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Job Description Centre Manager Reports to: General Manager Human Resources Reports to: General Manager Human Resources Position Supervise...
Reports to: General Manager Human Resources
Position Supervised: Supervision of full department staff
Job Scope
Effectively manage Bounce Fitness Centre to maintain brand standards, and achieve budget and other agreed objectives
Promote the desired work culture around our best business practice and the brand ethos.
Key Relationships
Approach Bounce Fitness Centre branding in a positive and ‘can do’ manner
Key Job Responsibilities
Approach Bounce Fitness Centre branding in a positive and ‘can do’ manner
Manage building works during re-branding to assist Bounce Fitness
Development Manager, and minimise disruption to clients
Instil brand values and standards into staff so they fully understand and believe in the brand Maintain brand standards on a day to day basis
Contribute to brand review, so the brand remains relevant and appropriate to client needs.
Staffing
Participate with Head Office to recruit staff who reflect Bounce Fitness Centre Standards in line with organisational procedures
Induct staff thoroughly, ensuring a comprehensive understanding of the organisation Bounce Fitness, and clients, their role and your expectations
Train staff, utilising organisational courses, so they perform to organisational expectations Develop staff, so they can progress within the organisational, and fulfil career aspirations
Review performance regularly; job chats at least monthly initially, and then a minimum of six monthly appraisals
Catch staff doing something right - engender a positive atmosphere where staff want to, and can do, well
Handle poor performers, coaching initially and using formal procedures if no improvement
Treat staff fairly and consistently, using the disciplinary procedure for instances of misconduct.
Product
Screen all potential clients using organisational approved procedures, to spot risk factors and identify objectives
Conduct organisational approved fitness tests and interpret for members
Prescribe programmes that enhance member’s lifestyles, and promote behaviour change Design and deliver a programme of classes that meets member’s needs, and brand standards Instruct members in the use of facilities and gym equipment, so it is safe, fun and beneficial Fully utilise computerised systems - in line with organisational guidelines.
Commercial
Constantly monitor Bounce Fitness competitors, using the information to recommend changes to Bounce Fitness Strategies
Liaise with General Manager Marketing over best approaches to marketing, and monitor the success of each
Handle all enquiries and sales tours professionally and skilfully aiming to maximise conversions
Manage the membership enquiry systems, fully utilising it in line with guidelines
Manage Metabolic Response Modifiers (MRM) system effectively, again in line with Metabolic Response Modifiers (MRM) guidelines
Constantly review membership mix, rates, % to ensure optimum
Maintain retention at agreed levels, and monitor non renewals, action as appropriate
Drive all retail activities in Bounce Fitness (including alternative health services, sports retail, food and beverage) ensuring effective marketing, sales promotion, sales and after sales service
Drive all other secondary spend activities in Bounce Fitness (including personal training, guest fees, class income) ensuring effective marketing, sales promotion, sales and after sales service
Liaise with General Manager Marketing, and comply with all organisational procedures
Financial
Achieve Bounce Fitness gross operating profit (GOP) targets
Assist in review of the annual budget and identify short term objectives to achieve targets Establish and attain key business objectives relating to all areas of Centre performance
Review financial performance on a daily, weekly, monthly basis, take remedial action as appropriate. Provide accurate weekly and monthly figures as requested by General Manager Finance, and submit by deadlines
Self-Management
Comply with rules, regulations and provisions contained in the employment handbook
Comply with organisational grooming and dress standards
Comply with timekeeping and attendance policies
Actively participate in training and development programmes and maximise opportunities for self-development
To maintain the appropriate attitude and physique to reflect and promote the image of Bounce Fitness Centre
Client Service
Demonstrate service attributes in accordance with industry expectations and organisational standards to include:-
Being attentive to guests
Accurately and promptly fulfilling guest requests
Understand and anticipate guest needs
Maintain a high level of knowledge which will enhance the guest experience Demonstrate a service attitude that exceeds expectations
Take appropriate action to resolve guest complaints
Appreciate the dynamic nature of the health Bounce Fitness industry/hotel industry Extend these service attributes to all internal staff
To assist in the promotion of the health club/hotel (and Bounce Fitness Group generally) by being involved in a variety of activities, in accordance with the budget set by the Bounce Fitness General Manager Finance
To assist in the sales of accessories in the Centre
Maintain a high level of product and service knowledge about all health facilities in your region
Develop extra activities and events such as circuits, aqua-aerobics, running
Health Safety & Security
Demonstrate an understanding and an awareness of all policies and procedures relating to Health, Hygiene and Safety
Familiarise yourself with emergency and evacuation procedures
Ensure all security incidents, accidents and near misses are always logged in a timely manner and brought to the attention of the General Manager Human Resources
Assist in the maintenance of all facility equipment and carry out minor repair work
Assume responsibility for the highest standards of hygiene, cleanliness and tidiness in the Centre.
General
Assume responsibility for the daily administration of the Bounce Fitness and constantly review the efficiency of the systems in place
Comply with the organisational corporate code of conduct at all times
Familiarise yourself with the organisational vision and values which link to our model of desired behaviours that we expect all employees to display
Perform other tasks at the level of the role as directed by your line manager in pursuit of the achievement of business goals
Demonstrate your desire and ability to improve your knowledge and abilities through on- going training.
Ability to work as part of a diverse team with colleagues from different viewpoints, cultures and countries
Represent Bounce Fitness in a professional manner at all times
Maintain regular and positive communication with CEO and other key Head Office personnel
Foster positive links with other Centre Managers, to encourage mutual support and exchange of ideas
Undertake and achieve specific objectives as agreed with CEO
Job Description
Chief Executive Officer
Key Performance Indicators 1. Administration
Planning: Develops short and long range plans and goals to meet organisational objectives consistent with established priorities; sets appropriate priorities of needs and resulting services to be provided; anticipates and prepares for future requirements and devises contingencies; devises realistic plans
Budgeting and Economic Management: Oversees preparation of adherence to it; utilises finances, budgets, facilities, equipment, materials and products to minimise costs; actively practices cost containment.
Organisation of Work: Structures work in order to avoid crisis, promotes productivity, attains cost effectiveness, and delivers work on time. Involved in this process are the tasks of allocating work, delineating responsibilities, scheduling activities, and adequately preparing for meetings and presentations.
Compliance: Complies with established policies, procedures and directives; conducts department functions in accordance with applicable laws, statutes, and regulations.
Problem Solving and Decision-Making: Identifies problem and acts to rectify them by employing analytical thinking and sound judgment.
Evaluation and Control: Practices regular and systematic review of Centre operations to evaluate progress towards established goals; evaluates strategies employed in seeking those goals; implements remedial measures when necessary.
g. Risk (Liability) Management: Ensures that liability risk exposures are identified and treated when proposing new programs and services; evaluates and monitors established programs
Responsibilities
Chief Executive Officer
Approval of the Quality Assurance System
Management Review
Design Control
Supplier Selection & Purchasing
Contract Management & Control
Training
Centre Managers
Quotations
Contract Review and Order Processing
Planning and Co-ordination
Processing of Sales Orders
Purchasing
Job Description Administrative Assistant to Executive Team
General
The Administrative Assistant is responsible for providing administrative and clerical services in order to ensure effective and efficient operations. The Administrative Assistant reports to the Executive Assistant and is responsible for providing administrative and clerical services to the General Managers Marketing, Finance, Human Resource and the Executive Assistant. Providing these services in an efficient manner will ensure that operations are maintained effectively.
Provide administrative support to ensure that operations are maintained in an effective, up to date and accurate manner.
Main Activities:
Type correspondence, reports and other documents Maintain office files
Open and distribute the mail
Take minutes at meetingsDistribute minutes
Coordinate repairs to office equipmentProvide support to Executive Team to ensure that they are provided with the resources to make effective decisions
Main Activities:
Maintain confidential records and files
Maintain records of decisions
Research and assist with the preparation of motions, policies and procedures Prepare documents and reports on the computer
Prepare agendas for Board meetings
Prepare packages for Board meetings
3. Provide receptionist services
Main Activities:
Greet and assist visitors
Answer phones
Direct calls and respond to inquiries
4. Perform other related duties as required Knowledge
The incumbent must have proficient knowledge in the following areas:
Knowledge of office administration and bookkeeping procedures
Ability to maintain a high level of accuracy and confidentiality concerning financial and employee files
Skills
The incumbent must demonstrate the following skills:
Excellent interpersonal skills
Team building skills
Analytical and problem solving skills Decision making skills
Effective verbal and listening communications skills Attention to detail and high level of accuracy
Very effective organisational skills
Effective written communications skills
Computer skills including the ability to operate spreadsheet and word processing programs
Time management skills
Personal Attributes
The incumbent must maintain strict confidentiality in performing the duties of the Administration Assistant. The incumbent must also demonstrate the following personal attributes:
Be honest and trustworthy
Be respectful
Possess cultural awareness and sensitivity Be flexible
Demonstrate sound work ethics
The incumbent would normally attain the required knowledge and skills through completion of office procedures coursework combined with related administrative experience. Equivalencies will be considered.
ob Description Board Member General
Provide governance to the organisation and accept the ultimate legal authority for it.
Duties: Planning
Approve Bounce Fitness philosophy and review management’s performance in achieving it. Annually assess the environment and approve Bounce Fitness strategy in relation to it. Annually review and approve Bounce Fitness plans for funding its organisational goals. Review and approve Bounce Fitness five year financial goals.
Annually review and approve the organisational budget. Approve major policies.
Organisations
Elect, monitor, appraise, advise, support, reward, and, when necessary, change top management.
Be assured that management succession is properly being provided.
Be assured that the status of organisational strength and manpower planning is equal to the requirements of the long range goals.
Approve appropriate compensation and benefit policies and practices. Propose a slate of directors to members and fill vacancies as needed.
Annually approve the Performance Review of the Chief Executive Officer and establish his/ her compensation based on recommendations from the Chairman of the Board.
Determine eligibility for and appoint Board Committees in response to recommendations of the Chief Executive Officer.
Annually review the performance of the Board and take steps to improve its performance.
Operations
Review the results achieved by management as compared with Bounce Fitness philosophy, annual and long range goals, and the performance of similar institutions.
Be certain that the financial structure of Bounce Fitness is adequate for its current needs and its long-range strategy.
Provide candid and constructive criticism, advice, and comments.
Approve major actions of Bounce Fitness, such as capital expenditures and major program and service changes.
Audit
Be assured that the Board and its committees are adequately and currently informed - through reports and other methods - of the condition of the organisation and its operations.
Ascertain that management has established appropriate policies to define and identify conflicts of interest throughout the organisation, and is diligently administering and enforcing those policies.
Appoint independent auditors subject to approval by members.
Review compliance with relevant material laws affecting Bounce Fitness.
ob Description Board Member General
Provide governance to the organisation and accept the ultimate legal authority for it.
Duties: Planning
Approve Bounce Fitness philosophy and review management’s performance in achieving it. Annually assess the environment and approve Bounce Fitness strategy in relation to it. Annually review and approve Bounce Fitness plans for funding its organisational goals. Review and approve Bounce Fitness five year financial goals.
Annually review and approve the organisational budget. Approve major policies.
Organisations
Elect, monitor, appraise, advise, support, reward, and, when necessary, change top management.
Be assured that management succession is properly being provided.
Be assured that the status of organisational strength and manpower planning is equal to the requirements of the long range goals.
Approve appropriate compensation and benefit policies and practices. Propose a slate of directors to members and fill vacancies as needed.
Annually approve the Performance Review of the Chief Executive Officer and establish his/ her compensation based on recommendations from the Chairman of the Board.
Determine eligibility for and appoint Board Committees in response to recommendations of the Chief Executive Officer.
Annually review the performance of the Board and take steps to improve its performance.
Operations
Review the results achieved by management as compared with Bounce Fitness philosophy, annual and long range goals, and the performance of similar institutions.
Be certain that the financial structure of Bounce Fitness is adequate for its current needs and its long-range strategy.
Provide candid and constructive criticism, advice, and comments.
Approve major actions of Bounce Fitness, such as capital expenditures and major program and service changes.
Audit
Be assured that the Board and its committees are adequately and currently informed - through reports and other methods - of the condition of the organisation and its operations.
Ascertain that management has established appropriate policies to define and identify conflicts of interest throughout the organisation, and is diligently administering and enforcing those policies.
Appoint independent auditors subject to approval by members.
Review compliance with relevant material laws affecting Bounce Fitness.
Job Description
Chairman of the Board
General
As Chairperson of the Board, assure that the Board Members fulfill their responsibilities for the governance of the Organisation.
Be a partner to the CEO, helping him/her to achieve the mission of Bounce Fitness. Optimises the relationship between the Board and management.
Responsibilities
Chair meetings of the Board. See that it functions effectively, interacts with management optimally, and fulfils all of its duties. With the Chief Executive Officer develop agendas.
With the Chief Executive Officer recommends composition of the Board Committees. Recommends committee chairperson with an eye to future succession.
Assists the Chief Executive Officer in recruiting Board members and other talent for whatever assignments are needed.
Reflects any concerns management has in regard to the role of the Board Members or individual members. Reflects to the Chief Executive Officer the concerns of the Board Members.
Presents to the Board an evaluation of the pace, direction, and organisational strength of Bounce Fitness.
Prepares a review of the Chief Executive Officer and recommends salary for consideration by the appropriate committee.
Annually focuses the Board’s attention on matters of governance that relate to its own structure, role, and relationship to management. Be assured that the Board is satisfied it has fulfilled all of its responsibilities.
Acts as an additional set of eyes and ears. Serves as an alternate spokesperson.
Fulfils such other assignments as the Chief Executive Officer agrees is appropriate and desirable for the Chairman to perform.
Annually focuses the Board’s attention on matters of governance that relate to its own structure, role, and relationship to management. Be assured that the Board is satisfied it has fulfilled all of its responsibilities.
Acts as an additional set of eyes and ears. Serves as an alternate spokesperson.
Fulfils such other assignments as the Chief Executive Officer agrees is appropriate and desirable for the Chairman to perform.
Job Description
Employee Recruitment Manager
The Employee Recruitment Manager leads Human Resources practices and objectives that will provide an employee-related high-performance culture that emphasises empowerment, quality, productivity and standards, goal attainment, and the recruitment of a superior workforce.
The Employee Recruitment Manager coordinates with the General Manager Human Resource for the implementation of services, policies and programmes, and assists and advices Centre Managers about Human Resources issues. The Employee Recruitment Manager reports to the General Manager Human Resources.
Overview
The Employee Recruitment Manager manages Human Resources concerns relevant to the following major areas:
Recruiting and staffing
Organisational and space planning
Employment and compliance to regulatory concerns Employee orientation and training
Employment
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
Interviews management- and executive-level candidates; serves as interviewer for position finalists.
Chairs any employee selection committees or meetings.
Training and Development
Defines all Human Resources training programmes and assigns the authority / responsibility of Human Resources and Centre managers within those programmes. Provides necessary education and materials to Centre managers and employees including workshops, manuals, employee handbooks, and standardised reports.
Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programmes.
Establishes an in-house employee training system that addresses organisation training needs including training needs assessment, new employee orientation or induction, management development training, the measurement of training impact, and training transfer.
Assists Centre Managers with the selection and contracting of external training programmes and consultants.
Assists with the development of and monitors the spending of the corporate training budget.
Law
Leads organisation compliance with all existing governmental and labour legal and government reporting requirements. Maintains minimal organisation exposure to lawsuits.
Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the organisation employment law attorney and outside government agencies.
Protects the interests of employees and the organisation in accordance with organisation Human Resources policies and governmental laws and regulations.
Organisation Development
Designs, directs, and manages an organisation-wide process of organisation development that addresses issues such as succession planning, superior workforce development, key employee retention, organisation design, and change management
Directs a process of organisational planning that evaluates organisation structure, job design, and personnel forecasting throughout the organisation. Evaluates plans and changes to plans. Makes recommendations to executive management.
Identifies and monitors the organisation’s culture so that it supports the attainment of the organisation’s goals and promotes employee satisfaction.
Leads a process of organisation development that plans, communicates, and integrates the results of strategic planning throughout the organisation.
Employee Recruitment Specialist Requirements
Broad knowledge and experience in employment law, compensation, organisational planning, organisation development, employee relations, safety, and training and development.
Above average oral and written communication skills.
Excellent interpersonal and coaching skills.
Demonstrated ability to lead and develop Human Resources staff members.
Demonstrated ability to serve as a successful participant on the executive management team that provides organisation leadership and direction.
Demonstrated ability to interact effectively with the organisation Board of Directors.
Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
General knowledge of various employment laws and practices.
Experience in the administration of benefits and compensation programmes and other Human Resources programmes.
Evidence of the practice of a high level of confidentiality. Excellent organisational skills.
Education and Experience
Minimum of a bachelor’s degree or equivalent in Human Resources, Business, Organisation Development.
Five plus years of progressive leadership experience in Human Resources positions.
Specialised training in employment law, compensation, organisational planning, organisation development, employee relations, safety, training, and preventive labour relations, preferred.
Active affiliation with appropriate Human Resources networks and organisations and ongoing community involvement, preferred.
Possess ongoing affiliations with leaders in successful companies and organisations that practice effective Human Resources Management.
Job Description
Fitness Equipment Manager
The Fitness Equipment Manager oversees the procurement and maintenance of fitness equipment (e.g., cardio equipment, strength equipment) for one or more Bounce Fitness Centres. The Fitness Equipment Manager also takes inventory of available fitness equipment and may be tasked with coordinating the transport of resources from one Centre to another.
Duties and Responsibilities
Oversees the coordination of day-to-day fitness activities
Manages the maintenance of fitness equipment and facilities
Determines needs for fitness equipment in one or more Centres
Prepares purchase orders to acquire necessary equipment
Ensures all fitness equipment in one or more Centres are maintained in a clean and serviceable condition
Reports any equipment in need of repair or replacement Coordinates the transport of resources between Centres
Bounce Fitness
Fitness Equipment Manager
Minimum Job Requirements
Completion of Certificate III (or equivalent) in Fitness
▪ Completion of a Business/Management/Leadership qualification is not required, but is highly regarded
At least three years of experience in the fitness industry or fields directly related to the duties and responsibilities outlined
Knowledge of supplies and equipment ordering and inventory management Knowledge of fitness equipment, including mechanical and electronic equipment A strong attention to detail and the ability to see the bigger picture
Passion for the fitness and wellness of the team and clients
Excellent communication skills and experience
Working Conditions
Fitness Equipment Managers will be required to exert moderate physical activity. This includes the handling of average-weight objects of up to 15kg. Fitness Equipment Manager may also be exposed to hazards or physical risks in the work environment, which requires them to follow basic safety protocols.
ob Description Fitness Instructor General
Customer service is to be recognised as the number one priority for all Bounce Fitness staff. Every effort must be made to meet the needs of all customers by creating an atmosphere of hospitality and friendly cooperation in our relationship with patrons and fellow staff.
Due to the diverse nature of the Bounce Fitness operation, all staff are expected to show flexibility and initiative in new assignments. All Bounce Fitness staff are expected to exercise independence of judgement and initiative at all times.
Reporting to the Bounce Fitness Manager, and working closely with all Bounce Fitness staff, the Fitness Instructor is responsible for the day to day operation of the Bounce Fitness Centre.
In more detail these responsibilities include, but are not limited to the following:
Customer Relations
Responsible for maintaining a constant focus on customer service as the number one priority of Fitness Centre staff and ensuring the highest possible level of customer relations at all times.
Acts in a public relations capacity to maximise public interest and participation in Bounce Fitness activities and to bring forth new ideas for the provision of activities and programs.
Responsible for reviewing and resolving problems/complaints efficiently and effectively, ensuring the highest possible level of customer acceptance and satisfaction.
Responsible for encouraging the development of and maintaining effective and co-operative working relationships with user groups, customers and members of the public.
Responsible for creating and fostering a strong atmosphere of teamwork and cooperation among the Bounce Fitness Centre staff.
Fitness Centre Operation
Responsible for ensuring that equipment, work spaces and counters are clean, well organised and well maintained at all times.
Assists customers with operation and use of fitness equipment.
Advises and consults with customers regarding personal fitness needs and assists customers in developing personal fitness plans.
Design and lead classes as rostered.
Provide high calibre personal training and personal training programmes.
Cash Control
Responsible for monitoring admissions, sales and drop-in admissions.
Qualifications
Willingness to learn the philosophies, objectives, policies and procedures of Bounce Fitness operation.
Extensive knowledge of the Fitness Industry.
Extensive experience in personal training, class design and leading classes.
Ability to establish and maintain effective working relationships with the public and fellow staff.
Nationally Registered Certification.
Current level 1 First Aid and CPR certificate.
Ability to exercise independent judgement and initiative.
Experience in handling cash, cash reconciliation sheets, cash registers and cash floats.
Extensive experience in customer service positions with a clear understanding of the importance and value of customer service.
Ability to communicate effectively orally and in writing.
Initiative and desire to undertake additional training to upgrade own skills and abilities.
Job Description
General Manager Human Resource
The General Manager Human Resource originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasises empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
The General Manager Human Resource coordinates implementation of services, policies, and programmes through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises Centre managers about Human Resources issues.
Reports to and partners with the Chief Executive Officer.
Overview
The General Manager Human Resource guides and manages the overall provision of Human Resources services, policies, and programmes for the entire organisation. The major areas directed are:
Recruiting and staffing;
Organisational and space planning;
Performance management and improvement systems; Organisation development;
Employment and compliance to regulatory concerns; Employee orientation, development, and training; Policy development and documentation;
Employee relations;
Organisation-wide committee facilitation
Organisation employee and community communication; Compensation and benefits administration;
Employee safety, welfare, wellness and health; Employee services and counselling;
Directs administration, including reception; Security and upkeep and space planning.
Key Performance Indicators
1. Primary Objectives: Safety of the workforce.
Development of a superior workforce. Development of the Human Resources department.
Development of an employee-oriented organisation culture that emphasises quality, continuous improvement, and high performance.
Personal ongoing development.
2. Development of the Human Resources Department
Oversees the implementation of Human Resources programmes through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of staff.
Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, organisation philanthropic giving, and administration.
Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates organisation use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
Conducts a continuing study of all Human Resources policies, programmes, and practices to keep management informed of new developments.
Leads the development of goals, objectives, and systems.
Establishes measurements that support the accomplishment of the organisation’s strategic goals.
Directs the preparation and maintenance of such reports as are necessary to carry out the functions of Bounce Fitness. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Develops and administers programmes, procedures, and guidelines to help align the workforce with the strategic goals of the organisation.
Participates in executive, management, and organisation staff meetings and attends other meetings and seminars.
3. Human Resources Information Systems
Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and organisation information; and Intranet sites.
4. Training and Development
Defines all Human Resources training programmes, and assigns the authority / responsibility of Human Resources and Centre managers within those programmes. Provides necessary education and materials to Centre managers and employees including workshops, manuals, employee handbooks, and standardised reports.
Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programmes.
Establishes an in-house employee training system that addresses organisation training needs including training needs assessment, new employee orientation or induction, management development training, the measurement of training impact, and training transfer.
Assists Centre Managers with the selection and contracting of external training programmes and consultants.
Assists with the development of and monitors the spending of the corporate training budget.
5. Employment
Establishes and leads the standard recruiting and hiring practices and procedures
necessary to recruit and hire a superior workforce.
Interviews management- and executive-level candidates; serves as interviewer for position finalists.
Chairs any employee selection committees or meetings.
6. Employee Relations
Formulates and recommends Human Resources policies and objectives for the
organisation with regard to employee relations.
Partners with management to communicate Human Resources policies, procedures, programmes and laws.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Conducts investigations when employee complaints or concerns are brought forth.
Monitors and advises Centre Managers in the progressive discipline system of the organisation. Monitors the implementation of a performance improvement process with non-performing employees.
Reviews, guides, and approves management recommendations for employment terminations.
Leads the implementation of organisation safety and health programmes. Monitors the tracking of Health and Safety required data.
Reviews employee appeals through the organisation complaint procedure.
7. Compensation
Establishes the organisation wage and salary structure, pay policies, and oversees the
variable pay systems within the organisation including bonuses and raises.
Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
Monitors all pay practices and systems for effectiveness and cost containment.
8. Benefits
With the assistance of the General Manager Finance, obtains cost effective, employee
serving benefits; monitors national benefits environment for options and cost savings. Leads the development of benefit orientations and other benefit training.
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
9. Law
Leads organisation compliance with all existing governmental and labour legal and government reporting requirements. Maintains minimal organisation exposure to lawsuits.
Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the organisation employment law attorney and outside government agencies.
Protects the interests of employees and the organisation in accordance with organisation Human Resources policies and governmental laws and regulations.
10. Organisation Development
Designs, directs, and manages a organisation-wide process of organisation development that addresses issues such as succession planning, superior workforce development, key employee retention, organisation design, and change management.
Manages employee communication and feedback through such avenues as organisation meetings, suggestion programmes, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
Directs a process of organisational planning that evaluates organisation structure, job design, and personnel forecasting throughout the organisation. Evaluates plans and changes to plans. Makes recommendations to executive management.
Identifies and monitors the organisation’s culture so that it supports the attainment of the organisation’s goals and promotes employee satisfaction.
Leads a process of organisation development that plans, communicates, and integrates the results of strategic planning throughout the organisation.
Manages the organisation-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
Keeps the CEO and the executive team informed of significant problems that jeopardise the achievement of organisation goals and those that are not being addressed adequately at the line management level.
The Human Resources Director assumes other responsibilities as assigned by the CEO.
11. Human Resources Director Requirements
Broad knowledge and experience in employment law, compensation, organisational planning, organisation development, employee relations, safety, and training and development.
Above average oral and written communication skills.
Excellent interpersonal and coaching skills.
Demonstrated ability to lead and develop Human Resources staff members.
Demonstrated ability to serve as a successful participant on the executive management team that provides organisation leadership and direction.
Demonstrated ability to interact effectively with the organisation Board of Directors.
Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
General knowledge of various employment laws and practices.
Experience in the administration of benefits and compensation programmes and other Human Resources programmes.
Evidence of the practice of a high level of confidentiality. Excellent organisational skills.
Education and Experience
Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, Organisation Development.
Five plus years of progressive leadership experience in Human Resources positions.
Specialised training in employment law, compensation, organisational planning, organisation development, employee relations, safety, training, and preventive labour relations, preferred.
Active affiliation with appropriate Human Resources networks and organisations and ongoing community involvement, preferred.
Possess ongoing affiliations with leaders in successful companies and organisations that practice effective Human Resources Management.
OUR STORY
Established in Cairns, Queensland in 2001 by Margaret House, Bounce Fitness has grown from a single aerobic studio due to membership demand for expansion. A second centre was established in leased premises in Brisbane in 2004 and the next two years saw centre developments in Sydney and Melbourne. The Board of Directors, who oversee functions in all centres, intend to launch a new centre in Perth, Western Australia.
Bounce Fitness aims to be a premier provider of fitness and wellness in Australia through excellent service and expertise. Centre staffs are trained in customer service and their profession to foster a loyal community. Each centre has a manager, who reports to the CEO in Cairns, and a team of permanent and casually employed fitness instructors. Bounce Fitness has invested time in training staff to upgrade their professional skills and customer service to foster a loyal member base.
The business operates and complies with the best business practice, all legislative requirements, and local by-laws. It is registered with the national body.
The business is operated on best business practice and complies with all legislative requirements, local by-laws and is registered with the national body. Each centre sells memberships to 120%, which means that at peak times it could be quite crowded. Still, experience demonstrates that there is a maximum of 80% usage.
OUR METHOD
CHECK OUT OUR LIMITED TIME OFFERS!
OFFER 1
Just $300 for three months!
OFFER 2
$800 for a full year's membership!
OFFER 3
Refer a friend and get a free pair of Nikes!
Feedback
Bounce Fitness provides feedback to those who have contributed to the data for continuous improvement. Feedback includes information about data collected, analysis and what and how changes will be implemented.
Bounce Fitness will review data that is relevant to outcomes and critical to quality personal training, Life Coaching and related service delivery, management and operations. Bounce Fitness will ensure data is sufficient to make accurate assessments about the quality of training and assessment, management and operations
• Surveys and questionnaires are collected within two weeks of dispatch and stored confidentially in Head Office files and/or the server. Once all the surveys are collected, the CEO and Executive Managers will review, and action plans areimplemented for improvement where necessary.
• The CEO and Executive Managers may decide to include a client and/or staff interview to clarify data and discuss potential options for improvement.
• Complaints and appeals resolutions will be reviewed regularly by the CEO and Executive Managers to ensure the areas of improvement are implemented efficiently and effectively.
• Centre Staff Meetings are held every week to allow for discussion about operational or management issues and action points are documented and placed on the server. Action plans are reviewed, updated and revised where necessary and all relevant staff are notified. One-to-one meetings with relevant staff may be held to clarify or expand on any issues.
• Quarterly Centre reviews are conducted with the CEO, Executive Managers and Centre Managers in order specifically discuss the quality of delivery. Information gathered at these reviews is documented on the server and used to implement changes in delivery and resources in line with Bounce Fitness policies and guidelines.
• Annual meetings are conducted with all staff to ensure the consistency and validity of operation. This process will include reviewing samples of programs and reviewing delivery of related services. Date collected will be documented on the server and used to implement changes in the marketing process, in line with Bounce Fitness policies and guidelines.
• It is very important to adjust the marketing plan based on the feedback collected. If you don’t your marketing plan has a big change to fail.
• The CEO and Executive Managers have to approve the marketing plan before it goes into action. It’s important to get support from your team about the plan’s direction and goals.
• A timeline helps businesses chalk what needs to be done and when. This enables business owners to direct their energy, effort, focus, cash, and time to the right strategy.
Mission, Vision, Values, and Culture
Mission Statement
The Centres will serve the community with quality, comprehensive, unique, and distinctive health programs and services. The employee team will expand upon the preventive services while improving the quality of life among participants through health and fitness services utilising state of the art equipment and practices. These programs will reflect members’ needs and be financially viable for all stakeholders.
Vision Statement
Bounce Fitness is committed to an expanding role as a premiere provider of wellness integrated services. Through the evolvement of an empowered employee culture and the creative acquisition and use of resources, we will develop and implement comprehensive programmes and services appealing to all.
Values Integrity
We hold ourselves and co-workers accountable for building trust with our members and each other by being honest, ethical and consistent in what we say and do.
Teamwork
We are committed to empowering our internal teams and external members with the appropriate resources to effectively achieve our common vision.
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