The People and Culture Business Partner for our client plays a strategic and operational role in partnering with leaders to drive people initiatives that align with business objectives. This role provides advice, coaching and support across the employee lifecycle, fostering a high-performance, inclusive and values-driven culture. The People and Culture Business Partner is focused on building a culture of engagement and excellence, ensuring employees a smooth, supportive and rewarding employment journey.
Qualifications, Knowledge & Skills:
Essential:
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4-5 years’ experience in People & Culture / HR Business Partner Role.
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Sound knowledge of the National Employment Standards, Modern Awards, and Fair Work frameworks.
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Solid Employee Relations experience and knowledge.
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Ability to influence senior stakeholders while remaining close to the detail.
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Strong administration, verbal, and written communication skills with excellent attention to detail and passion for delivering work to a high standard.
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Strong organizational and time management skills including the ability to manage competing and/or changing priorities and deliver to deadlines.
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Demonstrated success leading strategic initiatives from design through to implementation.
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Well-developed communication and interpersonal skills and the ability to interact positively with a wide variety of stakeholders with the confidentiality, professionalism and discretion required in a HR function.
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Demonstrated drive and initiative, with a proactive approach to work and willingness to undertake tasks outside of core remit.
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Good research, analytical and problem-solving abilities.
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Advanced proficiency in Microsoft Office Word, Excel, Outlook, PowerPoint and preferably Visio, and experience using HRIS platforms and online systems.
Highly Desirable:
Tertiary qualification in Business related field or Human Resource Management, or working towards qualification.
Your duties & responsibilities will include, yet not be limited to:
Strategic Business Partnering
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Lead initiatives to strengthen company culture, align with family values, and maintain employee engagement.
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Provide expert support across the full employee lifecycle including workforce planning, recruitment, onboarding, performance, development, and off-boarding.
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Support change management initiatives to ensure successful implementation and employee performance and engagement.
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Partner with leaders and staff to provide expert advice, coaching and support across the full employee lifecycle.
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Partner with leaders to manage complex employee relations matters including misconduct, grievances, and investigations, ensuring compliance with employment legislation and internal policy.
Talent Management and Development
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Partner with leaders to identify and develop high-potential employees and succession plans.
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Collaborate on talent acquisition strategies and onboarding experiences.
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Monitor and track completion of activities such as induction programs and probation reviews.
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Develop training programs to maintain compliance.
Recruitment and Onboarding
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Assist in the management of recruitment and onboarding processes.
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Oversee and assist with the on-boarding and off-boarding processes for employees, including assisting with inductions where needed.
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Manage the preparation of employment contracts, letters, new employee packs, and other employee related documents and correspondence.
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Coach and mentor managers on skill development and competency-building.
Performance Management and Employee Engagement
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Establish performance management frameworks to support individual and team performance aligned with business objectives.
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Create and monitor employee engagement programs to maintain a motivated and satisfied workforce.
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Support employee surveys, feedback mechanisms, and engagement initiatives to ensure a high level of employee satisfaction.
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Support performance review processes and continuous feedback culture.
Compensation and Benefits
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Ensure employee remuneration and contracts meet the relevant award requirements and rates.
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Advise and support payroll with any award changes.
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Conduct annual audit of award classifications and salaries to ensure compliance
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Review and benchmark compensation policies, ensuring equity across the group of companies.
Employee Relations and Compliance
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Ensure compliance with all employment laws and regulations.
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Provide contemporary employment relations advice, including Award interpretation, Fair Work and NES compliance.
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Handle complex employee relations issues, providing guidance to senior management and ensuring positive outcomes.
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Provide guidance on employee relations matters including performance management, misconduct, grievances, and investigations.
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Ensure compliance with employment legislation, policies, and best practices.
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Ensure all documentation and reporting related to employee relations cases is accurate, up-to-date, and compliant with regulatory requirements.
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Coach leaders to build capability in managing people-related matters effectively.
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Track employee relations trends and metrics to identify patterns, risks, or areas of concern, and report findings to P&C Manager.
Learning & Development
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Identify capability gaps and support the design and delivery of learning programs.
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Coach leaders in leadership development and team effectiveness.
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Promote a culture of continuous learning and growth.
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Design and roll out training programs as required.
HR Projects & Initiatives
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Lead or contribute to key People & Culture projects such as policy development, system implementation, process improvements or any other initiatives.
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The timely production of documentation and correspondence relating to a range of HR functions / projects.
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Use people analytics to inform decision-making and measure effectiveness of initiatives.
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HR Systems & Functions
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Assist in maintenance and troubleshooting of the HRIS.
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Support maintenance of HR records, files, registers, and databases, as well as HR forms and templates.
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Monitor and process flexible working arrangements as they are presented.
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Manage employee change processes including documents and employee movements and changes including oversight of organisational charts.
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Generate HR reports and collate HR data to produce regular and ad-hoc HR metrics reporting and complete Compliance and Government related reporting.
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Assist with management of internal and external HR enquiries (oversight of People and Culture email), respond to information requests.
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Assist in general organisation HR tasks like travel arrangements, co-ordination of meetings and provide general administrative support to the People and Culture Manager.
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Develop and analyse workforce metrics (turnover, engagement, absenteeism) to identify trends and provide data-driven recommendations to People and Culture Manager.
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Track and report on Employee Net Promoter Scores and pulse survey outcomes to design proactive retention frameworks.
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Generate regular reports on compliance training completion, mandatory certifications, and performance review cycles to minimise company risk.
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Translate HR system data into clear, high-level quarterly dashboards and presentations.
Supportive Governance
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Ensure all activities conform with relevant government regulations, company policies, standard and ethics.
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Identify opportunities for improvement of work practices and processes.
Quality, Health, Safety & the Environment (QHSE)
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Understand and implement company QHSE policies.
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Comply with company & customer QHSE standards & policies.
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Manage individual priorities and deliverables within the QHSE context.
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Actively encourage a safety and environmentally conscious workplace.
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Strive to find new ways of improving the work environment.
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Take a personal interest (or 'actively own') QHSE issues and activities within your area of responsibility - lead by example.
