The People Partner acts as a strategic and commercially focused partner to designated business units, working with leaders to co-create and deliver practical people plans that are aligned to business priorities, workforce needs and the broader People strategy.
The role is responsible for aligning business objectives with people priorities, providing trusted advice to senior stakeholders and enabling a high-performing, engaged and resilient workforce. The People Partner will partner with the business units they support to identify workforce risks and opportunities, shape commercially driven people solutions and support delivery of key people priorities across talent, capability, engagement, performance, change and employee experience.
In addition to business unit partnering responsibilities, the People Partner may lead or contribute to one or more cross-functional squads, working with colleagues across the People function and broader business to co-create practical People solutions and services. The role may also have a People Consultant reporting into it, providing coaching, prioritisation and day-to-day leadership to support consistent, high-quality delivery.
This is a Part Time Permanent 4-day Opportunity based in WA.
Key Accountabilities and main responsibilities
Strategic People Partnering
- Partner with business unit leaders to create commercially driven and strategically aligned people plans that support business objectives, workforce priorities and the broader People strategy.
- Build trusted relationships with senior leaders, acting as a key advisor on people-related matters and providing pragmatic, risk-aware and commercially balanced advice.
- Provide expert advice and consultation on workforce planning, talent management, succession planning, engagement, performance, capability, organisational design and culture.
- Use people data, workforce insights and business context to identify trends, risks and opportunities, and translate these into practical actions and people solutions.
- Work with senior leaders to shape the culture, leadership capability and workforce conditions required to meet current and future business challenges.
People Plans, Solutions and Service Design
- Co-create and deliver practical People solutions and services that respond to business needs and improve leader, employee and organisational outcomes.
- Work collaboratively with centres of excellence/practices to ensure enterprise programs are translated effectively into business unit plans and delivered with consistency and impact.
- Lead or contribute to one or more cross-functional squads focused on solving business and people challenges, improving People services or delivering strategic People priorities.
- Ensure alignment between enterprise People programs and the specific needs of supported business units, balancing consistency with local relevance and practicality.
Enterprise-Level Program Execution
- Collaborate with the broader People team to deliver enterprise-wide initiatives such as leadership development, diversity and inclusion, engagement, capability, talent, wellbeing and employee experience programs.
- Support the delivery of cyclical People processes, including goal setting, performance reviews, remuneration reviews, talent reviews, succession planning and engagement surveys.
- Coordinate business readiness, leader communications and implementation activity to ensure people programs are embedded effectively across supported business units.
- Monitor adoption, impact and feedback from People initiatives and use insights to refine delivery and improve outcomes.
Organisational Change and Employee Experience
- Support organisational change, restructure and transformation activity by conducting people impact assessments and providing clarity and confidence to business leaders.
- Partner with leaders and change stakeholders to plan consultation, communications, implementation and employee support activity.
- Work with senior stakeholders to continuously enhance the employee experience and support a culture of collaboration, inclusion, accountability and continuous learning.
- Champion employee wellbeing, engagement and mental health initiatives to support a positive and resilient workforce.
People Leadership
- Where applicable, provide day-to-day leadership, coaching, prioritisation and development support to a People Consultant reporting into the role.
- Lead and manage cross-functional teams or squads in the execution of people-related projects, ensuring collaboration, accountability and alignment with business objectives.
- Provide leadership, guidance and mentorship to colleagues across the broader People team, fostering a collaborative culture and high-performance outcomes.
Governance, Risk and Compliance
- Identify and mitigate people-related risks within supported business units, supporting a culture of compliance, integrity and sound judgement.
- Ensure advice, programs and processes comply with relevant legislation, company policy, governance requirements and industry standards.
- Maintain up-to-date knowledge of HR-related legislation, policy requirements and best practice within financial services and related industries.
- Escalate complex, sensitive or higher-risk matters appropriately and ensure relevant documentation, decision-making and governance is maintained.
The above list of key accountabilities is not an exhaustive list and may change from time-to-time based on business needs.
Experience & Personal Attributes
- Relevant tertiary qualification in Human Resources, Business, Employment Relations, Organisational Psychology or a related discipline, or equivalent practical experience.
- Demonstrated experience in an HR business partnering, people strategy or senior HR advisory role, preferably within financial services or a complex, regulated environment.
- Strong business acumen with the ability to align people strategy, workforce priorities and practical people plans to business objectives.
- Proven experience partnering with senior leaders across multiple business units or stakeholder groups to influence outcomes and deliver people priorities.
- Strong knowledge of Australian employment laws, regulatory requirements, HR policy and governance requirements.
- Demonstrated experience designing, contributing to and delivering people initiatives across talent, succession, engagement, performance, capability, organisational change and employee experience.
- Experience supporting organisational restructure and transformation activity, including organisational design, people impact assessments, consultation and implementation planning.
- Experience leading or contributing to cross-functional projects, working groups or squads to solve complex business or people challenges.
- Confidence using HR data, workforce insights, HRIS systems and people analytics to inform decision-making and drive practical business outcomes.
- Exceptional stakeholder management skills, with the ability to build trust, influence senior leaders and manage competing priorities in a fast-paced environment.
- Strong communication, facilitation, negotiation and problem-solving skills, with the ability to translate complexity into clear and practical actions.
- Experience coaching, mentoring or providing day-to-day guidance to HR colleagues, direct reports or project team members.
- Collaborative, pragmatic and solutions-focused, with a commitment to continuous improvement and a strong employee experience.
Resilient, adaptable and comfortable operating with ambiguity, change and evolving business needs.
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Some of our Employment Benefits
- FlexiWorks – enabling our employees to work in the office and at home
- Purchased Leave, Parental Leave, Volunteer Leave, Gender transition leave, Well-being leave
- Employee Recognition Program - to recognise people who are demonstrating our values and Company purpose.
- Talent Referral Program
- Salary Sacrificing via Superannuation
- Employee Assistance Program
- Learning & Development - Development at your fingertips via self-paced learning, including educational assistance supportv
- Employee discounts – Access discounted rates and offers from a variety of providers including Bupa and Microsoft!
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Culture at MUFG Pension & Market Services
We are an inclusive employer whose people work collaboratively. We encourage, support and value the various talents and perspectives of our people and promote a flexible and blended work environment where our people can thrive, and their wellbeing is supported. We know that diversity drives better client outcomes, continuous improvement, and growth. Be part of our company and together we will achieve our full potential.
We treat all individuals fairly and equitably and do not discriminate on the basis of diverse characteristics including, but not limited to gender, gender identity, sexual orientation, age, ethnicity, cultural background, physical abilities/disabilities, religious or political belief, marital or family status or carers responsibilities.
How to apply
Ready to take the next step in your career? Apply now with your resume and detailed cover letter highlighting your skills, experience, and why you would be a good fit for the role.
Candidates must have the relevant work rights to be considered for an opportunity at MUFG Pension & Market Services. Successful applicants will be required to complete background screening prior to commencement of employment.
Background Checks
Please note that all successful applicants are required to undergo background checks that include Police Checks and Work History Verification.
