Role Description

Assistant Advisor, Talent

Acquisition
Cluster Customer Service
Agency Department of Customer Service
Division/Branch/Unit People and Culture
Classification/Grade/Band Clerk Grade 5/6
ANZSCO Code 223112
PCAT Code 1334292
Date of Approval November 2019

Primary purpose of the role

Provide administrative services and project assistance to deliver efficient and effective talent acquisition
services to the business and support the implementation of contemporary customer focused talent resourcing
solutions to enable a high-performance workforce that meets ongoing organisational needs.

Key accountabilities
• Undertake a range of administrative services in line with best practice methodologies, legislative and
Public Service Commission guidelines to enable candidate attraction, selection and assessment
activities to effectively deliver contemporary talent and resourcing initiatives and solutions to support
the development of a high performing workforce
• Provide advice and information to internal customers across the organisation on quality recruitment,
attraction and talent resourcing methodologies to support the application of a standard approach to
talent acquisition and recruitment
• Review talent attraction activities to identify and recommend opportunities for improvements to talent
acquisition practices to support the development of a quality workforce to meet current and future talent
needs
• Provide project support, including monitoring and reporting on project plans, milestones and
deliverables, to contribute to the efficient operation of the Team and to ensure time, cost and quality
indicators are in line with approved project plans
• Undertake basic research and analysis in assigned project areas and contribute to the preparation of
project briefs to support informed decision making and planning
• Maintain and update office systems, processes and policies and maintain accurate records and records
information systems to provide information which is up-to-date, accurate, stored correctly and
accessible to the unit
• Maintain strong customer relationships through consultation, responsive advice and service to ensure
the relevance of service offerings to support ongoing business outcomes

1
Key challenges

• Delivering quality services and negotiating workable timeframes, given competing operational demands
and priorities, the need to address unforeseen issues, the high volume of work and the need to work
independently
• Continually monitoring and reviewing processes, systems and procedures in relation to talent
acquisition to develop practical and effective solutions, given the complexity of the programs, processes
and the size and variability of the Organisation’s work
• Keeping up-to-date with best practice developments in talent acquisition and with initiatives in service
wide policies and processes, given the constant change and enhancement of talent acquisition and
recruitment policies, programs, tools, and governance

Key relationships

Who Why
Internal
Manager • Escalate issues, keep informed, advise, receive guidance and
instructions
• Keep informed, advise and provide regular updates on operational
delivery and priorities
• Provide recommendations and inform through reporting any sensitive
and emerging issues

Work team • Support the team and work collaboratively to contribute to achieving
the team’s business outcomes
• Participate in meetings to share information and provide input on
issues
• Discuss contemporary talent resourcing/attraction best practice,
innovation, processes and policies
Business units • Provide customer focused recruitment administration services and
advice
• Manage the flow of information, seek clarification and provide advice
and responses to ensure prompt resolution of issues
• Address/respond to queries and provide solutions where possible, or
redirect query to relevant area

External
Customers/suppliers • Provide a customer focused approach to service delivery
• Respond to queries, identify needs gather information, communicate
services and redirect, escalate or resolve issues
Central agencies, service providers and • Liaise on advertising, recruitment services and advice
consultants • Address/respond to queries
• Seek/maintain specialist knowledge/advice and collaborate on
contemporary talent/HR principles, practice and policies.

Role Description Assistant Advisor, Talent Acquisition 2

Role dimensions
Decision making
This role has autonomy and makes decisions under their direct control as directed by their Team
Leader/Manager and refers to the team Leader/Manager decisions that require significant change to outcomes
or timeframes; are likely to escalate or require submission to a higher level of management. This role is
accountable for the delivery of work assignments on time and to expectations in terms of quality, deliverables
and outcomes.
Reporting line
Senior Talent Acquisition Lead

Direct reports
This role has no direct reports

Budget/Expenditure
As per the Customer Service Delegations

Essential requirements
Nil

Capabilities for the role

The NSW public sector capability framework describes the capabilities (knowledge, skills and abilities) needed to
perform a role. There are four main groups of capabilities: personal attributes, relationships, results and
business enablers, with a fifth people management group of capabilities for roles with managerial
responsibilities. These groups, combined with capabilities drawn from occupation-specific capability sets where
relevant, work together to provide an understanding of the capabilities needed for the role.

The capabilities are separated into focus capabilities and complementary capabilities.

Focus capabilities
Focus capabilities are the capabilities considered the most important for effective performance of the role.
These capabilities will be assessed at recruitment.
The focus capabilities for this role are shown below with a brief explanation of what each capability covers and
the indicators describing the types of behaviours expected at each level.

FOCUS CAPABILITIES
Capability Capability name Behavioural indicators Level
group/sets
Manage Self • Adapt existing skills to new situations Intermediate
Show drive and motivation, an • Show commitment to achieving work goals
ability to self-reflect and a • Show awareness of own strengths and areas for
commitment to learning growth, and develop and apply new skills
• Seek feedback from colleagues and
stakeholders
• Stay motivated when tasks become difficult

Role Description Assistant Advisor, Talent Acquisition 3

 Commit to Customer Service
Provide customer-focused
services in line with public sector •
and organisational objectives
• Demonstrate a thorough knowledge of the
Deliver Results
Achieve results through the
efficient use of resources and a
commitment to quality outcomes •
Technology
Understand and use available
technologies to maximise
efficiencies and effectiveness
Occupation specific capability set
Talent Management
Develop approaches to
proactively manage the supply
of diverse leaders, talent and
capabilities across the
organisation
Role Description Assistant Advisor, Talent Acquisition
• Focus on providing a positive customer Intermediate
experience
Support a customer-focused culture in the
organisation
services provided and relay this knowledge to
customers
• Identify and respond quickly to customer needs
• Consider customer service requirements and
develop solutions to meet needs
• Resolve complex customer issues and needs
• Cooperate across work areas to improve
outcomes for customers
• Seek and apply specialist advice when required Intermediate
• Complete work tasks within set budgets,
timeframes and standards
Take the initiative to progress and deliver own
work and that of the team or unit
• Contribute to allocating responsibilities and
resources to ensure the team or unit achieves
goals
• Identify any barriers to achieving results and
resolve these where possible
• Proactively change or adjust plans when needed
• Demonstrate a sound understanding of Intermediate
technology relevant to the work unit, and identify
and select the most appropriate technology for
assigned tasks
• Use available technology to improve individual
performance and effectiveness
• Make effective use of records, information and
knowledge management functions and systems
• Support the implementation of systems
improvement initiatives, and the introduction and
roll-out of new technologies
• Assist in employee capability identification and Level 1
assessment activities.
• Provide information to managers and employees
about talent management process and system
requirements, and assist in their implementation.
• Administer organisation-wide employee
development process systems that link
performance objectives, reviews, development,
and career planning.
• Assist employees and managers in selecting
appropriate learning and development initiatives
to respond to individual capability needs and
plans.
4

Employee services
Deliver customer focused
services to optimise the
employment life-cycle
experience at an individual and
organisational level
• Assist in the development and delivery of
performance and recognition practices.
• Collect and monitor feedback to inform
continuous improvement of programs.
Level 1
• Respond to basic employment queries and
provide relevant information, explanation and
advice to employees.
• Respond appropriately to service requests and
client feedback on customer service, escalating
matters to managers where necessary.
• Assist in the delivery of basic workforce
management services (e.g. induction/
orientation, payroll) in line with service-level
agreements for the division or organisation.
• Collect and monitor data on and understand the
broader impact that HR service delivery has on
business outcomes and employee experience.
• Implement systems and processes to measure
the efficiency of third party suppliers.
• Maintain service excellence and support during
times of change.
• Comply with organisational procedures and
legislative/ regulatory requirements.

Complementary capabilities
Complementary capabilities are also identified from the Capability Framework and relevant occupation-specific
capability sets. They are important to identifying performance required for the role and development
opportunities.
Note: capabilities listed as ‘not essential’ for this role are not relevant for recruitment purposes however may be
relevant for future career development.

COMPLEMENTARY CAPABILITIES
Capability Capability name Description Level
group/sets
Display Resilience and Courage Be open and honest, prepared to express your Foundational
views, and willing to accept and commit to change
Act with Integrity Be ethical and professional, and uphold and promote Intermediate
the public sector values
Value Diversity and Inclusion Demonstrate inclusive behaviour and show respect Foundational
for diverse backgrounds, experiences and
perspectives
Communicate Effectively Communicate clearly, actively listen to others, and Adept
respond with understanding and respect
Work Collaboratively Collaborate with others and value their contribution Intermediate
Influence and Negotiate Gain consensus and commitment from others, and Foundational
resolve issues and conflicts
Plan and Prioritise Plan to achieve priority outcomes and respond Intermediate
flexibly to changing circumstances

Role Description Assistant Advisor, Talent Acquisition 5

 Think and Solve Problems Think, analyse and consider the broader context to Intermediate
develop practical solutions
Demonstrate Accountability Be proactive and responsible for own actions, and Foundational
adhere to legislation, policy and guidelines

Finance Understand and apply financial processes to achieve Intermediate

value for money and minimise financial risk
Procurement and Contract Understand and apply procurement processes to Foundational
Management ensure effective purchasing and contract
performance
Project Management Understand and apply effective planning, Intermediate
coordination and control methods

Role Description Assistant Advisor, Talent Acquisition 6