• Manage and coordinate recruitment processes across The Kidd Clinic.

• Work with Directors and relevant clinical and operational leaders, and the Practice Manager to identify recruitment needs.

• Develop and review position descriptions and recruitment advertisements.

• Coordinate candidate screening, shortlisting, interviews and reference checking.

• Participate in interviews and provide HR advice regarding candidate suitability.

• Coordinate employment offers and associated employment documentation.

• Ensure appropriate pre-employment checks are completed, including Working with Children Checks, police clearances, qualifications, registration and other relevant requirements.

• Maintain appropriate recruitment records and recruitment pipelines.

• Support workforce planning and identify emerging recruitment and retention needs.

• Develop consistent recruitment and selection processes across the organisation.

• Support recruitment processes for psychologists, allied health professionals, administration and other team members as required.

• Own the employee onboarding process from acceptance of an offer through to commencement.

• Coordinate completion of employment documentation and any outstanding pre-employment requirements.

• Coordinate new employee onboarding across HR, administration, clinical leadership and other relevant areas.

• Develop and maintain a consistent organisational induction process.

• Coordinate induction to The Kidd Clinic's values, policies, procedures, systems and workplace expectations.

• Work with clinical leaders to ensure clinicians receive appropriate clinical induction, supervision arrangements and role-specific orientation.

• Ensure new employees understand relevant workplace policies, professional expectations, communication processes and escalation pathways.

• Maintain appropriate records of induction and required training.

• Review and improve the onboarding and induction experience based on feedback and organisational needs.

• Provide practical HR advice to Directors and leaders regarding employee and workplace matters.

• Support leaders to manage workplace issues appropriately, fairly and consistently.

• Provide advice regarding conduct, attendance, workplace conflict, interpersonal issues and emerging employee concerns.

• Support leaders with difficult or sensitive conversations.

• Assist with complaints, grievances and workplace concerns.

• Identify matters that may require external employment-law or specialist advice and coordinate appropriate escalation.

• Maintain appropriate confidentiality and discretion when dealing with sensitive employee matters.

• Ensure HR processes are consistent with relevant employment legislation, contracts, organisational policies and professional obligations.

• Maintain clear boundaries between HR advice, clinical leadership and formal organisational decision-making.

• Establish and maintain consistent performance and review processes across the organisation.

• Coordinate and facilitate probation, performance review and development processes, including scheduling, preparation, documentation and follow-up.

• Conduct and/or co-facilitate routine performance and development discussions with employees, in consultation with the relevant leader, and facilitate formal performance discussions where appropriate.

• Lead and coordinate formal performance management processes, including the development and implementation of Performance Improvement Plans (PIPs), documentation, review meetings, monitoring of agreed actions and timelines, and escalation where required. Employment decisions remain with the appropriate organisational leader.

• Support leaders to set clear role expectations, provide constructive feedback and address emerging performance concerns.

• Assist leaders to identify development needs and appropriate support.

• Support the development of professional development and career pathways.

• Work with clinical leadership regarding professional development and capability development for clinicians.

• Provide coaching and guidance to managers, Clinical Team Leads and Directors in managing people, performance and workplace matters.

• Identify recurring workforce or performance issues and recommend organisational improvements.

• Support leaders with formal performance management processes, including documentation, process guidance and appropriate escalation, while ensuring employment decisions remain with the appropriate organisational leaders.

• Maintain and review HR policies, procedures and templates.

• Monitor relevant changes to employment legislation and advise Directors where organisational changes may be required.

• Maintain appropriate employee records and HR documentation.

• Ensure employment records are accurate, current and appropriately stored.

• Maintain appropriate HR registers and compliance records.

• Support consistent application of workplace policies across teams and locations.

• Review employment contracts, position descriptions and HR documentation and identify areas requiring updating.

• Work with external HR and employment specialists where specialist advice is required.

• Support the Directors to identify and manage employment-related risks.

• Ensure HR processes are appropriately documented and auditable.

• Establish and maintain a clear process for leave requests, approvals and recording.

• Provide HR oversight of leave entitlements, policies and employee records.

• Assist the Practice Manager and Clinical Leads to consider leave requests in the context of staffing, workload and service requirements.

• Ensure approved leave is appropriately recorded and communicated to payroll/finance.

• Monitor leave patterns and identify issues that may require leadership attention.

• Provide advice regarding leave entitlements and relevant employment requirements.

• Support processes relating to extended leave, return to work and other changes to employment arrangements.

• Work collaboratively with Finance to ensure HR and payroll records remain accurate and aligned.

• Own the HR offboarding process when an employee resigns or their employment ends.

• Coordinate resignation and termination documentation.

• Ensure appropriate notice, finalisation and exit processes are followed.

• Coordinate exit interviews where appropriate.

• Ensure return of organisational property, access removal and other administrative requirements are completed.

• Coordinate with Finance regarding final pay and outstanding leave entitlements.

• Coordinate with clinical and operational leadership regarding appropriate client and workload transition processes.

• Maintain appropriate records of employee departures.

• Identify themes from exit feedback and provide relevant insights to Directors.

• Support sensitive departures, including performance-related, conduct-related or organisational change processes, in conjunction with Directors and external advisers where required.

• Support the development of a positive, respectful, inclusive and psychologically safe workplace.

• Promote The Kidd Clinic's values across the employee lifecycle.

• Identify opportunities to improve employee engagement, connection and retention.

• Support initiatives that strengthen communication, recognition and team culture.

• Provide advice to leaders regarding workplace culture and team dynamics.

• Identify emerging cultural or interpersonal concerns and raise them appropriately.

• Support leaders to respond constructively to staff feedback and concerns.

• Promote respectful, inclusive and neuro-affirming workplace practices.

• Work closely with the Clinical Director, Business Director, Clinical Operations Lead / Principal Psychologist, Clinical Team Leads and Practice Manager.

• Provide practical HR guidance to leaders while recognising their respective clinical, operational and management responsibilities.

• Support Clinical Team Leads and other leaders to understand and confidently fulfil their people-management responsibilities.

• Provide leaders with practical tools, templates and guidance to support consistent people practices.

• Coach leaders in areas such as feedback, communication, difficult conversations and early management of workplace concerns.

• Help establish clear escalation pathways for people and workplace concerns.

• Attend leadership meetings where appropriate to provide HR and people-related advice.

• Maintain appropriate confidentiality when sensitive matters are discussed within leadership.

• Work with Directors and leadership to understand current and future workforce requirements.

• Monitor workforce trends including recruitment, retention, turnover, vacancies and capability needs.

• Identify opportunities to improve workforce sustainability.

• Contribute to organisational structure and role development.

• Support the review and development of position descriptions.

• Provide HR input into organisational change and restructuring.

• Support workforce planning associated with growth, new services and changes to service delivery.

• Identify opportunities to improve systems, processes and employee experience.

Internal

• Clinical Director

• Business Director

• Clinical Operations Lead / Principal Psychologist

• Clinical Team Leads

• Senior Psychologists

• Psychologists & allied health clinicians

• Client Care Team

• Practice Manager

• Finance Officer

• Administration team

• Students and registrars

External

• Strawberry Seed and other HR consultants

• Employment lawyers and workplace relations advisers

• Recruitment agencies where required

• Professional bodies and regulatory organisations

• Other relevant external providers