires analysis and solving of complex problems. May create new solutions, leveraging and, where needed, adapting existing methods and procedures.  

• Requires understanding of the strategic direction set by Employee Relations, Health and Safety Lead as it relates to team goals.  

• Primary upward interaction is with direct supervisor. May interact with peers and/or management levels  

Authority  

Power to influence or complete assignments independently and ability to make decisions, as indicated by latitude to devise work products or plans, reliance on instruction and decision-making ability   

• Requires guidance when determining methods and procedures on new assignments  

Impact or Decision Impact  

Risk or consequences in the event of failure, as indicated by range of expected impact, such as within a team or across a team or area of responsibility and level of risk   

• Decisions often impact the team in which they reside  

Scope  

Degree of accountability for assigned tasks, our clients and/or the organization, as indicated by size of work effort and scale of entity and/or program   

• Manages small teams and/or work efforts at a client or within Accenture  

  

Skills and Proficiency Expectations  

 Below are the skills and minimum levels of proficiency (or depth of skill) that employees in this role are expected to possess.   
  

To see definitions of these skills, download the global Skills List.   

  

Skill Name  

Expected Proficiency Level   

Change Management  

P4 - Advanced  

Operational Excellence  

P3 - Expert  

People Safety & Health  

P4 - Expert  

Safety Reporting  

P4 - Expert  

Talent Management  

P2 - Intermediate  

Training and Performance Support  

P4 - Advanced  

Equal Employment Opportunity Statement for Australia and New Zealand:

At Accenture, our intention is to foster a culture and a workplace in which all of our people feel a sense of belonging and are respected and empowered to do their best work. 

We encourage applications from all people with the relevant skillset, and we are committed to removing barriers to the recruitment process and employee lifecycle. All employment decisions shall be made without regard to age, disability status, ethnicity, gender, gender identity or expression, religion or sexual orientation and we do not tolerate discrimination. If you require any accommodations or adjustments for interviews and/or at work, please reach out to exectalent@accenture.com or contact us at +61 2 9005 5000 (Australia) or +64 44666056 (New Zealand). 

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