Human Resources Coordinator

Seeking a passionate and committed Human Resources Coordinator to deliver effective HR support across the entire employee lifecycle while actively supporting and modelling the Christian ethos of OCS.....

Key Relationships: The HRC reports to the Business Manager and works under the direction of the Principal, Business Manager and Deputy Principal (Staff, Operations, Academics). All positions at the School ultimately report to the Principal.

Position Status: Part time or Full time (0.6 to 1.0 FTE)

In Term time weeks only including 4 weeks (PD Weeks included)

ABOUT THE SCHOOL

Nestled in the vibrant Central West of New South Wales, Orange Christian School (OCS) is a thriving, inter-denominational Prep–Year 12 co-educational community committed to holistic, Christ-centred education. For over four decades, we have partnered with families to nurture each student’s spiritual, academic, and personal growth, ensuring every child is truly seen, known, and encouraged to flourish. Our atmosphere is warm and relational, where staff collaborate and encourage one another as the body of Christ. We believe that authentic Christian community and high professional standards are complementary, and we seek to honour God through integrity, continuous improvement, and excellence in every aspect of school life. The vision of Orange Christian School is:

“To raise up effective leaders of godly character who will blend academic achievement and biblical truth, to influence society for the glory of God.”

Orange Christian School is committed to building a team of outstanding Christian professionals who are passionate about continuous growth in their practice to provide the very best education for every student. Each staff member contributes to the School’s vision by modelling a biblical worldview and serving the school community with integrity, humility, and grace.

PRIMARY ROLE

Orange Christian School is seeking a passionate and committed Human Resources Coordinator to deliver effective HR support across the entire employee lifecycle while actively supporting and modelling the Christian ethos of OCS. Working closely with the Principal, Business Manager and Deputy Principal, the HR Coordinator plays a key role in attracting, developing, supporting, and retaining high-quality Christian staff.

As a confident faith-based leader, the HR Coordinator utilises highly developed inter-personal skills, innovative practices and evidence-based approaches to foster a God-honouring positive and professional workplace culture. The role requires the ability to build strong relationships,

develop systems and procedures, undertake courageous conversations with wisdom and empathy, and maintain a high level of accuracy, confidentiality and attention to detail in all aspects of HR practice.

The role oversees a broad range of HR functions, including recruitment and selection, on and off boarding, employment documentation, HR related compliance matters, record management, staff appraisal processes and basic employee relations matters.

SUCCESSFUL APPLICANT REQUIREMENTS

Personal Qualities

• A committed Christian and active member of a local church who is able to abide by the OCS Statement of Faith.

• A sincere commitment to living a Gospel-centred life and upholding the Christian ethos of OCS.

• Kind, caring, and compassionate in all interactions with students, staff, families, and the wider school community.

• Reliable and responsible, demonstrating integrity, respect, professionalism and trustworthiness in all aspects of work.

• Ability to work effectively as part of a collaborative team, building positive relationships and contributing to a supportive and positive workplace culture.

• A strong commitment to the Child Safe Standards and the wellbeing of all students.

• Demonstrated resilience, initiative, and adaptability in dynamic work environments.

• Ability to remain calm, courteous, and professional when managing sensitive, complex, challenging or stressful situations.

• Well-developed conceptual, analytical and problem-solving skills with the ability to exercise sound judgement and make informed decisions.

• A commitment to continuous professional growth and lifelong learning.

• Possess highly developed written and verbal communication skills.

• Proficiency to conduct and manage difficult conversations and articulate clear boundaries and expectations.

• Strong organisational skills with exceptional attention to detail and the ability to manage multiple priorities effectively.

• Ability to exercise discretion, maintain confidentiality and handle sensitive information with professionalism and integrity.

• Ability to work collaboratively within a team environment while also exercising initiative and working independently when required.

• A proactive and service-oriented approach, with a genuine desire towards positive wellbeing, engagement and organisational effectiveness.

• Demonstrated capacity to foster trust, build credibility and maintain positive working relationships across all levels of the school community.

The successful applicant will have:

• A valid and current Working With Children Check (WWCC)

• Has not been subject to Child Protection allegation or Reportable Conduct matter or workplace (conduct or performance) matter. (If this is relevant, please disclose)

• Relevant qualifications in Human Resources, Business Administration, Employment Relations, Psychology, Social Work or a related discipline, or equivalent demonstrated experience.

• Previous experience in a Human Resources, People and Culture, or administrative role, preferably within an educational setting.

• Demonstrated experience supporting the employee lifecycle, including recruitment, onboarding, employment documentation, performance processes, and offboarding.

• Sound knowledge of contemporary HR practices and employment legislation eg Fair Work Act 2009 (Cth), Fair Work Regulations 2009 (Cth), Work, Health and Safety Act 2011 (NSW), Anti-Discrimination Act 1977 (NSW), Sex Discrimination Act 1984 (Cth), Privacy Act 1988 (Cth), Child Protection (Working with Children) Act 2012 (NSW) and the like, with the ability to apply these in a practical and professional manner.

• Experience maintaining accurate employee records and ensuring compliance with relevant HR policies, procedures and legislative requirements.

• Highly developed interpersonal and communication skills, with the ability to build positive relationships across all levels of an organisation.

• Experience in conflict resolution and mediation processes to handle basic employment relation matters such as first-level grievances within the organisation.

• Demonstrated ability to case manage and handle sensitive matters with discretion, professionalism, confidentiality and sound judgement.

• Experience supporting leaders and staff through difficult conversations.

• Strong organisational and time-management skills, with the ability to prioritise competing demands and meet deadlines.

• Demonstrated ability to develop, implement and improve systems, processes and procedures to enhance efficiency and effectiveness.

• Advanced proficiency in Microsoft Office applications and experience using Human Resource Information Systems (HRIS) or similar workplace management platforms.

• Experience working in a diverse, dynamic and fast-paced environment, with the flexibility to adapt to changing priorities.

• A commitment to continuous professional learning and staying informed about developments in Human Resources best practice.

• Demonstrated capacity to contribute positively to a Christ-centred workplace culture.

• The ability to provide professional advice, guidance and support to leaders and staff on HR processes, policies and workforce matters.

KEY RESPONSIBILITIES

Using the Personal Qualities and Skills and Experiences outlined, the HR Coordinator adopts and models an authentic Christian worldview in fulfilling the key responsibilities below. This includes demonstrating grace, integrity, service, respect and care in all interactions within the school community. The responsibilities listed below are not exhaustive and may evolve in response to the strategic directions and operational needs of the School.

1. Recruitment and Selection

• Assist the Principal (or delegate) with staff planning by monitoring vacancies, contract expiry dates, parental leave, retirements and other known staff changes.

• Coordinate all recruitment activities for teaching and non-teaching staff.

• Prepare and distribute job advertisements.

• Manage applications and coordinate communications with applicants, ensuring all candidates receive timely, professional and respectful communication throughout the recruitment process.

• Coordinate interviews, reference checks, and selection documentation.

• Ensure recruitment practices align with the School's Christian ethos, Child Safe Standards, and Equal Employment Opportunity obligations.

• Maintain recruitment records and candidate databases.

• Develop and maintain talent pools for teaching and non-teaching positions, including expressions of interest and prospective candidates.

• Review recruitment processes and documentation to identify opportunities for continuous improvement.

2. Onboarding and Induction

• Coordinate onboarding for new employees.

• Prepare employment contracts in conjunction with the Business Manager (or delegate) and new starter documentation.

• Ensure completion of all pre-employment requirements, including:

o Working With Children Check (WWCC)

o Teacher NESA registration checks (where applicable)

o Right-to-work documentation

o Police checks and other compliance requirements

• Organise staff induction programs.

• Maintain employee records and personnel files.

• Maintain accurate records of induction completion and mandatory training requirements.

3. Offboarding

• Coordinate resignation, retirement and separation processes in a professional and pastoral manner.

• Conduct or facilitate exit interviews.

• Ensure return of school property and system access removal.

• Prepare separation documentation.

• Maintain offboarding records and reporting.

4. Performance and Professional Growth Support

• Coordinate the administration of the School's performance review and appraisal processes.

• Support leaders in implementing performance improvement and professional growth plans. Coordinate probation review timelines, documentation and follow up to ensure probation requirements are completed in a timely manner.

• Coordinate appraisal schedules and documentation.

• Monitor completion of annual performance reviews.

• Monitor progress against agreed performance and development actions, following up with Coordinators as required.

• Assist in preparing documentation relating to staff performance, capability development and formal performance management processes.

• Maintain confidential performance records.

5. Employee Relations and Grievance Management

• Provide first-level support and guidance regarding routine HR enquiries and workplace concerns such as conduct matters (eg bullying, harassment, lifestyle contrary to the School’s Christian ethos) and performance matters (eg low standards, privacy breach, parent complaints regarding service).

• Assist leaders in managing employee relations matters in accordance with School policies and relevant legislation.

• Provide guidance and practical support to leaders in applying HR processes, conducting difficult conversations, documenting workplace matters, and managing staff matters consistently and professionally.

• Coordinate the administration of employee matters, including maintaining confidential employee files, records, documentation, timelines and agreed actions.

• Monitor the progress of workplace matters and follow up on agreed actions to support timely resolution and procedural consistency.

• Provide administrative and procedural support for workplace investigations, including coordinating documentation, maintaining confidential records, scheduling meetings and preparing correspondence as required.

• Consult with and escalate complex or sensitive matters to the Deputy Principal (Staff, Operations & Academics), Principal, Business Manager, or external HR advisors, as appropriate.

• Maintain and monitor the School’s complaints and grievance register, ensuring accurate records and timely follow-up.

• Promote positive workplace communication and professional conduct.

6. Employment Administration, Compliance, and Reports

• Prepare employment contracts, variations, and related correspondence in conjunction with the Business Manager (or delegate).

• Monitor fixed-term appointments, contract variations and employment changes, ensuring documentation is prepared. Maintain accurate employment records, personnel files and Human Resources databases.

• Monitor HR compliance requirements including:

o WWCC due dates and renewals

o Teacher NESA registration renewals

o NESA accreditation and maintenance obligations

o Mandatory training requirements

o Return to Work plans

o Workplace incident registers

o Policy acknowledgements such as Staff Code of Conduct

• Support compliance with Fair Work and Child Safety obligations.

• Prepare relevant reports to the Principal relating to high-risk and system-wide trends.

• Work collaboratively with Compliance Officer who oversees all Policy and Procedures within the School.

• Prepare and analyse workforce reports and employment data to support the Principal (or delegate) decision-making, strategic planning and organisational improvement.

7. Staff Wellbeing and Engagement

• As directed, support the development of a positive workplace culture through staff wellbeing, engagement and recognition initiatives.

• Assist in employee engagement surveys and action plans.

• Support leaders in maintaining a positive Christian workplace culture.

• As directed, coordinate, organise and assist staff events and appreciation activities

8. Human Resources Policies and Continuous Improvement

• Develop, implement and review Human Resources policies, procedures and supporting documentation to ensure they remain current, practical and aligned with legislative requirements and the School’s strategic directions.

• Collaborate with the Compliance Officer to ensure alignment between HR policies and the School’s broader policy framework.

• Support the Compliance Officer to promote consistent application of School policies.

• Develop and maintain HR procedures, templates and supporting documentation to promote consistent implementation of School policies and processes.

• Provide administrative support for HR projects and initiatives.

• Support the implementation of Human Resources initiatives and organisational changes by coordinating communication, documentation and administrative processes.

• Prepare HR reports for Executive as required.

• Contribute to continuous improvement of HR systems and processes.

Other Duties

• As a member of the School’s Administrative team, provide support to other administrative functions and projects as required from time to time.

• Contribute constructively to whole-school initiatives, events, and activities that support the educational, cultural, and spiritual life of the School.

• Attend relevant staff meetings, professional learning activities, devotions, and School events as required.

• Carry out other duties as directed by the Principal or delegate, provided such duties are consistent with the nature, classification, and responsibilities of the role and the Christian ethos of the School.

Acknowledgement

• The applicable employment instrument for this position is the Christian Schools Australia (CSA) General Staff Multi-Enterprise Agreement (MEA). Salary and classification will be determined in accordance with the MEA, with the commencing level negotiated and commensurate with the successful applicant's qualifications, skills, and relevant experience.

• The School reserves the right to modify, vary, or adjust this Role Description in response to changing operational requirements, organisational priorities, or strategic directions

• As a newly developed role, this position will be offered as a fixed term contract until the end of the 2027 school year (Term 4, 2027), subject to review for an ongoing appointment.

• The Applicant acknowledges that they have read and understood the requirements, essential functions, and duties outlined in this Role Description and accepts these as a condition of employment should they be appointed to the role.